The Vices and the Virtues of the Middle Ages Essay Example for Free

The Vices and the Virtues of the Middle Ages Essay The Middle Ages reflected a continuum of events that greatly influenced the way of living of the people in Europe. It was a very long period of struggle among the social classes, invasion of barbarians, cross cultural influences, feudalism and its decline, famine, plague, strong Roman Catholic influence, series of wars lasting for almost a century, as well as the dawn of reformation and humanism. Thus, it is very hard to conclude a particular value distinct in this era (Benton, 192). If we are going to compare Europe in its earlier days when the Roman Empire fell as to the latter part when Europe began to experience reformation, we would definitely see a big difference. European civilization at the start of the Middle Ages was more chaotic and primitive. On the other hand, the latter part of the epoch was more peaceful and new inventions made the lives of people easier and paved the way for urbanization (Benton 193). During the start of the Middle Ages, the Roman Empire was on the verge of collapse. It can be attributed to poor governance and illogical decisions of the Roman emperors. The government dwelled too much on rigorous military training and preparation for warfare. It had forgotten the other needs of its constituents such as food and proper education. There was a very slow development in culture and arts as well as in trade. As a result, people lived in fear and submission. Their virtues were greatly influenced by war and survival. Evidently, they care less about human life and its worth (Benton 193). When the Roman Empire suffered from attacks and invasions from barbarians, most of the Roman heritage was devastated. Some Roman edifices were unnecessarily destroyed. There were series of migration from one area to another in search of a better place. During this time, only the strong and victorious in war got the power to rule the land. Along with that, influences from other culture began to enter Europe that left remnants like the design of the architectural edifices. Since the people were weary of wars and fears of barbaric invasion, they seek citadel from someone who was capable to protect them. Thus, the era of feudalism began. The hierarchy in the society was formed based on land ownership. The land was subdivided among feudal lords who would give protection and lease the land to the subject and in turn, the latter needed to work for the former. In this system, the feudal lords became very wealthy while the peasants became very poor. The wealthy lords became very abusive and greedy towards their subjects while the latter at first were tolerant and submissive. In this system, only the rich and the powerful had access to a comfortable and abundant life. There was a big distinction between the wealthy and the poor. Thus, it was almost impossible for peasants to improve their quality of life. The abuse of feudal lords sparked the revolt of medieval towns and formation of guilds that caused the decline of feudalism (â€Å"Feudalism†). Through the formation of guilds, a better system of governance was created. There was greater emphasis on human relations and alliance. People with the same expertise group together and formed guilds. The people were encouraged to enhance their craft. The system of trade and business improved during this time and a new class or level of society emerged (Benton 193). The influence of the Roman Catholic Church was placidly reflected on the lives of the medieval people. Their outlook in life and social relations were based on the teachings of the Church. People were encouraged to live a pious life. The Church also played a major role in the formation of formal schools and universities. Thus, a lot of people started to have a formal schooling. Thus a system of education began to form. Thus Europe began to learn and establish fundamental (Benton 193). I could say that wars, famine and plague infested Europe on the latter part of the century that adversely affected the lives of the people. Because of massive deaths, hunger and unending wars, people tend to doubt the existence of God and the Catholic Church. It was aggravated by the abusive and greedy religious rulers that led to the revolt and rise of different sects and religion. Thus, Christianity was divided and people have an alternate doctrine to believe. Liberal minds began to emerge. The widespread epidemic made people become resourceful and determined in exploring the human anatomy and trying to find a cure for the disease. Thus, these series of unfortunate events probably served as a good driving force that made people appreciate humanity, thirst for more knowledge and invent things to improve the lives of the people (Benton 193). How have the Great Plague, the Crusades, and the Spanish Inquisition influenced modern thought? The Great Plague caused massive devastation ever recorded in European history. It was the worst plague that caused the death of millions of people. It happened in 1665 when the Bubonic plague spread in Europe in the spring and summer. This disease, also known as the Black Death in England, was acquired from fleas and characterized by swelling of the gland, darkening of the skin accompanied with fever and severe pain (Defoe). In the book â€Å"History of plague in London† (Defoe), the author Daniel Defoe placidly elaborated a great number of people who died in the disease as recorded in the parish and how it spread across Europe. The disease was widespread that it almost wiped off the population. (Defoe 9) I could say that this tragedy compelled great minds to explore further the human anatomy. They tried to study how the human body works and tried to find a cure to this disease. Our modern medicine will not be as advanced and effective as it is today without these rudiments. Through a series of failures and success, cures for a variety of disease were found. The importance of proper sanitation to prevent the spread of disease was also considered. The Crusaders were soldiers who vowed to protect the Christendom and the Holy Land. The period of their realm lasted for centuries. The helped protect the Roman Catholic Church against its opponents. It stirred up the people to defend their faith against the non-believers. They also traveled far to protect the Holy Land. The Crusaders acquired great influence and power that they were able to contribute a lot in the political structure, economy as well as socio-cultural heritage of the Western Civilization. To sustain the needs of the army, the Crusaders traveled far and wide and fostered trade in areas they visit. Thus, trade among areas in Europe began to develop until this day. Along with that, their great influence in politics might have led to the formation of a bureaucratic government. During the voyage, they were able to find religious and cultural artifacts that enriched our modern history (â€Å"The Crusades†). The Spanish Inquisition was a period that occurred when the monarch of Spain wanted to unify Spain in the Catholic religion. During those times, a lot of other religions thrived in Spain like Judaism and Islam. The rulers of Spain collaborated with the pope to perform an inquisition and get rid of non-Catholic believers in Spain. The government and Church authorities were given the privilege to conduct an investigation to identify the non-believers. This was a ruthless procedure that was more political rather than religious. It greatly influenced the culture and history of Spain. Their culture today still reflects the Catholic faith as well as their festivities and devotion. The abuse and havoc caused by the Spanish inquisition were some of the factors that stirred up revolt and rise of Protestantism and paved way for the separation of the Church and the State (â€Å"The Spanish Inquisition†). What were the vices and virtues of this relatively homogenous Christian European experience? During the Middle Ages, it can be noted that the Roman Catholic Church held the seat of power as they greatly influenced the beliefs and the moral standards of the people. Since the Church led the development of formal education, its main course focused on religion. They set a standard of what is right and wrong thing to do. They have defined vice as a sin against the God and His people. It is an offense against the Absolute being. The repercussions of vices would be punishment after death. However, this can be absolved by penance through confession. The Church had identified series of vices that should be avoided. However, the list changed through time. The recent list that requires absolution from a priest includes gluttony, pride, envy, lust, anger, greed and sloth. Gluttony is getting too much of what one can consume. Pride refers to too much belief in oneself and failure to consider God’s authority. Envy refers to excessive desire on what others have. Lust refers to the excessive desires of the body and sex. Anger refers to hatred and grudge against another person. Greed refers to the excessive craving for material things. Lastly, Sloth refers to excessive laziness. These are considered as the deadly sin because they cause the death of the soul (â€Å"The Virtues and Vices in Medieval Society†). Of course, the Church also exemplified a pious life through practice of virtues. These virtues were categorized into cardinal, theological, contrary, heavenly virtues and the corporal works of mercy. It can be observed that there are seven in each. The Seven Heavenly virtues were faith, hope, charity, fortitude, justice, temperance, prudence. The 7 The Seven Contrary Virtues were humility, kindness, abstinence, chastity, patience, liberality and diligence. The Seven Corporal Works of Mercy were also encouraged like giving food to the hungry people, offering a drink to the thirsty, sharing a shelter with the homeless, helping in burying the dead, spending time with the sick, enlightening the prisoners and giving clothes to the cold and naked. These were the virtues greatly encouraged by the Church up until this day (â€Å"The Virtues and Vices in Medieval Society†). Works Cited Benton, William. â€Å"Middle Ages. † Encyclopaedia Britannica. 1971 ed. â€Å"Crusades. † On-line Reference Book for Medieval Studies. 4 April 2009 http://www.the-orb. net/encyclop/religion/crusades/legacy. html Defoe, Daniel. History of the Plague in London. N. p: n. p, 2005. â€Å"The Spanish Inquisition. † Koeller, David W. 5 May 1997. Western and Central Europe Chronology. 04 April 2009 http://www. thenagain. info/WebChron/westeurope/SpanInqui. html â€Å"The Virtues and Vices in Medieval Society. † Library of St. Nicholas. 4 April 2009 http://nicolaa5. tripod. com/articles/vice. html â€Å"Feudalism. † Vinogradoff, Paul. 1924. Cambridge Medieval History. 4 April 2009 http://socserv. mcmaster. ca/~econ/ugcm/3ll3/vinogradoff/feudal

The Challenges Faced By An Organisation

The Challenges Faced By An Organisation Organization is a place where number of people work with each other to achieved a mutual Goal and Management is interested in an organization mainly from an instrumental point of view. For a company, organization is a means to an end to achieve its goals, which are to create value for its stakeholders (stockholders, employees, customers, suppliers, community). Therefore Management behaviour can be describe in terms of structure Culture In which the relationship between management structure and culture and its effect on business performance should be analyze very carefully to sustain the Organization growth and its development. Now for improving organizations overall effectiveness is a constant key objective for all executives so that organization will benefit significantly through: -Increased productivity -Faster decision making -Less internal conflict Organizational effectiveness stems from the organization being able to do the things it   Needs to do with minimum use of resource. In fact not doing things that dont need to be done   is perhaps the single biggest contribution to becoming truly effective. Making Tasks simpler so there is less work, avoiding mistakes so that there is no rework, quality systems to get things done consistently, training to enable a task to be done quicker are all examples.   However,   the organisation doesnt   become more effective spontaneously.   It requires time,   effort, know  ­how   and will.   Individuals,   particularly those with management   responsibilities need to have the skills and competencies to analyse what is going on, to propose solutions to problems,   and implement the changes in the workplace and to have the confidence that   consistent   long-term improvement   is what   will make the organisation competitive.   If the gains in effectiveness are not to be eroded the whole process needs to be set in a culture of continuous improvement so that each improvement builds on its predecessors and is not lost just as easily as it was gained through apathy or through attention shifting elsewhere. Refer to the case study of Barclays banks when there is an acquisition with Lehman Brothers in September 2008 Barclays had to face number of hurdles and problems to overcome Organizational Behavior of the Lehman Brother but without an effective measures and decision making it would not be organized and successful acquisition so to understand the important part of Management theories for Organizational Behavior we have to understand effective management behavior that grouped into 6 management qualities. Values new Ideas: Effective Management can be through when we give importance and respect to new ideas present by the employees and give them rewards for this and let the employee try new, potentially better methods for an organizational growth. Values Others View: This includes Involve sub ordinates in important decisions, take time to listen and understand, provides feedback when subordinates shares ideas Appreciate Differences among others: Recognizes that individuals needs and abilities differ, Values the experiences and perspectives of people from diverse backgrounds 4) Takes Action to Solve Problems and Conflicts Takes steps to improve bad relationships, Takes action to resolve interpersonal conflicts, Finds win/win solutions, Learns from his/her mistakes, Sorts essential from unimportant information 5) Communicates Expectations Communicates what he/she expects to be accomplished, Provides understandable performance data 6) Principled Maintains consistency between words and actions, Models the behavior he/she expects from others, Recruits and promotes fairly regardless of race, gender, sexual orientation, or age The above mentioned 6 qualities are used to make an Organization effective. In case of Barclays Acquisition they started to implement this technique to boost the employee performance and to make them believe that they are still very attached with the organization and have a same respect as it was in Lehman Brothers. Barclays find out number of key organizational behavior issues with the acquisition like Integration, Organizational Culture of Both Barclays and Lehmans and Motivation. EXAMPLE REATED TO EFFECTIVE MANAGEMENT U. S. Network Appliance Inc. (NetApp), founded in 1992, has been an industry leader in networked storage solutions. Since its inception, the founder of NetApp great importance for the development of a healthy work environment and friendly staff the company. Emphasis was placed on trust and integrity, team spirit and ambition to reach higher goals. The company had a policy of openness, flexible working hours and offer a host of other benefits for their employees. The company is employee-friendly policies have been recognized by leading magazines as one of the best places to work. For the year 2009, NetApp ranked first in the list of 100 Best Companies to Work For by Fortune magazine. In January 2009 ranked U. S. Network Appliance Inc. (NetApp), a leading solution for network storage company, No. 1 on the list of 100 Best Companies to Work For, Fortune magazine had 4. The position of the company significantly the 14 th in 2008 (see annex I for a list of 15 of the 100 Best Companies to Work For in 2009) improved. The list was compiled by Great Place to (TMP) for work on behalf Institute5 Fortune magazine. According to GPW NetApp is a serious matter. Serious about customer service to compete seriously with serious and that a large work area. In 2009, NetApp # 1 Best Company to Work for in America is was established after investigations GPW, the 528 companies with new jobs in 2008, replacing an increase of around 12% 0.7 With this, NetApp INC8 Google, which held the title for two consecutive years 2007 and 2008. Occasionally, Dan Warmenhoven, CEO of NetApp, We are delighted and honored to be in the top of the prestigious list of Fortune. Our employees are the heart of our society and the strength of our global culture. values of the culture that teamwork, productivity, leadership and innovation We help clients create more discoveries to retain the best talent and deliver superior returns for our shareholders. I am very proud of what we have achieved and what the value of our employees every day: a shared workspace successfully NetApp personnel policies on the welfare of employees. Policies on the development of healthy and motivated employees. AfterGwen McDonald (McDonald), Vice-president, Human Resources,NetApp, We are clear that our people are our cornerstone of our success is actually taught by our leaders, both in terms of what we say and do.. NetApp Management believes that customers who do business with the value proposition of the companys corporate culture is measured. When the culture was strong enough that customers would be attracted to be inclined to establish business relations with the company of others. Emphasizes this fact, NetApp staff about the unique culture of the educated workforce. NetApp staffs have always been motivated by the words of appreciation and were aware that they were valued in society. There were several awards and recognition programs structured to recognize the contributions of personnel in various areas. Among them was the share of rewards program, which involves an incentive program to encourage employees to share their knowledge. It is now clear that the importance of an effective organization. Say, if an organization is effective is not certain to survive in this era of competition, losing to determine the reason. Therefore, the organization ineffective. INEFFECTIVE ORGANIZATION Such an organization will be termed as effective organization as its members do not work for organizations goals. The behavioral approach establishes a direct relationship between integration of organizational and individual goals and organizational effectiveness. It should, however, be noted that organizational effectiveness is not the result only of integration of two goals, rather are a lot of other variables affecting it. But still we can say, that as human factor is one of them important and the only active factor integrating other factors in the organization. This analysis holds good from management of organization point of view. For example in an organization where number of employees compete with each other not in positive manners his could affect directly to the organization as if individuals are not align in a proper positive direction then the organization will definitely face a great Obstacles, Now to manage all this things we understand that human factor is one of the most important and viable factor to see within an organization and should be managed properly, As in the case study of Barclays we discussed in the class we have seen that how employees were managed because of their importance in their organization and to retain them and to make them happier how Barclays made strategies to cope up that situation of successful integration. So we have to closely analyze that what factors affect organizational effectiveness. OBSTACLES / FACTORS AFFECTING ORGANISATIONAL EFFECTIVENESS AND ITS PERFORMANCE: This is a very important and difficult task for the manager, who is analyzing the organization, is to identify the factors underlying organizational effectiveness. The major set of factors or variables that potentially have their influence on effectiveness are: 1. Organizational characteristics 2. Environmental characteristics 3. Employee characteristics 4. Managerial policies and practices. For example Barclays acquisition with Lehman brother would have definitely affect organization as above factors affect a lot as both companies have different Organizational Characteristic, Environmental characteristics, Employee characteristics and also Managerial policies and practices. Organizational characteristics which affect the effectiveness are of two types: 1. Organizational structure and 2. Technology Organizational structure influences the effectiveness in the following ways: Structure in terms of functional specialization, size centralization of decision making and even formalization is likely to increase productivity and efficiency. Job satisfaction of the employees is also related to the organizational structure, equitable division of work and delegation or authority and responsibility and proper direction are likely to generate the feeling of satisfaction among people at work. Technology and organizational structure are interrelated. The type of technology determines the nature and structure of Organization, Change of technology will require a lot of changes in the organization in the form of: a. Change in operation e.g. from labor-intensive to capital intensive b. Shifting of employees to either different departments within the same factory or to some other factory of the organization. c. Change in span of control d. Creating of new and winding up of the few departments. e. Change in them materials which are used f. Retraining and provision of more knowledge about the latest technology to the workers. If the organization fails to change the structure according to needs of technology, it will never prove to be effective. needs of technology and it will never prove to be effective. Environmental Characteristic Management should have experts who will suggest adjustments which are to be made in the organizational set up to comply with environmental changes. 1. External environment 2. Internal environment Employee Characteristics Human factor is the most important factor which influences the goal achievement of organizations. If there is a close integration among the individual and organizational goals, the organizational will be highly effective as explained in the behavioral approach to the effectiveness. If the organization, without compromising with its fundamental programmers and policies, could readjust to accommodate legitimate aspirations of the employees, In employees, it should do so the achieve effectiveness. In case there is a conflict between the individual and the group goals and the issued relate to the very existence of the organization, the organization will have to take a firm stand to deal with the situation. To help in achieving the effectiveness of the organization, the employees the effectiveness of the organization, the employees should have the following characteristics: a. They should be attracted towards and satisfied with the organization. b. They should be committed to the organization. c. Their motives, goals and needs should not be in conflict with the organizational goals. d. The employees should be able and knowledgeable. e. They should have their role clarity. f. The job turnover should be very low, if any. EFFECTIVENESS THROUGH ADAPTIVE COPING STYLE AND HOW THESE OBSTACLES OVERCOME: 1. Sensing of Change. The first basic stage in the cycle is the sensing of change in some part of the internal and external environment. Failure to perceive changes in the environment or incorrectly perceiving the changes is the major factor for the failure of the organization to cope with environment. The organizations should have effective Management Information System for effectively coping with the environment. 2. The second stage in the cycle is the import of relevant information about the change into those parts of the organization that can act upon it. However, it is very difficult to decide which imputes are to be taken from the environment and organizations often fail to perceive the relevant inputs, particularly the information. 3. Changing Conversation Process. Inputs are taken by the organization from the environment for further processing, this is known as the conversion process. The conversion process should be modified according to environmental requirements as indicated by the information. 4. Stabilizing Internal Changes. The fourth stage of the cycle is to stabilize the internal changes while taking care of undesired changes in related systems which have resulted from the desired changes. This is necessary because each sub system in the organization is dependent upon others and change in one may affect others but this effect may be positive or negative. 5. Exporting New Outputs. When the internal change is established, the organization becomes in a position to export new outputs which are in accordance with the environmental requirements. Some different and additional attempts may be required for exporting the new outputs. If the organization fails to adopt the new methods, it may become ineffective.. 6. Obtaining Feedback. The last stage in the cycle is the obtaining of feedback on the outcome of the changes for further sensing of the state of the external environment and the degree of integration of the internal environment. This stage is very much related with the first stage because process of sensing may be the same. Failure at any of these stages may result into ineffectiveness. A successful coping suggests that all of the stages must be successfully negotiated. Following are the major organizational conditions for effective coping: 1. The Organization must have a proper communication system through which reliable and valid information may be passed. 2. Enough internal flexibility should be there so that changes can be brought absorbed by the organization. 3. Successful coping requires integration and commitment to the organizational goals which provides willingness for change. There should be supportive internal climate which can support good communication, reduction in inflexibility and stimulation of self protection. The Most important factor that likely to determine the successful performance of work organizations is Organizational Culture There are four steps in the integration of organizational cultures in international expansions that result from mergers or acquisition The two groups have to establish the purpose, goal, and focus of their merger They have to develop mechanisms to identify the most important organizational structures and management roles They have to determine who has authority over the resources needed for getting things done They have to identify the expectations of all involved parties and facilitate communication between both departments and individuals in the structure Three aspects of organizational functioning that are important in determining MNC organizational culture The general relationship between the employees and their organization The hierarchical system of authority that defines the roles of managers and subordinates The general views that employees hold about the MNCs purpose, destiny, goals, and their places in them. Guideline to Overcome such diversity i.e. Culture in an organization Select team members for their task-related abilities Team members must recognize and be prepared to deal with their differences Team leader must help the group to identify and define its overall goal Members must have equal power so that everyone can participate in the process All members must have mutual respect for each other. Managers must give teams positive feedback on their process and output Example related to Cultural Environment: The company plays an important role in the success of the organization. A corporate culture helps to attract the best talent in the industry. The case describes the corporate culture of Google Inc. Google is one of the few companies that have successfully blended technological innovation with a strong corporate culture The case provides insight into the work environment, and recruitment process at Google. The case also provides insight into how Google fostered innovation among employees. The case ends with a critique of Googles organizational culture Google Inc. (Google) is considered one of the most successful Internet start-ups. In 2003, favorite search engines in the world was for their accuracy and speed in obtaining results. Apart from the technological advantage over its competitors, Google is successful because of its ability to attract and retain the best talents of these employees. And the process was possible thanks to Googles corporate culture. During the Internet bubble in late 1990, Google was the only company that does not suffer wear, while the experience of other employees of large tech companies had sales of 20-25% Googles corporate culture is legendary in Silicon Valley. Googlehas been a symbol of successful Internet companies. For many, the successful combination of company culture and technology in Silicon Valley. It is estimated that Google has succeeded because it had removed the unnecessary bureaucracy and hierarchy gave its engineers to work hands free. But not everyone in the culture of Google was impressed. Some think that Google could not complete support their growth with the current culture. It is believed that Google had exceeded its informal culture, and it would be informal, from now on, the confusion among employees and customers. In addition, Google also crucial for their establishment and the lack of unity of command at the highest level. Google founders Larry Page (Larry) and Sergey Bring (Sergio) graduated in computer science from Stanford in 1995. In January 1996, the work of Larry and Sergey in their project aims to extend the summer through a search engine. They wanted a technology that has provided the necessary information from the enormous amount of data available on the Internet to grow because of its ability to identify and analyze the links in its search engine Back Backrub which refers to a site particular. Backrub in 1997 had received great popularity due to its unique approach to solving the problems of Internet research. During the first half of 1998, Larry and Sergey were focused on perfecting his technique. To store large amounts of data, they bought a terabyte of disk storage (a billion bytes is a terabyte) at bargain prices. Larry dormitory use data Center while Sergey room via an office. So far, they knew your search technology best available technology and other. They began an active participation with potential partners in the Technology Licensing YourSearch Engine Research technology. Larry and Sergey contact lots of people plus friends and family. One of the people they got in contact with was David File , the creator of Yahoo, a leading portal2. File complimented them for the solid equipment they had build, although did not come into any contract among them. Instead, he motivate them to set up their own company After collecting another $ 1 million from family and friends, the office of Larry and Sergey, 7 opened in September 1998. California office was in the garage of a friends house in Menlo Park. The name of Google, but by an accident, said the companys mission and organize the data available on the Internet most of the selected type. The site is set www.google.com and operation of the duo their first employee Stanford colleague Craig Silverstein (Silverstein), later chief technology officer of Google. . Google has an informal work culture in the (home) Googolplex. Both Larry and Sergey wanted to make Google a great place to work. Because of their faith, the Googolplex, decorated with lava lamps and painted in bright colors of the Google logo (Refer Figure I for Google Logo). Googles have been allowed to bring pets in the workplace, and were willing even with snacks, lunch and dinner by a famous chef Charlie Ayers. The room was Googolplex Google snack cereals, gummy bears, cashew nuts and other snacks and fruit juices, soft drinks and cappuccino Sergey and Larry have also focused on hiring people with good humor. They have been personally involved in hiring. To attract major change in Google Top Ten Reasons to Google on its website (Refer Table II). Google has hired people with different abilities and characteristics (see Table III).When hiring, Google for its academic excellence, as in the class of SAT test scores and other graduates were needed. For an interview call from Google, a person must be a first class university .Google management should also encourage innovation and creativity in the workplace. Clear that to maintain growth, the company had come up with new products and features. However, the company had problems, these ideas are translated into successful products, knock. Silverstein said: Weve always had good ideas, but we had no good way to express or catch them. To resolve the problem, Google implemented an internal web site to pursue new ideas Many analysts believe that fluctuations in Googles zero percent during the dotcom boom, the evidence from tissue culture. But not everyone was convinced that Google was entitled to its work culture. They found that the company was to manage growth. A 12-hour day became the norm in the industry. Googles hiring process has been criticized by analysts. It was noted that Google is too narrow in its approach; it is displayed in the stands and graduate certificates of the candidates instead of experience. Commenting on the hiring process, said a Google, If youre already at Cisco for 20 years, who do not. But the government defended the contracting process say they have intelligence and reason more valuable than experience. Performance of the Organization can be sometimes seems to be very easy but actually it is not the case. So most of the important thing in any organization is to look for is Manpower Humanreource and the environment in which all the employees are working both internally and externally both have to analyze with an close eye to take any advancement in any decision making in an organization The changing nature of modern work organizations and attempt to challenge and criticize the validity of this statement. Yes, As now the Modern work environment changes a lot due to Global attraction and as the whole world is becoming a global village now one which is more effective organization will survive. In this era Mergers Acquisition, Technology Advancement, Outsourcing, Modern HR like Rewards, Incentive, Retention, Training and Development took place a far more level just take an any example in developed or developing nation these practices are very common especially in Banking Industries examples like Barclays and Lehman and for Technology now a days SAP is used every Organization to integrate all his regions, Departments, Supply Chain Customers now these practices are also common in developing nation like Pakistan, India, Bangladesh etc. Major Merger Acquisition 1990s Top 10 Merger Acquisition deals globally by value (in mil. USD) from 1990 to 1999: Category Year Buyer Purchased 1 1999 Vodafone Air touch PLC Mannesmann 2 1999 Pfizer Warner-Lambert 3 1998 Exxon Mobil 4 1998 Citicorp Travelers Group 5 1999 SBC Communications Ameritech Corporation 6 1999 Vodafone Group Air Touch Communications 7 1998 Bell Atlantic GTE 8 1998 BP Amoco 9 1999 Qwest Communications US WEST 10 1997 WorldCom MCI Communications 2000s Top 10 MA deals worldwide by value (in mil. USD) from 2000 to 2009: Category Year Buyer Purchased 1 2000 Fusion: America Online Inc. (AOL) Time Warner 2 2000 Glico Welcome Plc. SmithKline Beecham Plc. 3 2004 Royal Dutch Petroleum Co. Shell Transport Trading Co 4 2006 ATHYPERLINK http://en.wikipedia.org/wiki/ATTHYPERLINK http://en.wikipedia.org/wiki/ATTT Inc BellSouth Corporation 5 2001 Comcast Corporation ATHYPERLINK http://en.wikipedia.org/wiki/ATTHYPERLINK http://en.wikipedia.org/wiki/ATTT Broadband Internet Sacs 6 2009 Pfizer Inc. Wyeth 7 2000 Spin-off: Nortel Networks Corporation 8 2002 Pfizer Inc. Pharmacia Corporation 9 2004 JP Morgan Chase Co Banc One Corp 10 2008 Imbed Inc. Anheuser-Busch Companies, Inc As shown in the above table it is clearly indicated the facts that the number of MA are increasing day by day so the organization who handle his Human resource well can lead in this race. Defining MWO (Modern Work Organization) Definitions of MWO usually need to be understood against its presumed antidote, i.e. the scientific management principles associated with the names of Frederick Winslow Taylor and Henry Ford. Using the categorization of Atkinson (1984), MWO is related to functional flexibility, rather than numerical or wage flexibility. Other terms which have been in use to describe the phenomenon include High Performance Work Organisation and High-Involvement management (cp. Besant 2003). Attila and Ylà ¶stalo (2002; 2005), in their research on Finland, talk about pro-active workplaces, key characteristics of which are that workers have increased possibilities to exert influence, and at the same time increased responsibility. A pro-active work organisation is simultaneously (a) able to implement new workplace practices within operational activities (for example semi-autonomous teams); (b) able to coordinate work across organisation (for example flat organisation or interaction) and (c) it has an active HRM policy as support and assistance (for example training). This is illustrated diagrammatically in Figure 1 (from BDL 2002). Systematic approach towards Modern Organization: Systematic approach is very useful for this modern era to make an organization effective make the work which is really want to be in the systematic manner. The Following are the systematic approaches which are used to be modern organization. -Way work is coordinated across the organisation -Way work is organized within operational activities -Supporting Human Resource Policies -Flatter Hierarchy -Information Flow -Team/Management Interaction -Semi-autonomous work teams -Investment in training -Reward Systems -Performance Measurement -Multi-skilling through Job Rotation Decentral organisational structures: Flat hierarchies and decentralization of decision-making (reduction of the number of management layers; fewer different functions, i.e. job enlargement; improved flow of information between shop floor and management); Semi-autonomous work teams; Process focus; Direct cooperation links with stakeholders (customers, business partners, public authorities, RD units etc.) at every hierarchic level; Corporate cultures which focus on people and learning: Systematic approach to skill acquisition (lifelong learning) with a focus on widening skills rather than simply adapting skills to changing functional requirements; Strong focus on soft skills such as communication skills, team-working, conflict management etc.; Wide participation in training, also involving less qualified members of staff; Innovative performance measurement reward schemes: Management by objectives (for teams and individuals); Financial and non-financial performance measures; Performance-related remuneration. While each of these components have been extensively dealt with in the management literature, evidence suggests that they provide the biggest benefit to companies if deployed in a systematic approach Impact on Workers: While decentralization of control is generally praised as an ideal means to achieve greater labor flexibility as well as higher motivation and (following from that) higher productivity, there are also risks involved. It is certain that increasing responsibility and self-control at all hierarchical levels tends to increase the work pressure as perceived by employees (Voß 1998, Gottschall Voß 2005; Cullen e

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In the early twentieth century, San Francisco, a bustling city full of people with diverse cultures, stood in the midst of the Second Industrial Revolution. At this time, the brilliant inventions of airplanes, automobiles, and radios were changing the everyday lives of many. San Francisco had just recovered from the four-year burden of the bubonic plague (â€Å"Bubonic†). However, right when things were getting back to normal, a destructive earthquake hit the city on April 18, 1906. Although the shaking lasted for less than a minute, the devastated city had crumbled buildings and a substantial loss of lives. The San Francisco Earthquake of 1906 had a lasting effect on the city and its people, and it proved to be one of the most catastrophic disasters in history. The science of the natural disaster has baffled many, but from studying the San Francisco earthquake, scientists have made a number of important discoveries and they have a better understanding of earthquakes. At 5:12 on a fateful April morning in 1906, the mammoth Pacific and North American plates sheared at an incredible twenty-one feet along the San Andreas fault, surpassing the annual average of two inches (â€Å"San Francisco Earthquake of 1906†)(â€Å"The Great 1906 Earthquake and Fires†). The shearing caused a loud rumble in the Californian city of San Francisco. A few seconds later, the destructive earthquake occurred. The ground shifted at almost five feet per second, and the shaking could be felt all the way from southern Oregon to southern Los Angeles to central Nevada (â€Å"Quick†)(â€Å"The Great 1906 San Francisco Earthquake†). Moreover, the earthquake could be recorded on a seismograph in Capetown, South Africa, an astounding 10,236 miles away from San Francisco (â€Å"San Francisco ea... ...re situations, from a razed city to devastated citizens. The calamity caused the city to crumble and the government to pay extreme amounts of money. In addition, residents of San Francisco and other surrounding areas suffered the consequences. Thousands died, but even more faced the encumbrance of homelessness. The earthquake caused fires that went on for as long as three days. Nevertheless, San Francisco transformed its ashes into a beautiful city full of fascinating buildings in a matter of weeks. 1906, a year of a significant natural disaster, also became a year that spawned knowledge in the field of seismology. No one will ever forget the appalling chain of events that occurred during the early twentieth century. The San Francisco Earthquake of 1906 has not only educated scientists, but it has also made San Francisco the jewel of the West Coast that it is today.

Incorporation of the Ottoman Empire into the Capitalist World-Economy, 1750-1839 :: History Economics Ottoman Empire Essays

Incorporation of the Ottoman Empire into the Capitalist World-Economy, 1750-1839 In 1977, Immanuel Wallerstein proposed a research agenda to answer the question: When and by what process did the Ottoman Empire become incorporated into the capitalist world-economy? He also asked whether incorporation was a single event or a series of events for the different regions of the Empire--Rumelia, Anatolia, Syria, and Egypt. He suggested the answer be sought in Ottoman production processes and trade patterns between 1550 and 1850. By 1980, Wallerstein had answered his own question. When the European base of the capitalist world-economy began to develop its boundaries in the sixteenth century, the Ottoman Empire remained outside the system. Between 1750 and 1839, the process of incorporation into the capitalist world-economy was complete and the Ottoman Empire had been peripheralized. Wallerstein did not comment whether incorporation was a single event or a series of events. In this paper, I argue that current scholarship fails to support Wallerstein's version of incorporation of the Ottoman Empire into the capitalist world-economy. I examine Wallerstein's arguments and critique his discussion based on my own interpretation of recent work by Ottoman and Balkan historians pertaining to Rumelia (Southeastern Europe). According to Wallerstein, a world-economy is a single social economy containing multiple state or political structures that operates on the basis of a capitalist mode of production and in which ceaseless accumulation of capital guides the system. Wallerstein recently added the word "ceaseless" (his italics) to his definition in order to distinguish his paradigm of the capitalist world-economy with its origins in the sixteenth century from other paradigms that trace the origins to earlier points in history. The capitalist world-economy comprises a core, a periphery, and a semiperiphery. Nation-states reach the core by successfully exploiting other geographic areas in the periphery. The semiperiphery forms a buffer zone, where geographic areas can move up into the core or down into the periphery. Geographic areas outside the world-economy are relegated to the external arena. They are eventually and inevitably incorporated into the system, however.

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George Washington was the first President of the United States. He was elected on April 30, 1789 Washington had the respect of everyone. Washington had many intriguing qualities. An example would be his quality of concern for his men. Throughout the Revolutionary War, Washington lost many of the battles, but he chose to lose them, rather than to win and risk all of his men’s lives. He made tactical retreats to save his men. George Washington, our first President, won over the hearts and earned the respect of the people of the United States because of his strong character, and not because of his political genius. In fact he never even went to college, due to lack of money. George Washington had the respect of not only politicians, lawyers, wealthy plantation owners, but also the respect of people who were not considered to be people. Such peoples included slaves and women. A man named Phyllis Wheatley became the first black poet of America. He talks about Washington’s greatness at the Siege of Boston in one of his poems, claiming virtue to always be at his side. Another poem was wri...

Popular Kids vs Unpopular Kids Essay

Everyone wants to be the popular kid in high school right? Not always true because popularity isn’t always as great as it looks. Belonging in the popular social group in high school can be a rough place for some individuals. In other words, the grass isn’t always greener on the other side. While unpopular teens wish to join the other side, they should consider a few things before making a rash decision. While pondering through the negative effects of being popular, one that stands out is the type of people one would become involved with. We all desire to have truthful and caring friends. However, not every person in the popular click is truthful and caring. Before choosing a click, one should think about the typical characteristics that are associated with that click. Their intention might not be to bring out the best in a friend but the worst. One moment a teenager will be talking to another as friends, and then the next moment they’ve already started talking behind their backs about one another. Aren’t true friends supposed stand up for each other and stand by their side? Of course they are, however, it seems that the unpopular click gets along better because they treat their friends in the same way that they would want to be treated. Another aspect to be aware of when considering the popular click is peer pressure. Being popular has a tendency to come with standards. When one does not meet up to the expectations of the group, he or she is often subjected to peer pressure or humiliation. Many give into peer pressure to avoid being humiliated. Peer pressure typically results in someone acting irresponsible and foolish to prove some kind of loyalty like a gang. Consequences of such actions can involve disappointment from parents or even the police! Now why would a true friend try to jeopardize his or her friend’s future? In the end, we’re better off with just a couple of best friends rather than a group of two-faced popular friends who only care about themselves. Drama is another reason to consider before joining a popular click. Just imagine the sound of a thousand flies buzzing down the hallway with the latest gossip. In a matter of one day, one comment could be transformed into a rumor and spread through the whole school like wild fire. Drama inevitably corrupts most teens but popular teens thrive on it like an addiction, and sometimes create lies just to ruin one’s reputation. True friends, who might not be the most popular kids in school, but they would also never talk about a friend behind his or her back just to gain a higher reputation with the popular click (Article one). Staying out of drama can help one feel less stressed. Avoiding it can also stop individuals from getting involved in something they might regret. Gossip is difficult to find roaming among the unpopular group because they rarely feel the need to seek attention or hurt someone’s feelings by spreading rumors. They are already content and aware of how to treat individuals as they would like to be treated. When the weekend hits it is common for the popular click to go out and party. Everyone hears the stories of how drunk someone got or how the cops busted a few unfortunate teenagers. Even the best of teens get peer pressured into going to the weekend party and drinking. All of this obnoxious partying is not appropriate for a 15 to 18 year old teenager. Those â€Å"cool parties† consist of high school kids that don’t know other ways to have fun or just get drunk to escape their problems. Teens have to step up and realize that they are capable of having a good time and overcoming problems with better solutions. Overall, it will exponentially impact adulthood by being able to handle problems positively. In conclusion, before making an impulsive decision to conform to the popular click, teens should consider the reasons that were previously illustrated. The treatment of two-faced friends, spreading drama, and obnoxious parties are all valid reasons to just ignore the desire to be on the wrongfully admired click. It’s better to be happy with a few true friends who treat others in the manner of respect. Perhaps, we are also better off living in harmony with our beliefs instead of trying to compromise and conform. Being the same is boring! The popular group thrives on people who will conform. So let’s celebrate our unique skills to experience some variety and express our true individuality.

Video Games Are Not a Bad Influence on Children

Majority of people think that video games are a bad influence on children and teens. Children need to know what is right from worng and the people that can teach them is their parents. Children need to realize reality from fiction. School teacher can also help the children with the reality. I believe that videos games do not have a bad influence on children.Parents need to teach their children that video games are only games and the thing that are done in the games are things that can not be done in the real world. Video games have more violence now than usual, but the parents should teach their children that violence is not the way to solve anything. Majority of the young parents accept the violence video games because they themselves grew up with those games and they want their children to go up with them as well.The old generations didn't grow up with video games and the new generation is. The factuly and staff of the school can also prevent violence, because just as much as child ren are with their parents they are with the factuly and staff at the school. When a child does or even makes a gesture its up to the factuly or staff to put a stop to it. If the factuly or staff does not put a stop to the bad gesture then the child is going to think its ok and he is going to keep doing it.