Military and Leadership

In any environment whatsoever, the main targets, the paraphernalia, the products and team-leadership are all great aspects of running a business, all of which require talent, energy and a considerable amount of insight. The article â€Å"When Good Companies Do Bad Things† by Peter Schwartz highlights the importance of these aspects through the crucial significance of companies being ‘good’ and having the reputation for it as well.Schwartz states that there is a growing importance of reputation in the competitive world of global branding. We all like to believe that we’re working for good companies and that our systems are ethical, humanitarian and in the interest of the betterment of people. However, with the rising complexities in the globalization of the market, he draws from the examples of big companies such as Shell, Nike, Microsoft and Texaco, all finding themselves paying the price for a task as simple as to paying too little attention to the importa nce of reputation.The comparison of the aforementioned multi-billion dollar businesses with a military unit may not be high in terms of product and sales strategies, yet the aspect of units of men working for a certain target with a certain image before people is highly common between both these instances. A military unit, much like a corporate unit, works on the principle of task-orientation. It also believes that its goals are ethical and in sync with the good of mankind. The simple personal experience that I had of watching the troops walking, saluting and parading in formation is a clear-cut example of the height of conformity within its set up.However, Hawkins (2007) reports the research conducted at Los Alamos, recognizing that the â€Å"behavior of a group of people depends strongly on the interaction of personal (individual traits) with the collective moods of the group as a whole†. This simply means that the high levels of conformity we see in the formation and smoot h working of a battalion is also connected deeply with the individual’s interaction with the whole. The same way a platoon is influenced by its unit members’ passion and dedication towards their goals, the corporate set up is also directly influenced by values in the system.Integrity, as interpreted by Schwartz, is: being well-integrated with one's society and understanding what the society's expectations are. I agree to this definition as it has the potential to create more aware institutions. Capitalist set ups, by definition, are businesses run for the sole purpose of making a profit (Haralambos and Holborn, p. 8). The age of media and technology grows faster today than it ever did – therefore it is better to have emerging corporate culture, which has encoded in its basic structural DNA, empathy and a sense of compassion for its surroundings.It is indeed so in the military that an environment of debate is not encouraged in the military set up. It is the belie f of experts that ‘saluting without questioning exemplifies the military's ‘can do' attitude that can create an optimist out of even the most skeptical naysayer† (Wong and Lovelace, p. 2). In the military the ability to prepare or get ready to fight, skill in actual fighting and the will to prevail in combat against a foe, are the critical dimensions of leadership (Hawkins, n.p.).The military may also find itself faced with disastrous results if it chooses to ignore the voices that exist outside its barracks. The example of the Iraq and Afghan wars, Abu Ghuraib jails, the American public speaking out against the War, are plenty for the world media and global peacemakers to click their tongues and wonder at the foreign policy of the United States of America. Schwartz mentions that corporate magnates sometimes end up baffled with certain results because they have almost no contact with the outside personnel, which play an equal and a highly effective role in shaping their commercial and corporate success.Retired Army Major General John Batiste spoke openly regarding the War in Iraq, outlining the importance and sway of the respective socio-political system on the task of the military, â€Å"Military leaders of all ranks, particularly the senior military, have an obligation in a democracy to say something about it†. In the case of German post-war governments, learning from mistakes and paying attention to what the world is saying is making a big point in their arguments.Post-war governments have claimed to maintain a conscript army in order to safeguard against political extremism in the armed forces (Paterson, n.p.). Similarly Major General Bill Rollo had a whole briefing about the concern of military commanders regarding the effect of bad publicity on morale, and â€Å"particularly over a series of high-profile cases involving the alleged abuse of Iraqis by British soldiers† (Norton-Taylor, n.p.).It is apparently fair to an organ ization if the perception of the market-consumers shape its reputation. The company gains profits through the masses which pay for their goods, which in turn help it run its business, big or small. It is, as says Schwartz, not possible to completely fulfill the needs and aspirations of the working team and the consumers. The company must strive and motivate the circle through addressing their needs and choices as much and as far as they can.I would personally lead my company/unit by way of establishing a culture of bringing out the best products through the maximum information provided not only by the society’s general consensus, but through the voice of the working individuals of the team. It is in the inherent nature of man to seek expression. By appealing to this very nature, I would direct and lead the company into more responsive whole rather than a conformed group of tight-rope walkers who won’t know when trouble actually hits them because they were too busy list ening to orders.Work CitedHaralambos, Mike and Holborn, Martin. Sociology: Themes and Perspectives. United Kingdom: Collins, 2000.Norton-Taylor, Richard. Top brass fight to save army's reputation. December 30, 2005. The Guardian. October 2nd, 2007. https://www.theguardian.com/uk/2005/dec/30/topstories3.iraq

Development system Essay

Over much of the twentieth century, the foremost edges of economic development and growth were mainly identifiable with sectors distinguished by varying degrees of mass production, as expressed in large-scale machine systems and an unrelenting drive to product standardization and cost cutting. all through the mass-production era, the dominant sectors evolved through a progression of technological and organizational changes focused above all on process routinization and the exploration for internal economies of scale. These features are not particularly conducive to the injection of high levels of aesthetic and semiotic content into final products. Certainly, in the 1930s and 1940s many commentators – with supporters of the Frankfurt School (Adorno, 1991; Horkheimer, 1947) being among the most vocal – expressed grave misgivings concerning the steady incursion of industrial methods into the globe of the cultural economy and the concomitant tendency for multifarious social and emotive content to be evacuated from forms of popular cultural production. These doubts were by no means out of place in a framework where much of commercial culture was focused on an enormously narrow approach to entertainment and disruption, and in which the powerful forces of the nation-state and nationalism were bend in considerable ways on creating mass proletarian societies. The specific problems raised by the Frankfurt School in regard to popular commercial culture have in definite respects lost some of their urgency as the economic and political bases of mass production have given way before the changes guided in over the late 1970s and early 1980s, when the new economy started its ascent. This is not to say that the modern cultural economy is not associated with a number of staid social and political predicaments. Although it is also the case that as commercial cultural production and consumption have developed in the major capitalist societies over the last few decades, so our aesthetic and ideological judgments concerning their underlying meanings have lean to shift. The rise of post-modern social and cultural theory is one significant expression of this development. Creative Industries Policy and the Reason of Shift in Terminology â€Å"The idea that cultural or creative industries might be regenerative was the result of changes in the cultural-industries landscape that were themselves in part the product of cultural policy shifts – when cultural policy is understood in the wider sense, to include media and communications† . One other key aspect also goes unnoticed in Hesmondhalgh’s book, which is that the sector itself, the ostensible object of both academic and policy discourse does not distinguish itself in the term â€Å"cultural industries† – at least not instantly. Some are simply unaware of how their activities relay to a range of disparate occupations and businesses. Some are clear in their refusal of the terminology and the company with which they are thus grouped. Certainly, one of the key arguments of the policy advocates is that this sector lacks a essential voice, it needs to convey its demands, needs to become self-conscious as a sector, needs to present itself with the consistency of other economic groups, needs, therefore, to co-operate in its own building as policy object (O’Connor, 1999a). If an necessary part of this discursive operation is the dismantling of fixed oppositions between economics as well as culture then this has to be about the self-perception, individuality (and identification) of cultural producers – the inculcation or adoption of a new kind of what Nigel Thrift calls â€Å"embodied performative knowledge† but can as well be seen as a form of habitus (O’Connor, 1999a, 2000b). â€Å"The notion of culture is constructed through a number of intersecting discourses providing particular means of mobilising the notion and defining its object. These discourses are selectively emphasized to frame cultural (industries) policies† . The cultural industries discourse then is not just policy making but is part of a wider shift in governance, and needs a new set of self-understandings as part of the key skills in a new cultural economy (O’Connor, 2000b). In this sense those apprehensive to advocate cultural industry strategies could be seen as a species of â€Å"cultural intermediaries. â€Å"

Darkness and Night

Both Emily Dickinson and Robert Frost use elements such as point of view, imagery, and structure to portray the significance of dark and night in their poems. Although the poems differ in many ways they share a common theme of loneliness. They also use darkness as a symbol of their feelings. In the two poems â€Å"We Grow Accustomed to the Night† and â€Å"Acquainted with the Night† the authors use figurative language, sentence fluency and rhythms, and their word choice to reflect their similar views on the darkness of night symbolizing life experiences everyone has to face throughout life. Emily Dickinson uses the structure to create elements of imagery, and describe an obstacle that everyone has to face. Dickinson uses dashes to represent pauses and makes it difficult to read to symbolize her difficult life. The dashes make the reader’s minds pause and understand what they are reading line by line. The dashes are used to effectively and deliberately make the reader reflect on the darkness. She also uses the dashes to create mental pictures. For example, she states â€Å"When not a Moon disclose a sign- Or Star- come out- within-† which creates the image of total darkness because of the lack of a moon and the stars. Dickinson writes her poem in first person so the average person can relate to her feelings. She understands the darkness to be something natural. Basically she uses the darkness to symbolize something everyone goes through. In her poem darkness describes the loss of a loved one. Unlike Emily Dickinson, Robert Frost doesn’t use dashes. Instead he emphasizes his complete isolation by using the first- person term â€Å"I† at the beginning of the first five lines of the poem. He uses the anaphora â€Å"I have†¦Ã¢â‚¬  to show he has become â€Å"Acquainted with the night† through different experiences. Throughout the poem the narrator is walking symbolizing persistence. This becomes a extended metaphor. It’s a long lonely walk at night that doesn’t seem to be easy, but he continues although he is unhappy. â€Å"I have stood still and stopped the sounds of feet† is an example of an alliteration he uses to create the sound of feet with the â€Å"st† sound. He continues to portray the narrator as a persistent and lonely. In conclusion, Emily Dickinson and Robert Frost use the darkness to symbolize life experiences.

The impact of Internal and External Business Environment on Essay

The impact of Internal and External Business Environment on organizational performance - Essay Example The paper has given an insight into the internal conditions of the organization and external environment, which contributes through elements of task environment. The paper has explored the internal environment in terms of the organizational culture, through focusing on the strengths and weaknesses of the organization. This section also focuses on the healthy and unhealthy aspects of the organization, ways through which the organization adapt to different conditions in the environment. The report also focused on the entrepreneurial aspect organization and their operations, whereby animals are used as metaphors. In the other section, the paper has conducted an environmental analysis of the conditions, by focusing on the characteristics of the environment. The next section has sought to determine the effects of the organization by focusing on the competitive forces through Porter’s Five Competitive Forces. The last section has focused on identifying ways in which an organization can adapt and respond to the influence of the environment. The recommendation of the report will focus on the things that an organization should concentrate on their environment through recurrent testing. The organizations are recommended to focus on the external environments in order to be in the position of acquiring loans from the bank and financial institutions. Other recommendations relate to focusing on the positive or negative impact of technology that can facilitate to increasing the level of productivity of the organization.

StrategicHuman Resource Assessment 2 Essay Example | Topics and Well Written Essays - 2000 words

StrategicHuman Resource Assessment 2 - Essay Example It is in this context that attracting the appropriate talent pool is often observed as a major challenge in the consumer goods industry, majorly due to the requirement of vast workforce and the persisting divergences in the targeted labor market. Correspondingly, organizations implementing SHRM policies and strategies realized the importance and need of flexibility with respect to change, anticipation, innovation and adaptation. In the consumer goods industry, SHRM strategies and policies differ from organization to organization in accordance to the external factors influencing the business such as the political environment, economic hazards, community culture and the socio-environmental structure of the market. Additionally, the organizational structure, its internal culture along with the SHRM policies applied within the company also imposes significant influence on its attractiveness as an ‘employer of choice’ (Boxall, Purcell & Wright, 2007). ... which the organizations must coordinate and recognize the most potential challenges that the organizations shall have to witness in growing as an attractive employer in the selected market. Furthermore, in order to obtain a critical view regarding the issue, this study will also take into account the example of a world renowned consumer goods brand, i.e. Procter & Gamble Australia & New Zealand (P&G). Elements of HR strategies that must be coordinated by consumer goods companies and the consequent challenges The need to bring about transformational modification in Australian job market is continuing to be determined by an economic plan that aims at improving the productivity as well as the flexibility within its labor force. This plan helps the organization to sustain in the middle of international competitiveness as an attractive employer. The rules and regulations of the Australian job market in accordance to the industrial relations have also expressively affected the HR strategie s being employed in various industries including the consumer goods industry as such elements attempts to bring about vital changes in the framework of employment relationship (Johnson, 2009). As stated by Pettigrew (1985), a planned procedure provides an organization an agenda through which it selects a sequence of action or optimal strategy to accelerate enhancement in accordance to its objective of competitive advantage as an ‘employer of choice’. Therefore, organizational vision and strategic aims can also be regarded as an influencing factor to create an affect over its development as an attractive employer. Based on this context, Glueck (1980) stated that strategy is a combined, inclusive and cohesive plan which is designed to confirm the achievement of the basic objectives of the

The cardiovascular system Assignment Example | Topics and Well Written Essays - 1500 words

The cardiovascular system - Assignment Example Consequently, blood goes to both directions in the body for each pump. The four major chambers of the heart are; the left atrium, left ventricle right atrium, and right ventricle. The deoxygenated blood that is from the body is usually pumped into the right ventricle and the right atrium through to the lungs (Evans & Sutton 2012, p. 13). On the other hand, from the lungs, the oxygenated blood is pumped into the left ventricle and the left atrium into the body. Both left and the right parts of the heart functions together to ensure the flow of blood all over the body. From the right part of the heart, blood enters the heart via the main vena cava and the inferior vena cover hence emptying the deoxygenated blood coming from the body into the right atrium. While the right atrium contracts, blood flows from the right atrium to the left ventricle via an opening called the tricuspid valve. However, when the ventricle is filled with blood, the valve shuts hence prevents the backward flow of blood into the atria as the ventricle contracts. Due to the contraction of the ventricle, the heart releases blood via the pulmonic valve then to the pulmonary artery and eventually to the lungs where it gets oxygenated (Evans & Sutton 2012, p. 34). On the left side of the heart, pulmonary vein empties the blood rich in oxygen from the lungs to the left atrium. Due to contraction of the left atrium, blood flows from the left atrium then into the left ventricl e via an opening called mitral valve. The valve then shuts once the ventricle is filled preventing the flow of blood backward. With the contraction of the ventricle, blood flows out of the heart via the aortic valve through aorta then into the body. The rhythmic contraction of the heart occurs spontaneously, even though the rate of contraction may be changed by the hormonal or nervous influences. For instance, the

Animation Film Studies Essay Example | Topics and Well Written Essays - 2000 words

Animation Film Studies - Essay Example This narration helps to understand the ordinary world in an interceptive manner with the perception of the narrator. Narration is different in different media. The narration in Cinema is different from that of in books, history and psychology. This is due to the motion picture it involves during narration. As the motion picture is absent in books and psychology, the narration need to be a little bit dramatic to make a mark on the mind of the viewer. This is not the case with books, where the standard of the narration is crucial to determine the standard of the effect on the mind of the reader. Due to this the narration in film will help the viewer to see all the world's stories within a single structure framed by combined effort of script, director and other production team. According to Roland Barthes, the extracting from each tale its model, then out of these models making great narrative structure by reapplying is exhausting and undesirable. While stating this he is opposing indiv idual models for different tales that diversify the cinema narration. This statement supports the narration of world's stories under a single structure like ascetics see the whole landscape in a single bean. There are enough doubts about the validity of the statement when the tales of different cultures and different environments are considered. Do single structure for cinema narration holds good for different tales of different environments and cultures. This statement is made While Roland Barthes talks bout reality. When we consider same reality, according to Robin Wood, Metz is being insufficiently concrete and too concerned about abstract proposals. This abstractness, according to the view of Robin wood, will decrease the standard of reality. The naturality in narration of certain films and singularity in the body of the text made number of critics like robin wood to criticise the works of Christian Metz. They term the works as exploitation of filmic analysis. The abstract theor ies of Metz are opposite to cohesion and structure of the film while considering the film as representation or as a world. While making these comments or criticism, there is no reference about reality. Affecting the reality is affecting the truth. The truth of film cannot be expressed through Metz's system of narration as they are being more abstract. So according to critics of Metz, too much abstractness may affect truth or reality in terms of ordinary understanding. In this case, there should be different structures to different types of stories that give completely different conclusions. The film may appear in the form of obsession and desire if the narration is too abstract. One cannot tally obsession or desire with truth as the desire will be truth if it is fulfilled. So the desires cannot be expressed in narration of cinema Do they effect the reality of the narration involved These are the questions to be answered while considering or criticising the abstractness of Metz and h is theories. This type of criticism is due to the virulence with which Metz has been criticised is not due to lack of importance to structure of narration in the film but the abstract nature and too much organics he opposed. The opposing of organics or naturality is due to the emphasis on abstractness and he may not directly opposed the reality or naturality but the abstract sounding of his theories might have affected the

Human Resource Management in its Environment Essay

Human Resource Management in its Environment - Essay Example It is being growing realized that the work force should no longer be seen as a liability but as a key resource that needs to be carefully nurtured and constantly developed. The last two decades saw major shifts in people management approaches and practices. The HRM of the 1980" was reactive in nature and performed staff function only. Later on, it becomes a strategic function and plays an integrated role in the company's goals and planning. People are seen as an important investment. HR is considered as a key player in achieving competitive advantage. Personal, Industrial Relations, Human Relations, HRM or what ever is the preferred moniker for the function of managing people in organizations, has existed for well over a century (Wright et al. 2005). HRM, its concepts definition, study and application have developed over the years through many approaches. Understanding models in Human Resource Management (HRM) is essential for any human resource practitioner for three reasons. Firstl y it provides a Macro perspective of HRM proactive in overall organizational setup. Secondly, the unity and diversity of these models serve as initial inputs in drafting tailor made HRM model for organizations. Thirdly, these models offer answers to quite a few dilemmas that practitioner encounter in their mission to pursuer an organizationally dove tailed and business aligned human resource function. The focus of HRM is on keeping the optimal quantity and quality of people needed to achieve the objective of the organization. HRM first emerge as a concept in the mid-1980 when American researchers produced two models. Boxall (2003) addressed them as the Michigan model and the Harvard framework. The Michigan model by Fombrun et al. (1984) asserted that HRM system and the organizational structure should be managed in a way that is congruent with organizational strategy an d that the strategic HR concept and tools needed are fundamentally different from personal management. Beer et al. (1984) defined HRM as that which maximizes organizational integration, employee commitment, flexibility and quality of work. They emphasized a need for coherence in HRM policies and role of the line managers. But it is the Harvard Model that has exerted considerable influence over the theory and practice of HRM. Harvard Model of HRM: The type of HRM policies and practices an organization prefers should be dependent upon its organizational vision, mission, strategy, Goals and objective. In quite a few cases, such HR practices shall also be devised and adopted in time with external environment of organizations. In other words, HR policies and practices are subject to influence by internal and external environment of organizations. Harvard model of HRM propounded by Michael Beer, Richard Walton, Quinn mills, P. Lawrence and Bert Spector highlighted this influence of environment on HRM is their book titled Managing human Assets published in 1984. This model also known as soft model of HRM / Harvard Map of HRM / multiple stakeholders model, argues that human resource policies are to be influenced by two

Transformational Leadership Essay Example | Topics and Well Written Essays - 2000 words - 3

Transformational Leadership - Essay Example According to the study  transformational leadership style is the kind of a leader the author ams. This is a kind of leadership style that believes in building relationships as well as motivating his fellow collogues at work. The motivation works well because they have a vision and mission that we all want to achieve together as a team. Naturally, the reporter is charismatic; he believes that communication is the basis of every relationship that works well. Most of the times he works confidently so that he can inspire his staff, command respect from them in addition to loyalty.  From this paper it is clear that  one vivid memory of a time the author was able to implement transformational leadership style is when the hospital had inadequate equipment. Such a situation hinders a conducive working environment for nurses. He wrote to the board of the hospital on the issue and ensured that the equipment was purchased.  His staffs were very happy and were able to perform well at wor k. There was also a time when they had an emergency case, and they had more than thirty patients being brought to the hospital. The author was able to coordinate the situation beforehand by assigning each and every nurse their role. It was a difficult job, but they managed thanks to his loyal team who gave their best shot.  As a student nurse, the author worked under the strict supervision of a nurse who was an authoritarian. He always dreaded the days he made a mistake or any of other students for that matter.

Bullying Is a Legal Crime Essay Example for Free

Bullying Is a Legal Crime Essay On September 18, 2011 a 14-year-old Jamey Redeemer took his life after years of bullying. The news spread in a blink of an eye. The whole country mourned. Jamey cried for help for months. He regularly posted online about being bullied at school and how people would launch insults at him. Soon, students started to bully Jamey online. They posted horrible things like â€Å"I wouldnt care if you died. No one would. So just do it 🙂 It would make everyone WAY more happier!† Jamey left several messages on his blog letting everyone know that he was in trouble and needed help. But still no one listened. On Saturday night he posted a lyric from Lady Gaga’s song on his Facebook page which said: â€Å"Dont forget me when I come crying to heavens door.† In a few hours he wrote that he was looking forward to seeing his great grandmother, who recently died. It was Jamey’s final message. (â€Å"Suicide: Police Consider Criminal Bullying Charges†) As identified by the the United States Department of Justice, bullying has two key components: repeated harmful acts and an imbalance of power. â€Å"It involves repeated physical, verbal or psychological attacks or intimidation directed against a victim who cannot properly defend him- or herself because of size or strength, or because the victim is outnumbered or less psychologically resilient.†(Problem-Oriented Guides for Police Series) In other words, children are verbally and physically assaulted by their peers every day. At school, bullies rip their victims self-esteem to shreds while theirs gets high. It has become a huge problem in the U.S. Nearly 160 000 students stay home and miss school everyday due to the fear of being bullied. 20% of all children say they have been bullied and 20% of high school students say they have seriously considered suicide with the last 12 months. By age 24, 60% of bullies have a criminal record. (â€Å"National Center for Education Statist ics (NCES) Home Page, a Part of the U.S. Department of Education†) As a matter of fact, bullying can occur almost anywhere. At home. At work. At school or even on the street. It becomes a very widespread, invisible threat. Statistics go that that one out of 4 boys or girls will be bullied sometime throughout their childhood. (â€Å"The United States Department of Justice†) The media started to pay more attention to the problem of bullying recently. While it is seemingly impossible to defeat, it can be overturned. This is possible if parents get involved, students are taught how to identify and stop bullying, and if individuals stand up for and support the victims and bullies. These solutions overtime will definitely bring bullying to its demise. One of the widespread questions is who truly a bully is, why does he or she behave in such a way or another. For the most part, bullies are the kids who feel insecure about their beliefs and appearance or who are the victims of bullying. In that case, bullying becomes a mental defense for the victims. â€Å"A number of researchers believe that bullying occurs due to a combination of social interactions with parents, peers and teachers. The history of the parent-child relationship may contribute to cultivating a bully, and low levels of peer and teacher intervention combine to create opportunities for chronic bullies to thrive (as will be discussed later).† (Problem-Oriented Guides for Police Series) A child that comes from a poor, abusive and usually one-parent family will probably end up a bully. Being picked on at school or simply rejected by the peers, kids tease smaller ones just to feel better about themselves and release negative energy. Tracy Vaillancourt, Canada Research Chair in children’s mental health and violence prevention at the University of Ottawa claims that there are two types of bullies. The first type is the habitual bullies. â€Å"They tend to be really impulsive and have poor emotional regulation. And that represents about 10 per cent of kids who bully others.† (Interview: Whos a Bully?) Basically, Tracy Vaillancourt is saying that this type of a bully is the most rare one, but at the same time it is the most severe and brutal. It more or less becomes a disease that requires an immediate medical intervention. The point is that this type of a bully is the easiest to identify: it is usually impulsive kids who get into trouble in school for bad behavior. The second type of a bully is everyday kids. According to Tracy Vaillancourt, â€Å"they tend to be really popular; because they have power, they can abuse power.† It is the hardest type of a bully to identify. Therefore, it is the most dangerous one. Parents usually get blindsided when their kid might be bullying someone. They take their child’s side, and it is completely natural. Parents want to protect their son or daughter no matter what. Unfortunately, they don’t realize that they do more harm than good and that the consequence of such parenting behavior can be catastrophic. â€Å"In terms of childhood abuse and bullying, it is possible that intrusive, flashback memories of these traumatic events occur in adolescence and adulthood.† (â€Å"Society and Psychosis†) In other words, the authors of the â€Å"Society and Psychosis† believe that a victim of bullying will suffer psychological harm for almost the rest of his or her life. Moreover, a bullied child is more likely to develop a criminal record or get psychiatric disorder and mental illness than his or her peers. (Problem-Oriented Guides for Police Series) At this point, suicidal behavior becomes a real threat. And numerous teenage suicides and suicidal attempts are an alert and a call to action to all of us. As bullying becomes a serious problem, people try to come up with different ways of solving it. Different programs, developed to stop or at least reduce bulling, almost every time pay much attention to the parents and teachers. On the one hand, I agree that authorities including but not limited to parents, teachers and professor are capable of maintaining a positive surrounding for the kids creating a safe, free from bullying environment. But on the other hand, I still insist that those authorities are not the key to solving this problem. Bullying has been identified as a potential threat for a long time. This issue has been discussed many time at the different forums and summits, and all kinds of programs were introduced to stop it. But, apparently, it’s not working. Most of the teachers don’t even care about their students lives, since it’s not their business. That’s the way things are in my home country Russia. Teachers go to the classes, give lectures and go back home. They view their job as a way to educate students on a particular field of study. When, in fact, teachers are mentors for children or at least that’s what the have to be. They should set an example of a loving, accepting, tolerant human being who is willing to help and support a person in need whether it’s a student, colleague or a friend. The most important thing is that the first step in stopping bullying has to be made by us, the ones who are often easily affected by it. Every each one of us can contribute to solving this problem and making the world a better place. First of all, we have to change the climate of the school environment and stop putting the power in the hands of the teachers, or the government. I don’t believe they have the answers. I believe we do. It is out lives after all. The truth is that there’s no law that can be passed on the federal level to stop or prevent bullying. The public school system in the U.S. is operated by state laws that are hard to pass. (Bullying Prevention State Laws) Rather than dealing with the legal system, we should come to an understanding that we have the power to make a shift in how people view bullying and react to it. It is not an over night thing. It has to become a cultural change, a movement of tolerance, love and acceptance. Another thing is that people pay too much attention to cyber bullying and consider it as the major dangerous form of bullying. But, truthfully, it’s really not. It’s the most visible because you can see all the hate mails and comments online. The worst bullying experience is face to face, on the street, in the school, at home. There has to be a support system in our communities. We need to change the way kids think about themselves. There has to be a suppÐ ¾rt system around every human being that can help anyone build confidence in themselves and others. The work has to be done from the ground up. Creating a climate and an environment in schools where everyone feels safe has to become a priority today for parents, school administration, teachers and students themselves. By doing little acts of kindness, we will create a loving and accepting environment. Just come to a friend or a person you don’t know. Say a compliment or how good the weather is today, or simply: you look great. These are the things that are going to chÐ °nge the culture and make a huge shift in how people communicate and react to bullying in a particular environment. Just set an example. Because teenager are very impressionable. And if you set an example, the rest will follow. Find a friend. Tell somebody in your life, someone important or maybe someone you don’t know about love, tolerance and acceptance. It is not gonna be just the experts that are going to change things. It is going to be all of us. As we all know, life is an energy. And we are responsible for the energy we bring into this space. Every action has an opposite and equal reaction. If you insult someone, the negative energy you put onto them will come back to you. By brining negative energy onto those people, you are making them bring negative energy onto others. Firstly, empowering youth is one of the keys to stopping bullying. All of us have to set an example of brave and tolerant human beings. It has to become cool to be the person that says that something’s not quite right here, that help is needed here. For whatever reason, students tend to ignore the acts of bulling or teasing in school. They go to classes, do their homework, hand in the paper, go home Students notice the violence, happening in schools, but the do not speak about it. There needs to be attention that is payed to looking for signs of violence and bullying. When students start to look up for each other, then the major shift is made. Secondly, using a multifaceted, comprehensive approach will definitely decrease the percentage of bullied kids. This approach includes establishing a school-wide policy that addresses indirect bullying, providing guidelines for teachers and, most importantly, students on specific actions to take if bullying occurs, encouraging students to report known bullying, to be supportive to classmates who may be bullied and educating and involving parents so they understand the problem and the importance of it. I believe that each of us comes with a gift to use our lives, to bring goodness to the world, to connect with other people. Every single person, whether it’s victim of violence or the person who committed the violence,has one thing in common: we all want to know that what we do and what we say and who we are matters. We want to be validated. Every single person. Every argument is really about: do you see me, do you hear me, does what I say mean anything to you? Come up to a girl who always seats alone at the canteen, talk to her. Maybe you will be the one who’ll make her day. Be loving, accepting and tolerant. Only this way we’ll create a kind, free from violence and bullying environment.

Impression Management (IM) functionality and effectiveness

Impression Management (IM) functionality and effectiveness Abstract-When a person intentionally changes or modifies his behavior to better suit himself in a particular situation; it is known as Impression Management the process whereby people try to change or influence the image others have on them. Some psychologists argue that personality change happens within the same individual all the time because people do not have a core personality. As an alternative, they have multiple selves of which they show different behavior during different situations. A successful person is the one who strategically presents these different behaviors to gain good deeds from different audiences. This rather extreme analysis is not widely held because there is a lot of data to show that all of us do have a core personality, and that our core personality remains consistent most of our lives. Studies have proven that every interviewee will intend to use some type of Impression Management (IM) while attending to a structured interview session. This study examines interviewees compassion to Impression Management (IM) during a prearranged interview session by determining the comparative significance which the interviewee is connected to. Both verbal and nonverbal Impression Management (IM) are measured up to relatively significance that it affixes to prearranged competencies based on social role theory. Keywords Job interviews, Impression Management (IM), Interviewee and Social Role Theory. I. INTRODUCTION Impression Management (IM), based on Erving Goffman [6], the founder of the dramaturgical approach, life is like a play, and we each perform for others: once a person shows business as an element, his or her determinations unconditionally requests his or her spectators to take seriously the impression that is fostered before them. Almost every organization conducts at least one interview before making employment decisions. Impression Management (IM) from interviewees point of view is a very crucial factor that might have an effect on interview ratings. Interviewers are well aware of interviewees who exploit Impression Management (IM). Interviewees try to create a constructive impression.[2] There are some typical examples of Impression Management (IM) during interviews, which includes verbal self-promotion; I am a very hard-working employee.[6] There are some examples of typical non-verbal behaviors like, looking smart by wearing smart professional attire and smiling gestures as well as welcoming body posture. Until now, usage of self-focused IM is the most effective method. Whenever an interviewee uses self-promoting statements, which illustrate the interviewee has desirable qualities for the post the interviewee attends interview for. [12] This is considered as a self-focused tactics which will evoke attribu tions of competence. This self-promoting tactics mainly will appeal to interviewers as a shortcut method during information exchange process and attribute interviewees behavior towards internal causes. Further on, Impression Management (IM) with defensive tactics, example such as excuses and apologies will put forth comparable effects. [5] These self-protective tactics express fundamental acknowledgments of unconstructive measures away from the interviewee or even change the magnitude of such fundamental attributions. [2] II. IMPRESSION MANAGEMENT (IM): A QUALITATIVE ANALYSIS REVIEW BASED ON SOCIAL ROLE THEORY Every interviewee alters his or her behavior and personality in the presence of others in an attempt to create an explicit impression on their interviewer.[6] Consequently, interviewee may create specific impressions on different group of interviewer ; example hiring manager may seek a different self-presentation from the interviewee, compared to a human resource administrator who will be enthusiastic to understand interviewees Impression Management (IM) from behavioral point of view.[3] As a result, during an interview session, interviewee has to determine his or her special objective for the interaction. The most frequent type of Impression Management (IM) attempts is verbal self-promotions; the statements an interviewee makes concerning his or her skills and abilities. These types of statements are considered either assertive (interviewee initiated) or defensive (interviewee response to interviewer assumptions). Assertive self-promotion is characterized as self-focused statement that indicates the interviewee has necessary skills, abilities and positive characteristics. Both assertive and defensive IM are dominion of Impression Management (IM) which can be best described as the association principles, where interviewee try to proclaim with desirable images[10] but however disclaim any undesirable images.[5] Nevertheless, usage of assertive Impression Management (IM) tactics are drastically higher compared to defensive type of Impression Management (IM). Impression Management (IM) Tactics Impression Management (IM) is defined as a type of conscious or unconscious attempt to control metaphors that are projected in any type of social interactions. Repeatedly, Impression Management (IM) results in some behaviors. This includes usage of verbal statements, expressive behaviors, and nonverbal behavior and also in integrated behavior patterns, jointly in modification of ones physical appearance. [12] At some point in interview sessions, most of the interviewees do not differ immensely in their dress code and they also have limited ability to take benefit of integrated behavior blueprint. This situation leaves verbal and nonverbal behaviors as most ubiquitous means of managing impression. [7] Researchers mainly focused on verbal IM behavior, which can be split into two extensive categories of tactics; which are assertive IM tactics and defensive IM tactics. [16] Assertive IM Tactics Assertive Impression Management (IM) methods are used to assert the illustration that is preferred at any particular time.[8] This management method is used by interviewees to establish a particular identity but not simply imprudent to situational demands.[1] There are many type of assertive Impression Management (IM) projection, most notably, interviewees will trail Impression Management (IM) method by wearing a particular outfit or may try to project a virtue statement in order to make an impression on the interviewer.[4] Assertive-strategic element has been identified as most directly linked with nonverbal communication. This element is frequently used by interviewee to build attraction, status, prestige, credibility or trust worthiness in the interviewers eyes. Assertive IM tactics are always used to achieve a particular identity by approving constructive impressions and hold self-promoting and ingratiation tactics. [12] Self-promoting tactics are behaviors intended to suggest attributions of competence rather than attractiveness. Normally, interviewee will promote perceptions of competence through the usage of certain precise self-promoting utterances, enhancements, overcoming obstacles and entitlements. All these are sub-categories of the whole self-promoting behaviors. [12] Throughout precise self-promoting utterances, the interviewees effort to convince the interviewer that he or she has positive qualities and behaviors. [13] Self-promoting is very useful for interviewee to respond on experience-based questions. [3] Ingratiation tactics are known as behaviors, intended to evoke interpersonal liking and attraction, which is significantly used at a higher ratio when interviewee answers situational questions. One of the types of ingratiation is opinion conformity, whereby interviewee expresses his or her opinions, values and beliefs. Second structure of ingratiation is enhancement, by which interviewee expresses favorable evaluation. Defensive IM Tactics Defensive Impression Management (IM) techniques are backward-looking and applied in certain condition, whereby interviewee is being recognized with negative behaviors or characteristics which are linked with an impression they do not want to.[1] Thus, the interviewee will make effort to deny the image. This would be a justification for any deprived quality of work the interviewee may have done in his or her previous job. As a consequence, defensive technique will help interviewee to uphold a positive reputation. [4] If assertive (IM) tactics are considered to strengthen interviewees image, defensive (IM) tactics are considered to project and revamp interviewees image. [7] Researchers, have identified a few types of defensive tactics which include apologies, justifications and excuses. As an example, for any type of negative behavior, excuses are claims that interviewee is not responsible for the act. [9] However, justifications involve accepting responsibility for any type of negative outcome but propose the negative outcome is not as bad as it seems. On the other hand, apologies take it one step further by accepting responsibility for any negative behavior, with acknowledgement that certain trial were intolerable and it must be penalized.[12] When Impression Management (IM) is Effective? IM usage and involvement during interview is very crucial. Therefore, it is important to understand the correlation between these different aspects of an interview process which will be helpful for Human Resource administrators, to understand how Impression Management (IM) will take effect during employment interviews. [8] This is important in order for the associated interviewer from Human Resource Department to be able to eliminate the negative effects of Impression Management (IM) usage. [8] Whilst personality of an interviewee is measured prior to any interview processes, interviewer will be able to determine the extent of changes by using different personality traits the interviewee portray.[13] As an example, highly philanthropic individuals tend to be less paying attention on themselves. Consequently, they are more likely to use Impression Management (IM) behaviors which will be only related to ingratiating themselves with others, rather than using IM for self-promoting or merely for defensive excuses. Correspondingly, many self-disciplined potential interviewees are more likely to prepare for interviews and contribute additional time and effort on how they will react in responding to credible questions during an interview session.[11] (IM) Tactics application in Structured Interviews It has been suggested by researchers that interviews offer both interviewee and interviewer the best fitted opportunity to deal with their impressions because both groups will be attempting to fit the needs of the interviews offer. There are a number of experimental studies which uphold this statement by clearly indicating Impression Management (IM) tactics do, in fact, appear quite repeatedly during any type of employment interview situations. [17] Normally, IM tactics are used in unstructured interviews. There are very few researches done to study the dynamics of IM tactics used throughout a structured interview. However, structured interviews contain a number of components that have the capacity to reduce any type of IM tactics. [1] Social Role Theory Human-being, both men and women soak up diverse roles in the communal order (example, contributor, and caregiver) and through these roles; they learn diverse skills and way of life that relate to communal behavior. Both men and women are together subject to different normative expectations for behavior. According to communal role, these theory leads to different behaviors on the part of men and women. Men are anticipated to be more vigorous (example, assertive, controlling, independent), and women are projected to be more mutual and compassionate (example, concerned for the welfare of others, interpersonally sensitive, emotionally expressive). [13] The implication of this hypothesis for Impression Management (IM) in organizations is that men and women may both perform in a different way and be anticipated to perform in a diverse manner in a workplace (example, men may feel normative stress to be assertive, and women may feel normative stress to be fostering). Therefore, gender role prospect carry over to the types of jobs considered suitable for men and women as well as to the perception of behavior of men and women in organizational situations. For an example, a nurse is seen as a feminine-typed job, and a doctor is seen as a manly- typed job. In addition, forcefulness in a man is observed as a gender fitting behavior, while a forceful woman is seen as violating gender-based expectations for behavior which may reflect of as an offensive manner. [7] Social roles impact Impression Management (IM) because they establish normative expectations for individual behavior. As a consequence, we would anticipate that normative expectations for behavior should vary both by the organizational background as well as the characteristics of the communications. For instance, although self-promotion is considered suitable for a job interview, [12] a woman who engages in self-promotion may be perceived as violating feminine gender role-custom since self-promotion is not a feminine characteristic. This observable fact has been termed the backlash consequence. III. DISCUSSION Based on the analysis from existing articles, Impression Management (IM) is an application applied by numerous type of community, especially those who has to grow to become interviewees, even when it is for a very short period of time. Impression Management (IM) has continued to operate as a vital part in interviewees profession growth no matter if the interviewee is a male or a female. What actually makes the difference between the usage of Impression Management (IM) between a man and a woman is the way, how the community the interviewee lives in, interprets it. Community used to think IM usage should be more constructive for man when judged against a woman. But in the present area of drastic changes in human-beings civilization, both male and female are treated far more equally compared to two decades before. The principally significant discovery is the significance of IM tactics which is comparatively small as measured up to the significance of close to job-related competencies. Consequently, capability ratings are more important in determining on the whole evaluations than interviewees Impression Management (IM) tactics. Therefore, it is a vital discovery as it is originated from both examples. Nevertheless, it has placed emphasis on capability ratings; these do not suggest the impact of IM is insignificant. As an alternative, results propose the impact of IM must be put in a broader perception as it appears to be comparatively smaller to other cues. It should be renowned, despite the fact, the high degree of interview formation might have reduced personality differences among interviewers and consequently the prospective usefulness effects of familiarity. There is a saying that one should not blow his own trumpet, but IM is actually an essential avenue whereby, one can share the achievements and contributions to society in large and business organization on a close-up viewpoint. Most of the time, this is done by interviewee who has provided evidence which is based on integrity and reliability. Interviewer on the listening side has sufficient access to verify the genuineness of each and every testimonial shared by interviewee during an interview session. For an example, a knowledgeable interviewer should be able to justify an interviewees statement while looking at the interviewees body language and eye-contact as well as by validating both assertive and defensive amount of IM used by the interviewee. When there is an over use of Defensive IM, interviewers will have a high chance of detecting the interviewees lack of honesty and this may tarnish the interviewees image as well as his or her job prospect in other companies Having said so, Impression Management (IM), occasionally called as strategic communication, refers to the strategies used by organizations to create, maintain, or improve their public image. In this case, IM is a crucial strategy used by both interviewer and interviewee during interview which at many occasions plays as the ice-breaker between hiring manager and his new prospective new joiner. Impression Management (IM) strategies are characterized by their self-serving methodology. A strategy that is self-serving is typified by one taking credit for positive outcomes and placing blame on others for negative outcomes. The usage of Impression Management (IM) can actually deform the results of experimental research that relies on interviews and surveys, a phenomenon vastly referred to as communal desirability bias. Moreover, Impression Management (IM) hypothesis affirms that every individual from any type of organization must establish and maintain impressions that are very similar with the idea they share or exchange with the interviewer. Nevertheless, the idea of perception in reality is the basis for this social psychology hypothesis. In conclusion, one must examine closely the interviewer-interviewee interaction processes in order to comprehend the particular IM tactics being used at any particular instance. IV. CONCLUSION This article is a conceptual research that utilizes literature review and analysis approach to analyze and interpret Impression Management (IM) functionality effectiveness in acing Job Interviews: A Qualitative Review based on Social Role Theory.[9] Throughout an extremely competitive business environment, a number of factors can contribute to ones success or failure; clearly some of these factors involve gender differences in nonverbal communication.[15] The employment interview is a defining point in a process leading to a specific outcome; one is either being hired or being redundant. During such a pivotal situation, it is possible to evaluate the impact of gender nonverbal factors on the impressions created and the final employment resolution. [7] It is the challenge of organizational theory, research and practice to further improve the organizations ability to differentiate between desirable behavior and Impression Management (IM) behavior, and consequently to find better ways to encourage one without promoting the other, through the planning of organizational systems and leadership.[3] The findings help to broaden our understanding of the behaviors in which organizational norms affect working class behaviors at work, suggesting that employees specifically attempt to impress their relevant reference groups and create impressions that are consistent with organizational norms and expectations To conclude, this paper is intended to further enhance theoretical understanding of IM performance, recognizing tendencies in IM, addressing the impact of IM competencies and understanding how IM develops over time. Impression Management (IM) is a dynamic process that occurs continuously during interpersonal interactions. [14] As individuals interact with one another, they frequently search for cues or signals that indicate how others distinguish themselves from others, which includes the perception of the hiring manager towards his or her most prospective new joiner into his or her organization. [5] V. REFERENCES Aleksander P. J. Ellis, Bradley J. West, and Richard P. DeShon The Use of Impression Management (IM) Tactics in Structured Interviews: A Function of Question Type?, Journal of Applied Psychology 2002, Vol. 87, No. 6, 1200-1208. Amos, D and Nurit, Z. Impression Management (IM) behavior: effects of the organizational system, Journal of Managerial Psychology Vol. 22 No 3, 2007 pp 290-308 Belen, B. V., Jose Antonio, V. G., Pillar Fernandez, Ferrin. and Ma Luisa del, Rio, A. 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Musu-Gillette, Attribution Retraining, Self-esteem, and the Job Interview: Benefits and Risks for College Student Employment, 2010, Heldref Publications. Niamh, B., Encarna, G-S. and Aileen, P. Impression Management (IM): developing and illustrating a scheme of analysis for narrative disclosures a methodological note, UCD Business Schools, WP 08 / 06. Rebecca Vickers Nonverbal Communication in the Employment Interview: Gender Differences in Impression Management (IM) Techniques, honors.csustan.edu/journals/Soundings/Vickers.pdf Rosanna, E. G. and Robert, B. C. Gender Differences in Impression Management (IM) in Organizations: A Qualitative Review, 2007, Sex Roles DOI 10.1007/s11199-007-9187-3. Rose, A. Mueller-Hanson, Eric, D. Heggestad and George, C. Thornton III. Individual differences in Impression Management (IM): an exploration of the psychological processes underlying faking, Psychology Science, Volume 48, 2006 (3), p. 288-312