Globus Report Essay

The objective of this Globus game is to run a company in the real environment which is we will compete with other companies. On this simulation I am becoming co-manager of a camera industry. All of the company have two products in the market which is Entry level camera and multi featured camera. And the market area is divided into 4 region which is : 1.North America  2. Europe-Africa 3. Asia Pacific 4. Latin America. One group have 3 members , and in my business simulation we got 8 different companies. Each company has to run the camera business every week , one week in real life is represent 1 year in the simulation for a consecutive 10 weeks. The ultimate goal for all the companies is to dominate the market of the cameras industry, the best camera company in the industry is to get the target that give by the investor expectations, gaining the most market share and image rating and maintaining a good credit rating. My Achievements By doing the virtual business game with my group member , I had to be able to analyse the business every year , what the strategies I have to do , and how to get high dividend and investor expectation. By doing this process I can fully understand what happening with this industries and how to improve this business.. These kind of things allow me to understand concept in the industry and develop a strategy to win the competition within the industry. By experiencing this virtual business game I have learn about business management , starting from production cost , marketing , advertising , marketing , target market ,shipping labour forces ,financial decision , and business plan .all of this elements will impact the business performance. On this game I also learn from the compotetion btween the company in this industries.Every single company have a different strategies to dominate the industry. All the strategies is depend on the current situation and target market.and the competition i s on all the time because the compotitors I always find the new strategies to defeat our company.so we need to come up with new strategies. My New Transferable Skills: Reflection 1 Context : On the first week of the Globus game we were trying to change the decision entry as what we did in the Globus practice using on our knoledege about business menegement Activating Experience : With lack of knowledge that we got on the first year result is under the investor expectation ,eventhough we tried so hard to do this decision entries. Belief : We failed to believe that with our lack of knowledge our first year results is unsatisfy ,.it is make our companies is behind other companies. Consequence : Other companies performing well on the first year so our company is one step behind .Our results for EPS ,ROE and image rating is so much behind others companies.So it is hard for us to chase the other companies that performing beyond our companies as well as none of our group member really understand about business. Dispute : I have learn that when you make your company you need to understand everything about it from the market , business pla and etc. Because first year is the most crucial for your business to see the prospect of your business . so you need to learn before you do it. Reflection 2 Context: Our group have develop different strategies every year Activating Experience: We are trying to do the strategies to get more profit on that year and didn’t planning for the coming tyears Belief: We failed to belief that our strategies is failed because we didn’t see the situation of the market and we didn’t planning well for the coming years like warranty I s the most issues of our comapny Consequence : Our result is dropped every because we have no analyse market and our bad planning for the future , so until the very end of the year we still have outstanding loans Dispute : I learned that it is really important to research about he target market and the planning of future business. Reflection 3 : Context: We always change our p/q rating every year Activating Experience : we always change our p/q rating to be the same as the leading companies ,hoping that we can compete with them Belief: We failed to believe we didn’t choose our p/q rating since the first year , by changing the p/q rating every year it boost our market share and kick us out of the competition.because we don’t choose the target market of our companies , which is always changed every year Consequence : Our companies rank is dropping until it aalmost the last position , and we have no target market Dispute :I have learn that I cant use other company strategies , but I have to find the new strategies that can beat them in theyre market.And I would make sure to develop my own strategies to take against other companies. My personal growth and lifelong learning Reflection 1 Context : For some of the week our globus group couldnot focus on globus game Activating Experience : The Globus team unsatisfy with the result that not stable , and we didn’t do well on some of the year Belief : I failed to believe that because 1 didn’t stay focus to do the globus simulation game. Consequences : Our company have a bad start and the result in the middle year is falling down.we keep losing point every year until it reah the peak and our company made a loss.The biggest mistake was that we did not understand the game completely and this made us suffer for the beginning of the years. Dispute : I would like to completely understand on how to run the company and be able to do full analysis and research in the industry. And the most important thing to run the business is to keep focus to run the business to make a succesfull business Reflection 2 Context : In all of the group meeting, we as the co-managers, had agreed on the decision to take and do the Glo-bus together. Activating Experience : During the very last minutes of before year 11 or 12 decision was due, one of the co-managers changed the decision and we were not informed about that. Belief : I failed to believe that we all had agreed on all the decisions we had come in group meeting and nobody would change any decision without any consent from other co-managers. Consequences : Our company was in the second last position due to the loss that we got. The co-manager decided to significantly lower the price to gain more market share, but in the end the decision was against us. Dispute : I would never let my team member to do that anymore. Since then, I learned that I had to check all the decision entries just before it was due to make sure everything was okay and according to what we agreed in the group meeting. I learned that this kind of action could be fatal and as a result, it would be hard to manage the profits year after. Reflection 3 Context : After couple of weeks of hard time, we had to sit down together, share ideas and run the Globus game together to make sure we really understand Globus. Activating Experience : We had to analyse the competition in our industry and think many possible strategies to counter our competitors. Belief : I believed that as co-managers, we had to completely understand Globus and make sure that everyone in the team really understood what was happening since this was the best way to run the company. Consequences : We managed to bounce back at the end. Our position kept increasing every year up to 5th position which was not that good for the progress of the company. In the end, with everyone sharing their opinions and ideas, we managed to go as one team to help the company that was already in a bad position due to bad performances from previous years. Dispute : I learned that by getting together as a group and shared knowledge and analysed the industry together, we could manage to be t he best actually. Reflection 4 Context : After our company had bounced back, we had to keep doing our strategy so that our company could get better. Activating Experience : We had to do analysis every week carefully to see what the best opportunity and strategy to take. Belief : We believed that by doing analysis every week, we could maintain our position. Consequences : Our company was getting better every year onwards since year 12 and 13. This was because we had understood on how to play the game. We did analysis and research every week to find out what strategy we could implement. Dispute : I learned that by completely understand the game, the game was actually interesting. Now I know how business works in real life. Everything was related with another and each decision was really important.

Mans Discovery of Fossil Fuels Could Be His Downfall. Discus

Throughout the entire history of mankind, the technological advancements that civilisations have made have always been tied in with the development of energy sources. The first human energy technology was fire, along with human labour as the major energy source. This has bee supplemented by animals for agriculture and transportation since at least the dawn of agriculture some 10,000 years ago. Wind and waterpower for milling grain have also been used nearly as long. The development of the steam engine by George Stephenson in the late 1700#8217;s was the technological breakthrough that led to the industrial revolution. For the first time in human history transportation could be provided without the use of domesticated animals. Steam†¦show more content†¦By contrast in the poorest countries in the, such as Ethiopia, Kampuchea, Nepal and Bhutan, each person generally consumes less than one GJ per year. (W.Cunningham et al 1995). This means that on average, a person in a develop ed country uses almost as much energy in a single day, as a person in one of the above countries uses in a year. Clearly, there is a link between energy consumption and the comfort and convenience of our lives. The consumption of energy in developing countries is rising rapidly, and by the end of the next century will dominate energy markets worldwide. Even allowing for a growth rate in the demand for energy in the developing countries 1-2 % lower than the present trend, the demand is likely to exceed 100 million barrels a day oil equivalent (mbdoe) by 2010, and possibly 200 mbdoe (K.Pickering and L.Owen 1995). The reason coal, crude oil and natural gas are called fossil fuels is that all three were once living matter. Early in earth#8217;s biological history, photosynthesis outpaced the activity of consumers and decomposers. Consequently, large amounts of organic matter accumulated, especially on the bottoms of shallow seas and swamps. Gradually, this material was buried under sedi ments eroding from the land, and, over millions of years, was converted to either coal, crude oil or natural gas depending on the conditions underwhich it was subjected to. Formation of fossil fuels by natural

Cultural Anthropology - 6441 Words

Anthropology 1A03 Exam Review Week 7 Monday October 18-Thursday October 21 â€Å"Expressive Culture† (Miller Text Chapter 11) Expressive Culture October 18: Expressive Culture is: Behaviour and beliefs related to art, leisure, and play. - linked to other cultural domains such as: Exchange: pot latching art and dance, Bodily modification. Decorations, tattoos Religion: clothing, practices, etc. What is Art? Art is application of imagination, skill and style to matters movement, and sound that goes beyond the purely practical. * High art= in a museum * Low art= graffiti Who decides: What is Art? Emic/etic confusions regarding art * Emic: insider (member) view or members of culture * Etic: outsider (observer)†¦show more content†¦Wrote the Midterm Communication: October 27 Linguistic and Cultural Anthropology: * Material from both fields of anthropology about human communication * Connections to biological anthropology, ex. Nonhuman primate communication and archaeology regarding communication in past cultures The Varieties of Human Communication: * Language and verbal communication * Non verbal communication/language and embodied communication * Communicating with media and technology Basic Concepts: Communication: conveying meaningful messages from one person or animal to another. Language: based on a systematic set of learned and shared symbols and signs. Two distinctive features of Human Language: 1. Productivity= the ability to create an infinite range of understandable messages. 2. Displacement= the ability to refer to event in the past and future (displaced domains) What do the Pirahas have to teach us: language as a tool, happiness is way of life - seem very happy, Daniel Everett- Endangered languages video - the ways in which the case of the piraha can teach us about language elsewhere, they don`t use numbers culturally. 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The topic of anthropology/anthropologist seemed simple, yet boring. Subsequent researching the prompt questions, my friend called. Without allowing him to speak, I said, â€Å"writing a paper on anthropologists, can’t talk.† Before I could hang up, responded quickly saying â€Å"if I were an anthropologist I would be a linguistic anthropologist.† Immediately I realizedRead MoreCultural Anthropology Of Humans Living And Dead Anthropology938 Words   |  4 Pagesnot share the same ideals as them. This lack of communication is a major barrier in advancement of our world. Anthropology, in short, is the study of humans living and dead Anthropology is divided into five main categories: applied, linguistic, medical, biological, archaeological, and cultural. Each of these five divisions teaches a different aspect of human life. Cultural anthropology teaches acceptance. There are social norms that can be found in every culture, the difference from culture to culture

I Think About The Word Ethics - 1489 Words

When I think about the word ethics the first thing that comes to mind is what is it, and what does it mean to me? Ethics itself is how one conducts themselves in what they deem is an appropriate manner. It is the basis of our moral decisions and makes us who we are as people and influences our choices. There are different components in ethics that consist of, acting out of duty, good intentions, consequences, utility or outcome of one’s actions and striving to be a virtuous person. The one that stands out the most and influences my behavior is virtue. Whether it is my thoughts or actions I try to remain virtuous in my behavior. Doing the right thing because that is what is morally right is how I make my decisions. I would rather go out of†¦show more content†¦Overcoming these vices and still maintaining a virtuous attitude shows true strength and virtuous character. This, I also believe, stands out as one of the important aspects of virtue. Even when difficult vices are set in front of you to choose along with the good, being virtuous would result in picking the right choice because it is simply that, the right thing to do. Augustine Aurelius, more commonly known by the name Saint Augustine, was quite astonishingly one of the most important and influential thinkers in history as we know it. Although he had extremely pessimistic views, his way of thinking towards contemporary political theory shaped his following and ideas into what is known about him today. â€Å"Many critics target Augustine s pessimism, arguing that his fixation on sin and longing for the heavenly city deny the value of this-worldly politics.†(Lamb, 2014) Born in Tagaste in 354, he was particularly exposed to varying cultures and religion. Living in North Africa throughout his childhood, he saw and recognized the coexistence of these cultures and religions around the time of Emperor Constantine. The edict of religious tolerance took the forefront around 1313, and this inspired him to search for the truth. He set out to reach this goal after examining and reading the works of Cicero. His exhortation to â€Å"love wisdom† was what sparked the inspiration of Augustine to explore different doctrines that were presented at the time of his life.Show MoreRelatedEthics : Ethics And Ethics851 Words   |  4 PagesJohn Berger who stated, â€Å"Without ethics, man has no future. This is to say, mankind without them cannot be itself. Ethics determine choices and actions and suggest difficult priorities† (Berger). His meaning behind that quote is simple. In this world is there a right and a wrong way of doing something? In this world, ethics determines our actions and the consequences that come about those actions, determining right and wrong. The real question is however, are Ethics black and white? 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Corruption in the Indian Judiciary Free Essays

Judiciary is in some way at a higher pedestal amongst these three organs because it is the only mechanism to keep the executive and legislature within their jurisdictions by confining them not to abuse or misuse their powers. It controls, corrects or quashes the executive, however high it is, and even sets aside acts of the legislature if it acts contra-constitutionally. Judiciary is the guardian and final interpreter of the Constitution. We will write a custom essay sample on Corruption in the Indian Judiciary or any similar topic only for you Order Now It is a place of utmost trust as it is last resort for the people. It is not negated that corruption is non-existent in certain judicial systems rather it would be fair to say that in some countries corruption is nominal, infrequent and the result of individual, unethical behaviour. It is also evident from the words of the former Chief Justice of India S. P. Bharucha, when he grieved over the rampant corruption in the higher judiciary and brought to notice that around 20 percent judges of the higher judiciary are corrupt. Now the question remains; can the judicial accountability be trusted upon any more?Does the judiciary hold the same value, as it had earlier? Is the judiciary abusing its freedom? Can judges be permitted to do anything in the guise of ‘independence’? These are the questions which still remained unanswered. Judicial Corruption Corruption is the misuse of entrusted power for personal gain. In the context of judicial corruption, it relates to acts or omissions that constitute the use (or it is better to say ‘misuse’) of public authority for the private benefit of court personnel, and results in the improper and unfair delivery of judicial decisions.In corrupt judiciaries, citizens are not afforded their democratic right of equal access to the courts, nor do the courts treat them equally. The m erits of the case and applicable law are not paramount in corrupt judiciaries, but rather the status of the parties and the benefit judges and court personnel derive from their decisions. In corrupt judiciaries, rich and well-connected citizens triumph over ordinary citizens, and governmental entities and business enterprises prevail over citizens. No civilised society can command the people’s confidence if the judicature’s verdict is privately purchased at a competitive price.Corruption and Indian judiciary A judicial scandal has always been regarded as far more deplorable than a scandal involving either the executive or a member of the legislature. The slightest hint of irregularity or impropriety in the court is a cause for great anxiety and alarm. In last one decade, there are a number of instances where a judge is found to be involved in corrupt practices. This demands a close look in these scandals because if judiciary itself gets corrupted who will judge others. Before taking these scandals we should know the current legal position on corruption as applicable on judges laid down in Veeraswami case. Veeraswami Case This case is important in many ways. This was the first case where corruption charges were alleged against a judge of higher judiciary. This case dealt with many issues viz. whether judge of a high court or Supreme Court is a ‘public servant’ or not; who is the sanctioning authority for prosecuting a judge of a high court or Supreme Court under the Prevention of Corruption Act, 1947; whether Prevention of Corruption Act, 1947 (hereinafter referred as Act) is applicable on judges or not etc. Before taking these issues in detail, let us know background of the case.The appellant had committed offence under section 5(2) read with clauses (b), (d) and (e) of section 5 (1) of the Act. On perusal of the charge sheet the special judge issued process for appearance of the appellant. The appellant thereupon filed a petition under section 482 of Cr. P. C. before the Madras High Court for quashing the prosecution. The Full Bench of the high court by a majority view has dismissed his case. However, in the view that the constitutional question involved in the case the high court granted certificate for appeal to the Supreme Court.A five judge Bench of the Supreme Court heard the matter and four judgments were delivered. Shetty J. authored the leading judgment, with Venkatachaliah J. , signing with him. B. C. Ray J. wrote a separate but concurring judgment. L. M. Sharma agreed to dismiss the appeal but differ on some issues. Verma J. dissented. RECENT EPISODES In the last one decade, a number of instances unveiled by media and other active organizations where judges were involved in corrupt practices, which show that how corruption has crippled Indian judiciary. Some of them are discussed hereafter;Justice Soumitra Sen’s Issue In an unprecedented move by the CJI, wrote a letter to the prime minister, recommending that the proceedings contemplated by article 217(1) read with article 124(4) of the Constitution be initiated for removal of Justice Soumitra Sen, Judge, Calcutta High Court. 25 This recommendation was made on the basis of suggestions made by an In-House Committee, in a report submitted to the CJI that Justice Sen be removed from the office. The Committee has in its report accused Justice Sen of breach of trust and misappropriation of Reciever’s funds for personal gain.The in-house committee found that Soumitra Sen did not have honest intention, since he mixed the money received as Receiver and his personal money and converted the Receiver’s money to his own use. The motion for his removal is not yet initiated. It is expected that the history will not be repeated. If it is repeated it would be a dishonor upon the Indian judiciary and its accountability. Cash-for-Judge Scam CJI Balakrishnan is the first Chief Justice of India who has granted permission to an investigating agency to register of a criminal case against judges of Punjab Haryana High Court. This is for the first time that power conferred by Veeraswami case is exercised by any CJI. He allowed the CBI to interrogate two judges of the Punjab Haryana High Court, Nirmaljit Kaur and Nirmal Yadav, in connection with the cash for- judge scam. A law officer sent Rs. 15 lakh to Justice Nirmaljit Kaur’s official residence and later claimed that it was meant for Justice Nirmal Yadav and had been delivered to Justice Kaur by mistake. Apart from these episodes there are few more instances where judiciary got shammed.Like, Justice Jagdish Bhalla, Chief Justice Himanchal Pradesh High Court was also traced in dealing with such mal-practices when he got a plot on nominal price by a land mafia, who was one of the parties to a case before him. In all above stated instances the judges, being a public servant, were alleged to be involved in corrupt practices even though the recourse of the Act was not taken. There is no justification as to why judiciary did not take recourse of the Act and went for process of removal under article 124, which is next to impossible. *** RTI solution has not been edited in keeping with the view of other legal essays. How to cite Corruption in the Indian Judiciary, Papers

Stereotyping and Roles in Leadership Positions

Question: Discuss about the Stereotyping and Roles in Leadership Positions. Answer: Stereotyping is the behaviour demonstrated by individuals wherein assumptions and conjectures are made about a certain group of people and applied to individuals since they belong to that particular group irrespective of their personal features and attributes. Stereotypes may be neutral, negative or positive (Wagner and Hollenbeck 2014). Though negative and positive stereotypes have been found to have a declining impact on organisational culture and behaviour, they can also provide with a learning experience at times for the individuals. There is a body of debate regarding the benefits and the problems stereotyping can bring about (Champoux 2016). The common notion is that stereotyping can be considered as a form of categorical thinking helping people to have a sense of the world. The present research essay discusses how stereotyping benefits employees in an organisation and the potential problems of stereotyping. The essay aims to highlight the impact stereotyping on organisational behaviour in a workplace. It compares and critiques the findings of relevant current developments in the research topic. A logical conclusion is drawn to summarise the key points of the essay and provide implications for future practices. According to DuBrin (2013) stereotype is the belief, thought and notion adopted about a certain group of individuals that may not be accurately reflecting the reality. It is, therefore, the inflexible and bias belief cropping up about a certain group of individual or person. Stereotypes are a representation of social classification, becoming a factor for prejudice attitudes. Judge and Robbins (2015) suggests that stereotype can be rightfully an exaggerated image of an individual or group of individuals, permitting very little individual differences and social variation, passed along by other individuals. Stereotyping comes from personal experiences, peers, family members and media. Individuals have a tendency to tag a label on others since it gives a feeling of safety or security. Being judgmental is how stereotyping works and forming conclusions based on unfair assessment is the undermining view. These conclusions are often mutually detrimental and erroneous. Nahavandi et al. (2013) stated that stereotypes are prevalent as people want to have some comical effects out of it and make a sense of the world. The world is a vast place, and therefore people tend to find ways to make the surrounding straightforward for better understanding. Stereotypes can help people to categorise individuals into boxes that are manageable, allowing one to develop an expectation about situations and individuals. Duguid and Thomas-Hunt (2015) opine that all workplaces are breeding grounds of stereotype threats. In the workplace, such practices are harmful as well as limiting. In the corporate world the high price that organisations have to pay for entertaining stereotyping include loss of customers and sales, poor morale, litigation, diminished profit and difficulty in retaining valuable employees. According to Appelbaum et al. (2016) stereotyping can lead people working in an organisation to mistreat other individual in a particular manner on the basis of preconceived notions about the group that the individual belongs to. Diversity factors, mainly race, culture, ethnicity, age, gender and religion, contribute to the predisposition of stereotyping exhibited in any organisation. Incorporating non-discriminatory practices in a workplace promotes acceptance of individuals who have different cultural backgrounds and creates an environment of openness, thereby eliminating negative effects. Leslie, Mayer and Kravitz (2014) highlighted that stereotyping can lead to low morale for the group or individual who undergoes stereotyping and the whole workplace can be made toxic. Employees facing criticism, comments that are negative have the tendency to lose motivation to perform well. Their interest in their job is gradually diminished, and they are marked as bottom performers. Low morale is often found among the worker facing stereotyping and in indirect manner impacts organisations to a great extent. Over time, the organisation faces productivity loss, hampering the whole culture of the organisation. The other two issues with stereotyping are poor working relations and legal tension. Since collaboration and teamwork are necessary for the success of all organisations, stereotyping acts as a barrier for effective team work. Group progress is impeded as employees tend to act on the basis of stereotyping they face instead of having faith and self-confidence and putting in the be st efforts. An employee is prevented from getting help and support from other employees due to personal differences arising from stereotyping. Team work, therefore, suffers in here. Accepting or allowing the stereotypes to occur and the resulting consequences can lead to legal tension in an organisation. An individual affected by such negative practises may sue an individual who undertake such activities. The failure to enforce and implement fair practices and policies can be a burden for the organisation. Successful lawsuits have an impact on the organisation as it is financially draining. An environment where there is the constant ripple of negative stereotypes may give rise to a threat to targeted group individuals aspirations to become future leaders. Individuals who undergo stereotypic discrimination have fewer chances of selecting a leadership role in an organisation in subsequent tasks. Related to the individuals weak leadership aspirations, the individual may show weaker intentions to undertake the task. Such issues arise mainly when gender stereotyping is prevalent. It is often perceived that intensions and aspirations of women in a workplace are weaker when compared to male counterparts. The detrimental impact of stereotyping on aspirations has more to it than sheer willingness to combat difficult challenges, a feature of leadership in competitive organisations (Miller 2014). Dipboye and Colella (2013) found that men and women who initially gave good performance on a certain task diverged in the succeeding preferences for taking up a difficult task that had op portunities for rewards. Womens repugnance for uncertainty and difficulty make them forgo challenges, limiting their aspirations. Stereotyping holds the potential to diminish aspirations through self-handicapping (Baker 2014). Rather than giving best effort and defeating risks, individuals who are victims of stereotypes may come up with alternate explanations for having a low-grade performance. Psychological issues are cited as the reason for the lack of desired success. Stereotyping threat may lead to lowered desire among employees to get feedback and be open to constructive criticism. For example, among managers, stereotyping predicts indirect feedback requesting on uncertain indications to determine performance. Feedback discounting can also be a result of discounting, whereby the motives of providers of feedback are under questions. Since direct feedback is essential in order to have improvement in work performances, avoiding it limits the achievements of the organisation over time. Stereotype threat has an impact on the amount of trust that employees have towards actual as well as potential employers. Brink and Nel (2014) studied organisational case studies and found that implementing any policy opposed to explicit policies based on stereotyping heightens discomfort and distrust among the employees. Eliminating discrepancies can enhance leadership and build a sense of trust that encourages employees to excel. In organisations where employees talent is revered, individuals facing challenges and complexities may fail to realise their career aspirations and leadership potentials, thereby increasing the chances of failure. Bar-Tal et al. (2013) examines the possible downstream aftermath of stereotype on organisational performance. As per the author, stereotypically masculine features like rationality and assertiveness are related to high performers. Stereotypes preaching that men have a higher level of comfort in taking risks give them an added advantage over women in matters of entrepreneurial efforts for creating new and novel business ideas. Moreover, stereotypical anticipations that womens orientation is relational, may have an impact on how the approach towards them is. Another noteworthy domain of organisational performance where stereotypes make a mark is a negotiation. Negotiation is known to all as a decision-making process between interdependent parties over any matter of allocation of resources. Negotiations have a competitive component producing stereotyping threat. A significant non-performance result of stereotype is the tendency of individuals to have reduced engagement with work. Employees can distant themselves from people causing such stereotyping in order to maintain self-esteem. A person is often found to perform poorly and detach himself from work out of fear of proving the stereotype true. The individual, therefore, suffers a feeling of powerlessness. Individuals who are stigmatised gradually reduce the concern they have towards work and the care and devotion they give. Disengagement has an impact on motivation. If employees facing stereotyping are engaged with work and receive negative feedback, it is highly injurious to self-esteem (Kosakowska-Berezecka et al. 2016). Fiske (2016) contradicts the destructive impacts of stereotyping by stating that there are some benefits of stereotyping too that we often tend to overlook. Such practices may be useful in cases when an employee is in a new situation, and the situation demands fast decisions to be taken and quick judgements to be done. For example, if an employee does not have any prior experience of communicating with a senior member who holds an esteemed position, the employee can stereotype his senior to be reserved and formal. The approach to the employee would, therefore, be respectful, and the response would be appropriate, gaining him a positive impression. Mujtaba, Cavico and Seanatip (2016) support the positive impact of stereotyping by stating that it is a process of simplifying the environment in an organisation so that the understanding of the overall environment is less complex. It enables one to put people into categories, allowing the formation of expectations about individuals. Workin g in the organisation is, therefore, easier and predictable. Czopp, Kay and Cheryan (2015) brings into focus the aspect of positive stereotyping and states that positive stereotyping is the representation of contradictory confluences. Positive stereotypes are favourable belief and notions about groups. Stereotype is the picture we make in our mind representing a strange connection between reality and facts and the subjective analysis of the individual. A multifaceted duality of depersonalisation and favouritism is represented through positive stereotyping, and the implications of positive stereotyping in an organisation are mostly positive. A rich pool of evidence suggests that positive stereotyping has some psychological benefits for the group members faced with such practices; however, a growing body of research tries to indicate that there may be pervasive and profound negative impacts as well. The authors argue that positive stereotype improvers negative impression about one group. For example, self-promoting women employee in an organisat ion may act in a manner that puts focus on positive female stereotypes linked to dependence and communality for maintaining others positive impressions of them. Women who have the ability to demonstrate these stereotypes of gender may be getting advantages in an organisation under suitable conditions. Shih, Young and Bucher (2013) argue that group members who are a target of stereotyping mat at times exhibit well-being and increased performance with implicit reliance on the outcomes of stereotyping. For instance, upon subtly activating positive stereotyping, a boost in the work-oriented performance is experienced within the arena of stereotyping. Though stereotypes have always been known to have a negative impact on organisations, recent analyses put forward dissimilar approach and highlight the benefits of communication stereotypes in workplaces. There have been many examples where stereotyping has been made as the weapon for coming out of a difficulty and turning the situation in favour of the organisation. The underlying implication is that on one side is personal gain and on the other side is honesty. A reason why stereotypes exist is to scapegoat another individual so that the blame can be transferred easily and justification can be provided easily. Undesirable situations can, therefore, be avoided by employees at workplaces that may have otherwise led to miscommunication and conflict (Kalokerinos, von Hippel and Zacher 2014). Spencer, Logel and Davies (2016) conducted a study to investigate the relationship of managers stereotypes and employment decision-making. The study was conducted to establish the nature and kind of decision-making manager display at work and how stereotyping affects colleagues. The stereotypes exhibited by managers had both negative and positive impact on prejudicial perceptions. Positive stereotypes, describing employees to be hardworking, diligent and helpful led to positive decisions. Motivation is the underlying principle as these employees get motivated to work with more efforts for being under the good impression. Being in the good books has always been the goal of all employees, and this is further made easy through positive stereotyping of managers. Poor performers are also motivated to get into the category of valuable employees as they strive to make a difference through their work and efforts. Finkelstein, King and Voyles (2015) comment that though stereotypes have always been known to have a negative impact, there are some points of positivity about stereotyping too. Stereotypes at times guide and shape out attitude towards others, coming from different cultures and races. Stereotypes give us awareness of differences and the urgency to have a proper understanding of different values and norms existing in the world regardless of the assumptions we make. In this method, one learns to take part in communication and social interaction and verify the beliefs held. Stereotypes can be helpful when an employee of an organisation approaches individuals with different culture as he is provided with a restrained and refrained state of mind saving him from potential cultural and social blunders. Social experiences in an organisation can also become more organised through classification of people and situations in a method in which they can be easily remembered. Therefore stereotypes are useful as one enters a diversified workforce with people from different race, place and language. The gap in learning and experiences is therefore filled up. The above discussion reviews the positive implications of stereotyping in organisations and examines the stereotyping threat in organisations. Stereotyping is the method of mentally organising viewpoints about an individual or group of an individual based on scattered information. It works by ignoring unexpected information about the individual or group. Dispensing characteristics based on typical experiences is the key feature of stereotyping. It can be concluded from the above discussion, upon undertaking reflection, that there are positive as well as negative impact of stereotyping in an organisation. Stereotyping can protect an individual from sources of anxiety. One is given a sense of worth through designating own grouping as standard and designating others to be inferior. Stereotyping can enable a person to determine whether he possesses the abilities and characteristics of the members of the group he belongs to. It may serve purposes for supporting motivations and providing l ogic for the behaviour exhibited by others. Myriad opportunities are also present for such practices to have the pernicious effect on targeted individuals in any organisation. Given the absolute ubiquity of assessments in an organisation putting a focus on bottom-line performance, attempts to reduce stereotyping practices need to have their foundation on active efforts to diversify workforce, manage stereotypes, have provision for adequate staff training and shape the culture of organisations in methods that nurture adaptive credence. References Appelbaum, S.H., Wenger, R., Buitrago, C.P. and Kaur, R., 2016. The effects of old-age stereotypes on organizational productivity (part three).Industrial and Commercial Training,48(6), pp.303-310. Baker, C., 2014. Stereotyping and women's roles in leadership positions.Industrial and Commercial Training,46(6), pp.332-337. Bar-Tal, D., Graumann, C.F., Kruglanski, A.W. and Stroebe, W. eds., 2013.Stereotyping and prejudice: Changing conceptions. Springer Science Business Media. Brink, L. and Nel, J.A., 2014. Experiences of stereotyping among individuals employed in selected South African organisations.Journal of Psychology in Africa,24(6), pp.513-519. Champoux, J.E., 2016.Organizational behavior: Integrating individuals, groups, and organizations. Routledge. Czopp, A.M., Kay, A.C. and Cheryan, S., 2015. Positive stereotypes are pervasive and powerful.Perspectives on Psychological Science,10(4), pp.451-463. Dipboye, R.L. and Colella, A. eds., 2013.Discrimination at work: The psychological and organizational bases. Psychology Press. DuBrin, A.J., 2013.Fundamentals of organizational behavior: An applied perspective. Elsevier. Duguid, M.M. and Thomas-Hunt, M.C., 2015. Condoning stereotyping? How awareness of stereotyping prevalence impacts expression of stereotypes.Journal of Applied Psychology,100(2), p.343. Finkelstein, L.M., King, E.B. and Voyles, E.C., 2015. Age metastereotyping and cross-age workplace interactions: A meta view of age stereotypes at work.Work, Aging and Retirement,1(1), pp.26-40. Fiske, S.T., 2016. Prejudice, Discrimination, and Stereotyping. Judge, T.A. and Robbins, S.P., 2015.Essentials of organizational behavior. Pearson. Kalokerinos, E.K., von Hippel, C. and Zacher, H., 2014. Is stereotype threat a useful construct for organizational psychology research and practice?.Industrial and Organizational Psychology,7(3), pp.381-402. Kosakowska-Berezecka, N., Besta, T., Adamska, K., Ja?kiewicz, M., Jurek, P. and Vandello, J.A., 2016. If my masculinity is threatened I wont support gender equality? The role of agentic self-stereotyping in restoration of manhood and perception of gender relations.Psychology of Men Masculinity,17(3), p.274. Leslie, L.M., Mayer, D.M. and Kravitz, D.A., 2014. The stigma of affirmative action: a stereotyping-based theory and meta-analytic test of the consequences for performance.Academy of Management Journal,57(4), pp.964-989. Miller, K., 2014.Organizational communication: Approaches and processes. Nelson Education. Mujtaba, B.G., Cavico, F.J. and Seanatip, T., 2016. Managing Stereotypes toward American Muslims in the Modern Workplace through Legal Training, Diversity Assessments and Audits.Journal of Human Resources,4(1), pp.1-45. Nahavandi, A., Denhardt, R.B., Denhardt, J.V. and Aristigueta, M.P., 2013.Organizational behavior. SAGE Publications. Shih, M., Young, M.J. and Bucher, A., 2013. Working to reduce the effects of discrimination: Identity management strategies in organizations.American Psychologist,68(3), p.145. Spencer, S.J., Logel, C. and Davies, P.G., 2016. Stereotype threat.Annual review of psychology,67, pp.415-437. Wagner III, J.A. and Hollenbeck, J.R., 2014.Organizational behavior: Securing competitive advantage. Routledge.

Touro University International Essays (436 words) -

Touro University International James L. White ACC 501 Module 1, Case Assignment Dr. Paul R. Watkins INTRODUCTION The purpose of this report is to search the course background information, the Internet and/or the Cyber Library. Discuss each of the following terms; Generally Accepted Accounting Principles, Historical Cost, Accrual Basis vs. Cash Basis Accounting, Current Assets and Liabilities vs. Non-Current Items. My discussion will expand on the definition as given in the course terms and explain why this concept is important to financial statements. I will then describe the general organization of Ford Motor Company, Microsoft, and ExxonMobil by looking at three sets of their financial statements (Balance Sheet, Income Statement, and Statement of Cash Flows). I will make one prediction about each company's from that company's financial statements and Reach one additional conclusion about each company from the additional information I find in the annual report. By discussing these topics, I hope to offer some knowledge on these accounting terms and the three companies listed above. I will conclude this report with a brief summary of the entire analysis, highlighting some of the most significant parts that the report contains. terms Wikipedia defines Generally Accepted Accounting Principles (GAAP) as, "the standard framework of guidelines for financial accounting. It includes the standards, conventions, and rules accountants follow in recording and summarizing transactions and in the preparation of financial statements". (Wikipedia, 2006) Every country has their own version of GAAP with the standards being set by their national governing body. Wikipedia defines the United States version as, "the accounting rules used to prepare financial statements for publicly traded companies and many private companies in the United States". (Wikipedia, 2006) GAAP is not an unchanging set of rules. It is a guideline of objectives and conventions that have evolved over time to oversee how financial statements are arranged and presented. Qualified public accountants customarily audit companies to determine if their financial statements are in compliance with GAAP. GAAP has four basic assumptions (Economic Entity Assumption, Going Concern Assumption, Monetary Unit Assumption, and Periodic Reporting Assumption), four basic principles (historical cost principle, revenue recognition principle, matching principle and full disclosure principle) and four basic constraints (Cost-benefit relationship, Materiality, Industry practices and Conservatism). Organizations such as the; United States Securities and Exchange Commission, American Institute of Certified Public Accountants, Financial Accounting Standards Board, Government Accounting Standards Board , American Accounting Association, Institute of Management Accountants, and the Financial Executives Institute, all influence the development of GAAP in the United States. CONCLUSION WORKS CITED 1. Generally Accepted Accounting Principles (USA): Retrieved October 12, 2006, from http://en.wikipedia.org/wiki/US_GAAP 2. Generally Accepted Accounting Principles, Retrieved October 12, 2006, from http://en.wikipedia.org/wiki/GAAP 3. "What Are Generally Accepted Accounting Principles?" from ALLBusiness . Retrieved October 13, 2006, from www.allbusiness.com