Night Waitress by Lynda Hull is a poem that describes the feelings of :: English Literature

Night Waitress by Lynda Hull is a poem that describes the feelings of a waitress that works the night shift of a diner Reflection of â€Å"Night Waitress† â€Å"Night Waitress† by Lynda Hull is a poem that describes the feelings of a waitress that works the night shift of a diner. The speaker obviously belongs to a lower social class, in the way of income and her occupation. Much like the character in this poem, the speaker in â€Å"The Chimney Sweeper† by William Blake works long, hard hours as a chimneysweeper. These two characters are both related in their ways of life and their classes in our society. They both make just enough money to get by and often think about what it would be like to be of a higher class. In â€Å"Night Waitress† the speaker often brings up the thought of feeling of feeling trapped in her private world. She is most likely going to be doing what she is now for the rest of her life, unless she would come across something else by chance. The poem of the chimneysweeper shows a young man who is forced to work to earn money for his family. With working at such a young age and not furthering his education he does not have a very good chance of doing anything else for a living. He did not choose to have this way of life, but is forced by his economic situation to earn money in any way he can. In the same sense, the waitress probably has not dreamed of becoming a waitress at a small restaurant. Both of these speakers show signs of yearning to be part of a different class. In â€Å"Night Waitress† the speaker makes reference to Cadillacs that would roll by factories and refineries, and escape her

Mitigating Computer Fraud in the Online Environment Essay

Crime on the Internet is creating stunning losses for people as well as organizations of all kinds (Internet Crime Complaint Center, 2009; Mensch & Wilkie, 2011). The necessity to inform and educate faculty, staff, and students of the diversity of threats and methods to protect and mitigate organizations and individuals from these threats is practically a moral imperative. People who lack the fundamental skills and knowledge to safeguard themselves and the institutions they attend or work for, cost those institutions and themselves billions of dollars every year, and the cost is rising (Custer, 2010; Internet Crime Complaint Center, 2009). This lack of fundamental skills and knowledge paired with the overall lack of education and information security by a preponderance of educational institutions and business makes it progressively more probable that cybercrime damages and costs will continue to burgeon (Guy & Lownes-Jackson, 2011; Khansa & Liginlal, 2009). In 2011, the fiscal cost of cybercrime was valued at 114 billion dollars (Ivan, Milodin, & Sbora, 2012). Responding to the escalated danger to educational organizations from cybercrime, a number of schools have been assigned to create programs for training students in Information Security Management (Kuzma, Kenney, & Philippe, 2009). Consistent with the necessity for instruction is the subsequent discussion of cyber threats and responses to them. Threats in an Online Environment Spam is the sending of unsolicited e-mails to unsuspecting victims. Spam is responsible for many of the threats that will be discussed (Burgunder, 2011). Spam harmfully effects computer systems because it’s sheer volume, with eighty percent or more of e-mail shown to be spam. Spam affords the method of deploying numerous kinds of threats. These threats can be divided into application based threats and human based threats. According to two international studies, businesses do not put sufficient emphasis on information technology security (Labodi & Michelberger, 2010). Human-based Threats Viruses, spyware, zombies, bots, and worms are all computer programs that are applied to destroy, corrupt, or glean data (Burgunder, 2011; Ivan et al., 2012). These are examples of human-based threats since systems are affected as a consequence of something that a human does. A virus is a computer program that typically contaminates systems through a spam e-mail or by clicking of a random advertisement, and then replicates itself over and over again. Trojan horses are a nonreplicating type of virus that appears useful, but is intended to corrupt or destroy files and programs. Spyware is designed to facilitate identify theft by delivering personal identifying data to cybercriminals. Zombies and bots can perform helpful purposes, but are used to collect data concerning the utilization of a system or computer. Worms are similar to viruses but do not need to piggyback on a file to be delivered from one system to another. Federal laws enacted make it a crime to deliberately generate harm to any computer system (Burgunder, 2011). Phishing is when someone poses as a legitimate company to collect personal information from unknowing victims. Phishing typically begins with an authoritative looking and sounding e-mail that directs the victim to a website that appears to be a legitimate business but is utilized to collect personal data (Burgunder, 2011; Custer, 2010). Phishing is currently the most widespread and well-known technique of fraud by electronic measures (Ivan et al., 2012). Software programs that either utilize a rainbow table or endeavor to deduce a password to get into a database or network is considered password sniffing (Kara & Atalay, 2012). After an administrator’s password is deduced it is probable that further accounts will be breached (Custer, 2010 Much too frequently transferable data with a person’s identifiable data is kept by means that were not constructed for security and not counted in a data security strategy (Custer, 2010). The greatest percentage of thefts of private information is from incorrectly stored backup tapes, external hard drives, or laptops. Existing laws order companies to alert affected individuals of a potential breach of their data. It is expected that the price tag of the typical breach of educational data will span from $210,000 to as much as $4 million from the costs of notifying affected individuals alone (Custer, 2010). Still, another type of cybercrime concerning human error is scams. In 2011 more than 20,000 recorded infringements involved four types of crime (Internet Crime Complaint Center, 2011). One of these types was FBI-related scams, in which someone impersonates a FBI agent to cheat victims, while another is personal identity theft, in which someone uses the victim’s personal identifying data to perpetrate a crime. The other two types are advanced fee fraud, in which a perpetrator persuades the victim to pay a fee to acquire something of value but without ever providing it and the non-delivery of products, in which the victim pays for merchandise that never arrives (Internet Crime Complaint Center, 2011; Ivan et al., 2012). Increasingly, information breaches happen because of resentful or dissatisfied employees (Custer, 2010). Presently, the main risk to data’s confidentiality, availability, and integrity within a company is careless treatment or purposeful destruction by in-house employees (Labodi & Michelberger, 2010). It is unusual for small or medium companies to pay much time or attention to the harm that insufficiently educated or malicious employees can cause. Application-based Threats Usually when security is penetrated from outside it is because of vulnerabilities or configuration errors connected to applications installed on networks and computers (Custer, 2010). The Open Web Application Security Project (OWASP) enumerates 162 vulnerabilities a standard software application may contain that could be manipulated. Two of the most often abused application vulnerabilities are injection flaws and cross-site scripting (Custer, 2010). Cross-site scripting incorporates extra code in a HTTP response message that gets implemented if the vulnerability is not detected and prevented. The implementation of this code could involve dispatching the session cookie to someone who could then utilize that cookie to do damage (Custer, 2010). Current scrutiny estimates that poorly written and protected web pages permit as much as forty percent of information breaches by means of cross-site scripting (Custer, 2010). A database language that permits the retrieval and manipulation of objects and data on a relational database management system is the Structured Query Language (SQL). SQL injection attacks permits invaders to make several harmful changes. One possibility is to cause repudiation problems such as changing balances or voiding transactions. Another possibility is to meddle with data by allowing full disclosure of all information on the system or to eliminate the information or make it unavailable. A disturbing possibility is to make the intruder the administrator of the database server. The vulnerability happens when no effort is made to authenticate the user information, this makes it possible for an experienced user to input data in such a way to displace the real function of the SQL, and implement code for nefarious purposes (Custer, 2010). Between ten to twenty percent of information breaches happen because of web pages that vigorously generate statements against the database without authenticating the statements before proceeding to execution (Custer, 2010). Threat Responses in an Online Environment The necessity to develop, plan, and, most importantly, implement IT security awareness instruction is essential to guarantee the security of faculty, student, and institutional information (Mensch & Wilkie, 2011). Today’s systems have key security components such as spam filters and intrusion detection systems (Ivan et al., 2012). These components can expose unauthorized admission and filter electronic communications that are deemed high risk. Some information breaches happen because of system invasion and extraordinary technical talents of criminals. However, the majority happen because of human error and are founded more on inventiveness and cleverness (Ivan et al., 2012). Needed are policies, awareness and technology, education and training to ensure data security for both organizations and individuals (Mensch & Wilkie, 2011). Responding to Human-based Threats There are several actions that can be taken to eliminate or minimize the threats posed by viruses, spyware, zombies, bots, and worms. Installing a virus detecting software, then keeping it current, and confirming that it operates on a regular schedule is the principal defense for these threats. Additionally, a browser add-in that verifies web site ratings prior to permitting routing to a site should be installed and it will also warn users when they may be making a questionable or unsafe Internet selection. Furthermore, browser pop-up blockers reduce the frequency of successful infringement of this kind (Mensch & Wilkie, 2011). Finally, a security information awareness program should teach faculty, staff, and students concerning the gravity of the danger and the potential cost of their actions. Phishing is so widespread and flourishing due to the inexperience of users. An adequate amount of education and training is the key to alleviating the success of a phishing tactic (Ivan et al. , 2012). The way to mitigate or eliminate password sniffing is to teach all users on all systems to utilize hardened passwords. A hardened password is deemed to be a password that is changed at least every 90 days, with at least eight characters with one being a different case from the rest of the password, one is a special character, and at least one is a number (Custer, 2010). It is also essential that each user use a special hardened password for every system and that these hardened passwords not be recorded in a manner that can be discovered. An even superior remedy for sensitive information is a two-factor authentication that requests something the user has, such as a random digit produced by a miniature hardware token and something the user knows, like a password (Custer, 2010). A suggestion for IT professionals is to consider how they would transport over $200,000, and use comparable common sense and caution in their treatment of private information and the vehicle on which it is stored (Custer 2010). Also, it is recommended that any portable device use whole disk encryption and consequently if it is misplaced or stolen then information is rendered unreadable. Another method for decreasing human error is to inform users of the most predominant scams so they are prepared and less likely to be fooled (Ivan et al., 2012). The Internet Crime Complaint Center issues guidelines for performing business online (2011). A curriculum to maintain and increase data security awareness among staff, faculty, and students has a considerably inconsequential cost when equated to the conceivable costs of a security breach, but does entail consistency in application (Labodi & Michelberger, 2010). Responding to Application-based Threats The FBI reported that ninety percent of security infiltrations is from recognized problems. Assistive services have been designed that will permit companies to test their systems for these problems. Running these tests and then repairing any problems that are detected is vital to protect the system from the majority of security infiltrations (Custer, 2010). Also, creating a policy of regular system tests will most likely ensure that these types of system infiltrations will not occur. The most effective way to guard against SQL infiltration is centered on solid input validation (Ivan et al., 2012). Products exist that can be installed on systems to test a web site’s security ratings. Cross-site scripting can be curtailed through the utilization of such products. Conclusion Information technology security must be first and foremost for an organization. The protection of faculty, staff, and student personal data is critical to individual privacy and, furthermore, to the finances and reputation of the organization. Dangers to IT security come from weaknesses intrinsic to the use of compound software products and from human error. The educational organization’s IT team is responsible for averting the occurrence of information breaches and implementing appropriate tactics to diminish the damage of a data breach if it occurs. Information Security plans outline the security procedures that must be taken by an institution and should include both strategic and high level as well as operational and detailed. A key element in any information security plan must be the education and training of the individuals who have access to information. References Burgunder, L. B. (2011). Legal aspects of managing technology (5th ed.). Mason, OH: South-Western Cengage Learning. Custer, W. L. (2010). Information security issues in higher education and institutional research. New Directions for Institutional Research, 146, 23-49. doi:10.1002/ir.341 Guy, R., & Lownes-Jackson, M. (2011). Business continuity strategies: An assessment of planning, preparedness, response and recovery activities for emergency disasters. Review of Management Innovation & Creativity, 4(9), 55-69. Retrieved from http://www.intellectbase.org/articles.php?journal=RMIC&volume=4&issue=9 Internet Crime Complaint Center. (2011). Internet Crime Report. Washington, DC: National White Collar Crime Center and the Federal Bureau of Investigation. Retrieved from http://www.ic3.gov/media/annualreport/2011_ic3report.pdf Ivan, I., Milodin, D., & Sbora, C. (2012). Non security – Premise of cybercrime. Theoretical and Applied Economics, 19(4), 59-78. Retrieved from http://www.ectap.ro/ Khansa, L., & Liginlal, D. (2009). Quantifying the benefits of investing in information security. Communications of the ACM, 52(11), 113-117. doi:10.1145/1592761.1592789 Kuzma, J. M., Kenney, S., & Philippe, T. (2010). Creating an information technology security program for educators. International Journal of Business Research, 10(1), 172-180. Retrieved from http://www.iabe.org/domains/iabe/journal.aspx?journalid=12 Labodi, C., & Michelberger, P. (2010). Necessity or challenge – information security for small and medium enterprises. Annals of the University of Petrosani Economics, 10(3), 207-216. Retrieved from http://www.upet.ro/anale/economie/pdf/20100322.pdf Mensch, S., & Wilkie, L. (2011). Information security activities of college students: An exploratory study. Academy of Information and Management Sciences Journal, 14(2), 91-116. Retrieved from http://www.alliedacademies.org/Publications/Papers/AIMSJ_Vol_14_No_2_2011%20p%2091-116.pdf

Childhood Trauma - 1541 Words

Childhood Trauma Family violence is always disheartening. Childhood sexual abuse is by far the worse. There are many forms of childhood sexual abuse. The sexual abuse can involve seduction by a beloved relative or it can be a violent act committed by a stranger. Childhood sexual trauma causes psychological, interpersonal, and behavioral. This paper will show a first account of the impact of childhood trauma. Family History Jewel grew up in turmoil. She found out from her grandmother that her mother didn’t want her. Her granddaddy unofficially adopted her. Her paternal grandmother had 14 children, all of them were bipolar. Grandmother used to beat her husband with a switch if he didn’t clean up his room.†¦show more content†¦What was the person’s reaction to the trauma? Jewel’s reaction to the trauma was self-injury by way of cutting herself on her arms and legs. Also, she had tried to commit suicide several times. She felt as if these things can’t be really happening. What kind of support did she receive? From whom? Jewel received the support of her paternal grandparents. The paternal grandparents were separated. During the early years, her grandfather took care of her until her mother got situated in her life. The grandmother, who worked as a nurse, supported her with a place to stay for her and her child. This lady from the girl’s home named Annie helped Jewel get acquainted with learning how to take care of herself. Eventually, Jewel received the support of the State-Department of Human Services (DHS). They ended up emancipating her at age 16 and put her up in her own apartment with benefits for her and her baby. How did that impact the interviewee? How did she cope with that? Jewel felt that she had had a very hard life with constantly struggling to keep herself safe. She didn’t trust people very well. She coped the best way she knew how, by continuing to self-injure herself by cutting her arms and legs, self-medicated with alcohol, and smoked cigarettes non-stop. This led to her trying to find love in all the wrong places; she started to follow the pattern of being in abusive relationships. To what extent didShow MoreRelatedChildhood Trauma1607 Words   |  7 Pages   head:   CHILDHOOD   TRAUMA   AND   ITS   IMPACT       Childhood Trauma And Its Impact On The Brain          The nature versus nurture debate in human development is longstanding with many opposing viewpoints. However, numerous studies have confirmed that the maturation and development of the brain has a â€Å"reciprocal relationship with the environment† (Wilson, Hansen Li, 2001). With the brain developing at its fastest rate in childhood, it is especially Read MoreThe Trauma Of Childhood And Adolescence1503 Words   |  7 PagesCynthia’s Attachment Style Chronic trauma in childhood and adolescence include macrotraumatic events – physical abuse, sexual assault, physical neglect – as well as a variety of cumulative microtrauma including constant devaluations and excessive demands, lack of security, emotional abuse, neglect, and a variety of separation and losses. For this type of trauma, the concept of attachment trauma has been proposed to underline the high damage potential of these influences. Main characteristics ofRead MoreChildhood Trauma And Depression In Adulthood1708 Words   |  7 Pages Childhood trauma and Depression in Adulthood Misha StMichael Intro to Psychology Paul Rabideau October 13, 2017 Research Article Childhood Trauma and Its Relation to Chronic Depression in Adulthood by the University of Kassel, Psychoanalytic Psychology,shows that childhood trauma is significantly involved in the development of depression. The aim of a study by Sigmund Freud institute, â€Å"was to examine the prevalence of retrospectively recalled childhood trauma in chronically depressed patientsRead MoreChildhood Trauma, And Juvenile Delinquency1826 Words   |  8 PagesThere has been an enormous amount of research, going back almost thirty years, about the relationship between childhood trauma, and juvenile delinquency. Many researches cannot say that there is a direct link between the two, but after much research, researches have found that childhood trauma can perhaps be a predictor for juveniles who later in life commit crimes. Trauma is defined as, â€Å"a disordered psychic or behavioral state resulting from severe mental or emotional stress or physical injuryRead MoreChildho od Trauma And The Personality Disorders Essay1682 Words   |  7 PagesAbstract Trauma affects more than twenty-five percent of children in America every year (NCMHP, 2012). This astounding statistic implies that multitudes of individuals are now dealing with the chronic results that these traumas induce, one reoccurring result being personality disorder. The purpose of this paper is to find the connections between the severity of childhood trauma and the personality disorders that can come from it. The purpose of this paper is to find the connections between the severityRead MoreChildhood Trauma and the Impact of Adulthood1381 Words   |  6 Pagestheir childhood(s). Lenore C. Terr (January, 1999) states, Childhood trauma appears to be a critical etiological factor in the development of a number of serious disorders both in childhood and in adulthood. To better understand childhood trauma, Terr defines this as, the mental result of one sudden, external or a series of blows, rendering the young person temporarily helpless and breaking past ordinary coping and defense operations (January, 1999). The statistics of childhood trauma is alarmingRead MoreLiterature Review On Childhood Trauma Essay1113 Words   |  5 Pagesstudies completed on adults who were 50 years or older and also experienced trauma as a child. They reviewed the impact childhood trauma has on their mental and physical health as older adults. They collected findings from 23 studies that were published between 1996 through 2011 and concluded that childhood trauma did in fact have negative effects on older adults mental and physical health. Although it is well known that trauma at a young age can have serious effects, especially on development, it isRead MoreChildhood Trauma And Its Effects On The Victims Essay2134 Words   |  9 PagesChildhood trauma is one of the most heartbreaking situations to ever fathom happening. Childhood trauma includes neglect, maltreatment, physical and emotional abuse, and many other forms of mistreatment amongst children. Childhood trauma oc curs between the ages of 0 and 6 years of age. When referencing to childhood trauma, one must take thought into who commits the abuse, who is affected by the abuse, and what long term effects can the abuse have on the victims. One must also take into considerationRead MoreChildhood Trauma and Neurological Development Essay950 Words   |  4 PagesChildhood is a time for playdates and learning, a time for big dreams and imaginary adventures. Safety and security should not be questions that linger in uncertainty. However, this is not the case for many children across the globe. Thousands of children from all walks of life each day are faced with unspeakable horror and must deal with the resulting trauma from then on. However, in children, managing this trauma takes a different toll on the mind and heart than it does in adults. While the typeRead MoreThe Lifelong Health Effects Of Childhood Trauma1301 Words   |  6 PagesThe topic that I have decided to write about is childhood trau ma. I wanted to research the lifelong health effects that are caused by childhood trauma. One thing that has always concerned me is the life of children growing up in war-zones or areas with extreme poverty and crime. I assume that there is a correlation between traumatic experiences and health. Many people would argue that the correlation behind it is that it is more likely that a person makes bad health decisions like drinking and doing

Essay on Asian American History - 914 Words

Nowadays, United States is often associated with the term â€Å"melting pot†, which refers to the assimilation of immigrants who were initially heterogeneous with their own distinct backgrounds. Corresponding to that fact, racial discrimination has been significantly reduced within â€Å"melting pot†, in which people gradually understand the differences between them without aversion. However, back in the past, many Americans conceived of Asians as strangers. They were not willing to understand and embrace the biological and cultural differences that set Asian immigrants apart from Europeans and early Americans. Coolie trade, which brought numerous Asian immigrants to the United States as indentured laborers, resulted in numerous stereotypes of†¦show more content†¦Asian immigrants were willing to work although the only given tasks were menial that Caucasians did not consider preferable. Asian immigrants’ way of life was laborious, diligent, and humble; t hey did not complain about their given environments and quit their jobs like Europeans. Asian immigrants had their own American dream to achieve citizenships and prosperity, and in order to accomplish their goals, they kept on working despite harsh and unfair working conditions. However, one distinction that can be made between Asian immigrants and American laborers was there was no justice for Asians. They were purposely denied the resources to defend themselves and influence legislation by Americans like Samuel Gompers who deviously published lies that suggested that Asian immigrants were willing to accept the poor working conditions and low wages in order to dominate over their competitors. Eventually, Asian immigrants began to dominate the American job market; as a result, American and European laborers started to view them as threats and lobbied for discriminatory laws which resulted in immigration quotas. In order to hinder the success and progress of Asian immigrants, many Am ericans like Samuel Gompers viewed them as strangers and prevented them from gaining equal protection under the law which further isolated from the major society. In 1879, when the ChineseShow MoreRelatedAsian American Culture And History1707 Words   |  7 Pagesis racism. The prejudice and racism against Asian Americans seems to never end. Either it’s a nasty side remark about one’s looks or a judgment about one’s personality and abilities. In high school, one of my best friends was Vietnamese and I remember her going through quite a bit of problems. She was most definitely stereotyped and was supposed to be good at math and science, when in truth, she was horrible at both subjects. Instead, she loved history, cooking, and art. Offensive and wrong situationsRead MoreJerry Trinidad . Professor Tuyay . 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The first law limiting immigration based on race was aimed at Asians, Chinese to be more specific. The policy was called The ChineseRead More Researching the Asian American Culture Essay1636 Words   |  7 PagesResearching the Asian American Culture There are fundamental differences between Eastern and Western cultures and the meeting of these cultures has had several effects, both in Asia and here in the US. Overseas, you can see the juxtaposition of American pop culture on the older modes of Asian thought and society. Here, New Age religions find new excuses in Asian religions and philosophies and Anime is appears regularly on Saturday morning cartoons. Often, this juxtaposition becomes turbulentRead More Asian American Experience Essay1642 Words   |  7 PagesAsian American Experience The pain and the suffering, the oppression, and the exclusion all describe the history of Asia America. When they arrived to the United States, they become labeled as Asians. 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This notion derives from the stereotype that Asian families are stable and Asian culture produces success in regards to grades and professions. My questions are as follows: what historical and governmental policies influenced the term, how did it affect Asian-Americans, what should Asian Americans do to be treated equally to improve the rights of their people, andRead MoreMiss Saigon Musical1214 Words   |  5 PagesThe heat is on in Saigon. With larger than life visual spectacle, that dazzles audiences, Miss Saigon does not fall short of its difficult subject matter. Centering around tragic love tale, in which an American GI soldier falls hopelessly in love with a Vietnamese girl, the story quickly unravels and begins to test the true idea of love at first sight. 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Although some Asian Americans were born in their homeland, coming to the U.S. at the age of six still classified them as Asian Americans as they were raised within assimilation of America. Second Generation Asian Americans experienced America more than their parents ever did and that caused a lot of concerns and tension between them and their parents. The Second Generation Asian Americans experienced tension between their parents with

Annotated Bibliography On Mobile Business Intelligence

COMP1715 SCHOLARLY AND ACADEMIC PRACTICE INTERIM SUBMISSION ANNOTATED BIBLOGRAPHY: Mobile Business Intelligence; Who Benefits? PRINCESS DAVID OKORO 000857230 1 TABLE OF CONTENTS 2 INTRODUCTION 3 3 ANNOTATED BIBLIOGRAPHY 3 4 CONCLUSION 6 5 REFERENCES 6 2 INTRODUCTION The perception of mobile computing has been widespread in recent time, thus, generating a platform for the increase of Mobile Business Intelligence .This trend has been moderately encouraged by a drift from traditional computers to a wireless world with the improvement of smartphones which has led to a new age of mobile computing, particularly in the field of Business Intelligence. Kolb (2012), defined Business intelligence as a business†¦show more content†¦(2010). The mobile Business Intelligence Challenge. Economy Informatics. 1 (1), 8. This article examines the challenges faced with the application of mobile business Intelligence within an organisation. Over the years, the demand of data management and usage has increased within an organisation. As a result of the increase in data creation as well as availability, most organisation has sought out various medium to make their data mobile in which they are available for use at any time, thus sustaining competitive advantage by integrating all data channels to offer a broader analytical perspective on a business for competitors. Furthermore, the author stated some of the reasons of the use of Mobile Business Intelligence, which includes the possibilities for real time decision support, it’s accessible as mobile phones are part of our day to day life, etc. However, with the range of large data to process and use simultaneously, this may likely generate into problems such as security risk, difference in GUI of a phone and a Computer, Low storage space in most mob ile devices. In particular, there a few limitation faced when running BI application on a mobile interface such as, the limited amount of sent data, poor resolution of a mobile device, low memory. Despite of all the positive and negative arguments concerning the Mobile Business Intelligence field the author explained that the reality is somehow different because there are still barriers to overcome andShow MoreRelatedTop Three Trends in your profession and associated industry Annotated Bibliography1499 Words   |  6 Pagesï » ¿Briana Berry Week 4 February 16,2015 Top Three Trends in your profession and associated industry-Annotated Bibliography The top three trends in the Cyber Security field are salary, career advancement, and the need for predictions of the future in how information is exchanged. Cyber-crimes are becoming more popular and because of the many attacks that are happening much more frequently it has caused for a higher demand in cyber security professionals. 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A literature review with annotated bibliography Author: Annika Schilling Andreas Werr - Stockholm School of Economics Series: VINNOVA Report VR 2009:06 ISBN: 978-91-85959-47-1 ISSN: 1650-3104 Published: Februari 2009 Publisher:Read MoreThe Project Management Methodologies4677 Words   |  19 Pagesheadquarters, requested that the Business Intelligence department of its Information Systems division streamline and interconnect client, contractor, vendor, and internal enterprise data through a software information management system (IMS). 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Sull and Charles Spinosa 90 The Leadership Team: Complementary Strengths or Conï ¬â€šicting Agendas? Stephen A. Miles and Michael D. Watkins 100 Avoiding Integrity Land Mines BenRead MoreContemporary Issues in Management Accounting211377 Words   |  846 Pagesquiet way. In the area of costing, Michael has undoubtedly deepened our understandings of both conceptual and practical issues, in recent years providing a voice of reason amidst all the consultancy excitement of seemingly new ways of costing the business world. He has played a similar role in the area of accounting standard setting, both taking forward the British tradition of the economic analysis of financial accounting and, of possibly greater significance, providing some very original analyses

Onus of Ethical Lapses Lies on Business Schools Free Essays

Concept Paper Seminars in HRM Final Project Bushra Fatima, MBA 2k8 13 May, 2010 th Bushra Fatima, NUST Business School, 2010 2 Ethical Lapses in Businesses: Onus lies on B Schools? I joined NUST Business School two years back, after I did my engineering degree. The logical premise, I gave to justify my choice to enter a Business school was not that I was passionate about studying business administration in anyway, but was the fact that the MBA is a good add-on to my degree, ensuring better and well paying career options in the long run. In my view back then, a business school was meant to churn out managers, like so many medical and engineering schools that churn out doctors and engineers. We will write a custom essay sample on Onus of Ethical Lapses Lies on Business Schools or any similar topic only for you Order Now By the end of my first semester of MBA, my perception was changed. Getting an MBA doesn’t make you a manager. Management is more of a practice, something that needs to be done outside the safe environment of Business school. According to one of my professors: â€Å"It’s like swimming; you cannot learn it by sitting cozy in an air-conditioned classroom listening to the lecture†. However, like most professions you need to understand the theory behind the practice. Hence, the case with teaching ethics in business schools and the responsibility of the institute to instill ethical values in the students is challenged. Business people act in unethical ways when they start evaluating the risk and rewards of being a moral person. Business school should teach that economic analysis is only helpful and proper when all of the options being considered are morally correct. Aristotle believed ethics was more than just learning a set of rules. Ethics was a way of living. â€Å"One becomes a lute player by playing the lute, one becomes a builder by building; likewise, one becomes courageous by doing courageous acts (a virtue for Aristotle)†¦ † Before I hold the business schools responsible for the ethical lapses that happen in the business world, let us delve into some reality check. Can ethics be taught? Studies show that MBA alters how students view businesses and their roles and responsibilities as managers. Students bring in their ethics and moral values which may be hard to transform all together but a slight change in attitudes may be infused in them during the course of study. However, even if the student learns complete theory associated with ethics, there is no guarantee that what he does outside the class would be in conformance with what he has learnt in class. Unless, the class learning is supported by a value structure of the student’s environment on campus and at home, a message of double standards is sent. That brings me to what the student really learns in the business school and what is emphasized upon during his tenure there. When a student is taught about leadership for example, the emphasis is on business leader’s gain in terms of wealth and building multibillion dollar enterprises rather than what they have contributed to the society or what change they have made for the betterment of humanity. The business schools tend to give a myopic view of success and leadership to the students equating success with monetary gain thus monetization of the concept of leadership. A profitable enterprise according to the business schools are ones which works towards increasing short term monetary gains for the shareholder instead of emphasizing on sustainable growth and benefiting all stakeholders in long term. Thus, indoctrination of money mindedness in done to the extent of poisoning the young mind to think ethics as old school philosophy which stands in the way of success. Overall business schools convey a subtle but lethal message of privilege. Bushra Fatima, NUST Business School, 2010 3 The business school teaching methodology that puts too much emphasis on case study system gives a false confidence to the student that he knows how to solve real life problems. He is encouraged to make use of the economic models without taking into account the variety of problems and issues that may arise as a result of those decisions. The application of the knowledge is taken as a means to a definite end without enabling him to do critical analysis. He is taught how to solve problems but he is not taught think about the side effects of his decisions. The cases highlight success stories and emphasize on numerical and financial aspects without focusing much on the nitty gritty humanistic details. Another problem is that each dimension of business is taught more or less in isolation. The marketing people emphasize on marketing aspects, the finance people emphasize on the financials and the human resource people see things through their own colored glass thus isolating the student from the intricate details of implications resulting from their skewed decisions. The ethics aspect in most case discussions is never emphasized and students are seldom told what not to do. It is important for the students to come up with smart solutions and strategies and they should be able to state their financial viability but nobody questions the ethical viability. For many students ethics equals to norms. Norms they say is how things are done usually which can mean that people can justify their actions just because it is largely acceptable. This leads us to the bandwagon and group think mentality which exists among students. As a society we function collectively. So if it is socially acceptable to bribe, people are going to do it without questioning morality of the action. Business schools, or for that matter any school of learning is responsible to bring a change in the trend of blind followership and enable critical thinking; thus, contributing to evolution of societies. We live in an ethically dysfunctional society. We don’t teach our children to be responsible citizens; instead we emphasize on competing and being the best. We teach children that it’s a jungle out there where survival is that of the fittest. When it comes to making a career choice, we impose that career is one which gives a better return on the money invested on education; thus, forcing them to take up careers not out of passion but out of economic need. This vicious cycle which starts at home makes young minds believe that being successful is equivalent to how much money somebody makes. The educational system also reiterates the same fact, when children are divided into art and science group, on the basis of the grades they get. Aptitude and intelligence is quantified by how much marks a kid gets. If somebody is in a profession such as teaching it is undervalued, because it pays less, and is often the perception that somebody who is a failure otherwise, ends up teaching. Little emphasis is placed on how one can benefit the society by adopting a certain profession; same is the case with people going to business schools. Business school students are there to benefit themselves. Through their induction systems business schools hunt for the overtly ambitious, people who are aggressive and who seek to reach the top at all costs. People who once out of the rigorous and fierce system seek quick success and try to win position of importance in top of the line firms. While business schools have excelled at producing graduates that demonstrate competence in engineering investment products based on complex mathematical models and implementing students exceptional ability at marketing and optimizing productivity, little has been done to enlighten the Bushra Fatima, NUST Business School, 2010 4 student as to how to use his/her acquired intellectual virtues in a manner which promotes morality. Although students leave the university environment excelling with intellectual resources, there is no attempt being made to demonstrate how these attributes can be used to habituate excellence of character. Business schools tend to minimize their responsibility to indoctrinate students with a sense of moral obligation or a proclivity towards the pursuit of moral excellence. I am not saying that being ambitious is wrong. Somebody who is taking up MBA is supposed to be ambitious but that ambition running into raw greed is dangerous. The lust for success and narrow selfish gain is when a person is forced to resort to unethical behavior. The economic models taught at most business schools take away the humanistic element and talk about bottom line and how important is it to achieve that. It infuses a dog-eat-dog attitude among students. Altruism and social responsibility is ridiculed and called soft aspects and are often ignored. The responsibility of business schools starts from the induction process of candidates. They need to assess that people they are lining up to take up positions of power are ethically sound people and are bent on doing good for all the stakeholders instead of just making money and fame for themselves. Ethical values should be made part of the selection criteria and should have more weightage than brilliant academic credentials and qualifications. This is under the premise that you cannot transform ethical values of a person by teaching him ethics in classroom. So this is a better way to take out the bad eggs in the first place. The selection committee should see that the student is willing to work for the betterment of the society and this should reflect on his profile as part of his credentials. Also the candidate’s reference checks should be made and the information given on his profile should be verified in order to make a correct character assessment. However, even if the corrective system is in place it doesn’t ensure hundred percent that ethical lapses won’t happen. As long as there is bigger personal stake involved, unethical practices will take place. One would always question what is in it for them to act ethical, when the bigger gain and recognition goes to someone who cut corners and got away with it. The importance of teaching ethics cannot be ignored as it makes us question every action’s ethical validity. However, the responsibility of business schools is not just to preach ethics in the classroom but to infuse ethics at all levels and balancing the values taught with values practiced. The prevalent belief of innocent until proven guilty gives a chance to students to play around with the system and to get away with questionable behavior. Cheating for that matter is a tolerable action until you are caught. The competition is so tough that students tend to use all means whether fair or unfair to get good grades. For them, ethical are all those actions for which they don’t end up punished. The business schools like any other professional institution should have a â€Å"Hippocratic professional code of conduct† and anybody found to be going against it should be made to pay by dismissal from the profession altogether. In Pakistan where corruption has become a norm an element of change is needed and business schools can play their role in this regard. Top notch business schools should have the power to scrap the degree of those graduates who get involved in unethical behavior such as our ex-prime minister who was an IBA graduate and was alleged of being involved in money laundering. Bushra Fatima, NUST Business School, 2010 5 The curriculum in the business schools should not teach ethics as an isolated course, focusing on philosophy, which end up making the young minds more confused. Rather, ethics should be directed to instruct students to make ethically sound decisions based on rational thought measuring the implications in the real world. Students should be aware of the examples of those who did not comply with ethics and ended up losing everything including their reputation so that they know the dire consequences and think twice before engaging in questionable behavior. The strategy class for example should teach the students not just to build a strategic direction of the company in order to maximize short term profits but also to make choices which go hand in hand with company’s values that can guide their overall culture on the basis of which sustainable growth of an enterprise is achieved. The curriculum in business schools should be such that it encourages out of the box thinking instead of limiting and confining the thought to achieving profits that are investor and company centric. Courses should enable looking at the bigger picture, looking at not short term gains but long term implications on economic, human and environmental development. The purpose of business studies should not be just to prepare students to excel in the prevalent business world but also to find faults in it and try to evolve the system for the better. Business students should be able to criticize business model’s viability, they should be able to challenge the basic assumptions and redesign and re-engineer theories, which in the first place are responsible for the current economic crisis faced by today’s world. The business school curriculum should encompass courses that ignite student’s creativity and encourage him to innovate and come up with viable solutions which benefit the society. Projects with focus on solving global problems such as energy crises or greener planet should be encouraged, as they infuse a spirit of global leadership which is meant to bring a positive change. For a developing country like Pakistan such a focus is imperative as we have been a victim of the capitalist mind set in which the wealthy have become wealthier and the poor have become poorer. We are a debt ridden country and sustainable development is answer to all our problems. So, the top notch business schools are responsible to give back leaders who are focused on creating wealth not just for themselves but create an opportunity of living a better life for millions. To sum it all, the burden of responsibility of ethical lapses of business leaders lie on business schools as the system somewhat creates an unharnessed greed for personal success. This needs to be controlled through redesigning the curriculum and the existing environment, which teaches them to be responsible and creates ethically sound leaders instead of shrewd businessmen. Bushra Fatima, NUST Business School, 2010 6 MBA: In Spirit The MBA is meant to be a holistic degree one which infuses analytical ability, provides a sound based of practical knowledge on basis of which decisions can be made. The two year MBA program is challenging and rigorous which does not only infuses a spirit of competition in the student but teaches him to collaborate and work in teams to get greater success. The program is meant to groom a student’s leadership qualities and gives him courage and knowledge to pursue his ambitions. The MBA is not an end in itself, but a means to an end. It is a degree designed to give you the ability to develop your career to its fullest potential, at an accelerated pace. What will you get out of an MBA? Aside from a powerful life experience, the MBA degree should supply three main value propositions: Skills, Networks, and Brand. Skills These include the â€Å"hard skills† of economics, finance, marketing, operations, management, and accounting, as well as the â€Å"soft skills† of leadership, teamwork, ethics, and communication that are so critical for effective management. MBA students acquire these skills inside and outside the classroom. Since MBA programs attract people from very diverse industries and cultures, a program should be able to leverage these differences and translate them into learning opportunities. Networks An MBA degree program offers access to a network of MBA students, alumni, faculty, and business and community leaders. This network can be very useful when beginning a job search, developing a career path, building business relationships in your current career, or pursuing expertise outside your current field. For example, entrepreneurs need access to capital, business partners, vendors, and clients. Artsrelated businesses need access to funding and strategic management in order to position themselves to be relevant in the marketplace. Global businesses need access to local business cultures as they expand their enterprises to new territories. Brand The MBA degree is a recognized brand that signifies management and leadership training. The particular school and type of MBA program you attend also have brand associations that can help open doors based on the school’s reputation. The strength of a school’s brand is based on the program’s history, its ability to provide students with technical skills and opportunities for personal growth, and the reach of its alumni and industry network. A powerful brand can give you the flexibility to make changes throughout your career. Bushra Fatima, NUST Business School, 2010 7 Concluding Note I believe that MBA should not have specializations in it. It should be a holistic degree in every sense covering courses critical in making organizational strategies. There should be emphasis on leadership and ethical practices. The intent of MBA should be to give the student confidence and help him in career growth. Critical Analysis of Human Resource Management It’s a cliche for organizations in today’s modern high performance corporate world to say that â€Å"people are our greatest assets†. But today the importance of it is all the more accepted. Human capital is a competitive advantage that competitors cannot imitate. So, human resource management and the practices associated with it have become accepted by managers in all forms of organizations as one of the most important strategic levers to ensure continuing success. The Origins Traditionally known as â€Å"personnel management†, was largely an outcome of increased government regulations regarding employment conditions, discrimination, employments rights, health and safety concerns etc. In many organizations today, this older notion of personnel administration still holds sway with its emphasis on rules and regulation. The modern concept of â€Å"human resource management† finds its roots in the 19th and 20th century by the end of the industrial revolution in United States. The notion of employee welfare came into light when managers started to face issues with work force control mainly due to influx of immigrants in the workforce. During this time methods of workforce control were devised and F. W. Taylor came up with the concept of scientific management. Later Henry Ford implemented this concept in his automotive factory. He also came up with the first ever employee welfare department which ensured that no part of employee’s life effected his/her productivity in the workplace. However the methods were more personnel control oriented. By the 1960s, the notion of personnel management had become well-established with a number of clear areas of responsibility attached to it including: †¢ Selection and recruitment †¢ Training and development †¢ Pay and conditions †¢ Industrial relations Bushra Fatima, NUST Business School, 2010 8 Employee welfare †¢ Occupational health and safety. In the 1980s, the concept of human resource management began to gain ground. At the root of the new thinking about the management of people in organizations was the perception of the increasing competitiveness of the global economy. The success of large Japanese corporations in export markets for traditional western products such as cars and electronic goods in the 1970s and 80s took many western corporations by surprise. Studies of Japanese corporations emphasized the importance of effective people management in the competitive strategies of these organizations. The studies showed that Japanese employers performed far better than their western competitors in terms of labor productivity and in process innovation. The key to this success lay in the human resource management practices adopted by Japanese corporations such as Toyota and Matsushita. These practices became evident in western countries as Japanese corporations established manufacturing plants throughout Europe and North America. The human resource management practices which had been so successful in Japan were transplanted with great success to these overseas transplants. The practices included: †¢ Strict and rigorous selection and recruitment †¢ High level of training, especially induction training and on the job training †¢ Team working †¢ Multi-skilling †¢ Better management-worker communications †¢ Use of quality circles and an emphasis on right first time quality †¢ Encouragement of employee suggestions and innovation †¢ Single status symbols such as common canteens and corporate uniforms. The integration of these human resource management practices was to create an organizational culture that allowed workers to identify their own success with that of the corporation. Thus, organizational or corporate culture became an important element in understanding the competitive success of firms and was a major theme of management thinking in the early 1980s. These new human resource management practices and the emphasis on the creation and maintenance of corporate culture stood in sharp contrast to the regulatory view of personnel management that had emerged in the mid-20th century. In fact, many of the new practices were not seen as the exclusive province of the human resource manager but were viewed as the responsibility of line managers in organizations. Bushra Fatima, NUST Business School, 2010 The Criticism Although the roots of human resource management might be relatively clear historically, the term itself and the meaning of human resource management has been the subject of fierce debate amongst practitioners, academics and commentators since its emergence in the early 1990s. Some have simply substituted the term human resource management for perso nnel management and claimed that everything has remained the same. In some cases, this can be seen in the migration of job titles that took place in the last decade as the title of human resource manager has replaced that of personnel manager. Others have argued that human resource management represents a fundamentally new way of managing people at work that goes well beyond the old functional notion of personnel management and emphasizes the creation of a culture in the workplace that harnesses the commitment of individuals to the organization. Yet others, exasperated with the endless definitional debate that seems to surround human resource management, have argued that it is simply an illusion, a â€Å"hologram† behind which we may see many techniques and practices in operation but which is essentially determined by the observer. However, the notion of employee commitment is one which appears to be integral to many of the models and theories of human resource management that have appeared. This notion of harnessing the commitment of employees in organizations was first articulated strongly by Walton (1985) who described how modern organizations were moving their management styles from one based on control, to one based on commitment. Human resource management clearly encompasses the older regulatory hangovers, but goes much further in embracing the management of change, job design, socialization and appraisal as the key levers to achieve organizational success. Modern Human Resource Management The aims of human resource management today are not just integration with the business strategy of the organization, employee commitment, flexibility and quality, but takes commitment as a major integral element. â€Å"Human resource management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce using an array of cultural, structural and personnel techniques†. The main assumptions underlying the modern concept of human resource management shows how much the concept has progressed from the ld notion of personnel management. Firstly, human resource management is clearly not simply the province of the human resource manager. Line managers play a critical role in human resource management and, in fact, could be argued to be the main Bushra Fatima, NUST Business School, 2010 10 organizational exponents of people management. Second ly, human resource management is firmly embedded in business strategy. Unlike the personnel manager, the HR manager is part of the top level strategic team in the organization and human resource management plays a key role in the achievement of business success. Thirdly, the shaping of organizational culture is one of the major levers by which effective human resource management can achieve its objectives of a committed workforce. Thus, human resource management is concerned not only with the formal processes of the management of people but also with all the ways in which the organizational culture is established, re-enforced and transmitted. Challenges faced by HR as a Profession The sense that HR is somehow ‘failing to deliver’ is a central theme in the writings of a number of influential American writers. Jeffrey Pfeiffer (1997), for example, writing about the future of Human Resource Management, suggests that it would be wrong to conclude that the growing interest in HR and Human Resource Management necessarily means that the future of the HR function (in its departmental form) is bright: â€Å"My advice is to resist the temptation to believe that HR managers and staff in organizations have a rosy future or a future at all, because there are some profound problems facing human resources as a function within organizations, as contrasted with the study of human resources as a topic area that makes its viability and continued survival problematical. What has emerged so far in this critical perspective on HR is that many of the activities that HR professionals engage in appear not to be valued by managers and employees. This is because there is either no evidence that the activities actually achieve things that matter or because it is very difficult to prove that what HR does actually r esults in improvements in behavior and performance. If the latter is the reason, then the task of HR is to look carefully at the way in which it measures and evaluates effectiveness; if the problem is more to do with what HR does and how it carries out these activities, then the challenge it faces is more fundamental. The HR function is generally criticized to be an accomplice in trends such as downsizing and contingent work arrangements that are often blamed to undo much of the progress made in managing employee relationships in the past several decades. Also HR professionals are accused of showing lack of leadership in demonstrating the business impact of managing people effectively. Writers such as David Ulrich have suggested redefining HR role not by what it does but by what it delivers: results that enrich the organization’s value to customers, investors and employees. The four key roles that HR professionals need to play to deliver the contributions are as follows: ? A partner in strategy execution: This doesn’t mean that HR should take responsibility for HR and business strategy, which is rightly the domain of the chief executive, but that the head Bushra Fatima, NUST Business School, 2010 11 of the HR department should be an equal partner with other senior managers and should ‘have a seat at the top table’. An administrative expert: This is about getting the basics right and adopting a much more instrumental approach to the use of procedures. The emphasis needs to be on the efficiency of the HR department — reducing its cost base and speeding up its cycle times, without compromising on quality or effectiveness ? An employee champion: This is about HR recognizing that work intensification and an increased sense of insecurity are becoming the new reality for many people and that this is associated with weakened levels of employee commitment. This, in turn, affects the preparedness of employees to contribute more than their contracted level of effort and performance. The role of HR here is to ensure that employees remain engaged and committed, or become re-engaged, either directly through the activities of HR or by HR working with line managers to ensure that they can create a positive psychological and emotional working environment. ? A change agent: According to Ulrich (1997), this role involves HR in building the organization’s capacity to embrace and to capitalize on change. Given that change is the norm for most organizations, the ability to implement and manage the change process is seen as critical to the organization’s ability to function during the change process and to reap the benefits from the changes that have been made. Reducing resistance to change is seen as a key HR contribution. Gaps between HR Academics Practice There’s an incontestable gap between what’s happening in scholarly research and what’s happening in the world of practitioner. However, there’s consensus among academics and research-savvy HR professionals, that HR managers who follow evidence-based principles are best positioned to optimize the success of their organizations. Still, most HR professionals have little time, interest or tolerance for reading researches. Practitioners focus on solving problems and getting tasks done in time- and pressure-packed settings. Academics explore, contemplate and pursue research that can take three years or more before culminating in a journal article. HR practitioners don’t care about the theory behind the practices. They don’t care why processes, tests, or other instruments or procedures work, just that they do. If wearing plaid instead of polka dots on Tuesday’s increases retention, they’ll do it. According to a business school professor, â€Å"People want to Bushra Fatima, NUST Business School, 2010 12 see cost-benefit analyses before they implement. It’s not enough to know structured interviews will give you better-quality people. Practitioners want to see how it affects the bottom line. † Research and academic findings may not always have concrete outcomes. For practitioners ambiguity doesn’t help. They want concrete solutions supported with business outcomes something translated into profits, often missing in HR research. Academics tend to be interested in different subjects than practitioners. For practitioners, those subjects may be too theoretical or too esoteric, or may not be a need-to-know priority. But for academics, whose careers rise or fall on their success at achieving tenure and promotion, the topics are influenced by what the academic reward structure requires. Fault lies with HR curriculums. HR curriculums should develop the competency in all HR professionals to know what is and is not a scientifically based finding or conclusion. We need to audit our curriculums to make sure students are being taught to appreciate the importance of evidence-based management and the role of research in advancing HR. That requires basic understanding of math and statistics. Most undergraduate business and industrial psychology curriculums feature at least one course in statistics, and some observers say that should suffice. In recent years, faculty members have been reluctant to add more quantitative requirements to HR curriculums for fear of losing students. According to my observations most people choose HR because they are math-phobic. Also there is little emphasis on doing research and supporting it quantitatively. In most MBA programs graduate students are not being asked to do research or even read it. When I asked an MBA student his point of view about research, he said; â€Å"MBA students don’t like reading research, so instead students are just discussing cases and practicing being a leader. The HR curriculum should be designed in a way that forces students to engage in consulting. Thus, forcing them to connect the taught courses with field knowledge and enabling them to do hands on research and get comfortable with statistics. This will force them to do analysis and make interpretations. Academics who moonlight as consultants are more likely to relate to the realities of the workplace. Encourage faculty and practitioners to develop and partner in research. Establish conferences or thinktank sessions that bring them together. Encourage exchanges. Cross attendance does occur, but not in enough numbers to create a shared comfort zone. Businesspeople should also cooperate with researchers to enhance body of knowledge and include practical aspects rather than unworkable theories. Another way to increase practical knowledge base is to support sponsored research. Corporations should invest in academics doing research that practitioners need. Experts agree that applied research should meet three criteria. It should be: ? ? ? Rigorous–conducted scientifically so the results can be validated and replicated. Relevant–directed at learning more about, furthering or solving some HR-related problem. Readable–accessible to practitioners who stand to benefit. Bushra Fatima, NUST Business School, 2010 13 Conclusion As a profession HR needs to defend its value by aligning itself with organization’s strategy and focus on achieving business strategy instead of just working as a support function. The HR academia suffers in terms of creating practical value because of its lack of collaboration with HR practitioners. The two can benefit each other and enhance body of knowledge which is far better applicable in real work environments. How to cite Onus of Ethical Lapses Lies on Business Schools, Papers

Leadership - Ethical Decision Making and Regulatory Compliance

Question: Discuss and explain various concepts of leadership and managerial roles, responsibilities, and accountabilities and the impact to the organization. The assignment is all about the leadership and ethical decision making? Answer: Leadership: Leadership is a motivation process of the members of a group. A group is made by different members. Among the members of the group, of a person motivates the members and organizes the activities in the group, then it is known as leadership and the person is known as leader. The rest of the members follow the instructions given by the leader. The work of leader is to lead the members of the team. If a team is working on a particular project, then it is the responsibility of the leader to collect all the data and information regarding the project and to arrange all the activities of the project. Management: The work of manager is to manage all the team members. All the team members work under the manager. The responsibility of the manager is handle all the team members and to make plans for the better outcomes of the project. The work of the manager is to arrange all the required things for the team members. A manager decides task for the every member of the team. The strategy for the project is made only by manager. Manager collects all the data required for the project and delivers the tasks to each and every member of the team. It is his responsibility to study the project before starting the work on it. Manager manages the accountability of the project. Manager is the only responsible person for the accountability of the project. Approaches to be applied in leadership and management: There are two types of thinking Proactive and Reactive. A proactive leader is more focused on achieving the results of the business. They think to get the better outcomes of the project. They arrange all the data required for the project properly and make proper plans. They do all the arrangement and collect all the required points. A reactive leader is focused on the problems done by him and to sort out the problems. Reactive leader doesnt think about the better outcomes of the project. He just focuses about the previous problems and the solutions of the project. A manager should have proactive thinking. He should be focused on the better outcomes of the business. He should be a quick problem solver. He should be critical problem solver, innovative and creative. At the time of crisis, he should solve all the critical problems of the project. Various questions with their answers are given below: What do you feel are the strengths and weaknesses of each managers approach to management? The strength of the manager is proactive thinking. A proactive leader is more focused on achieving the results of the business. They think to get the better outcomes of the project. They arrange all the data required for the project properly and make proper plans. They do all the arrangement and collect all the required points. Sharon has been working as HR manager for 17 years with UWEAR. As per the discussion with Sharon, plan should be made quickly. To get real feel for people and situations, there should be an intuitive management style. To complete the work with better outcomes, there should be a proper plan for the project. Huge project plans should not be prepared, because long implementation timelines are made for that. Short term planning should be done for the current project. Long term planning leads to delay in the accomplishment of the project. It leads to wasting of time and losing of momentum. These are some weaknesses of the managers approach to management.. How will you tailor your approach to each manager based on your knowledge of each of them? My approach will be of proactive thinker. A proactive leader is more focused on achieving the results of the business. They think to get the better outcomes of the project. They arrange all the data required for the project properly and make proper plans. They do all the arrangement and collect all the required points. There should be long term planning because it takes time for implementation and time is wasted by it. Short term planning should be done for the current project. Short term planning would be very effective and efficient and it will lead to better outcomes for the project. What do you feel will be the challenges faced by each manager in formulating and implementing a policy within a relatively short time line? In a short time line, it is difficult for a manager to formulate and implement a policy. There will be planning problem for the manager because time line is short. If a strategy has been prepared by the manager, then there will be problems in the implementation. The strategy should be able to understand easily. The theoretical study of the project is easy but when it is implemented, then it leads to major difficulties. Marcia has been working as HR manager at PALEDENIM for 3 years. According to Marcia, sometimes it is necessary to request additional resources to meet time lines if plans dont go off as scheduled. The problems occur in additional resources. The goal of Marcia is to bring projects in on time and at or below budget. Due to short time line, it is very difficult to bring projects in on time. It is very difficult to bring projects at below budget in short time line.. How do you need to advise each manager to ensure that they formulate and implement the policy? To ensure the formulation and implementation of the policy, various tasks should be done before. A meeting should be conducted with the leadership and human resource teams. Important roles will be played by them in merging. The changes will be driven by the leadership team. Some significant change issues occur in it. These issues should be addressed. As per the requirements, two companies are to be merged. There are 100 employees in UWEAR and PALEDENIM is private company. It has only 15 employees. Same type of service is provided by them. In the terns of business, they are completely different. The philosophies and expectations are totally different for each employee of the organization. So, for the merging, proper synchronization is needed between two companies. When these problems will be sorted out, then manager can be advised for the formulation and implementation of the policies. References: Carlyle Thomas(1841).On Heroes, Hero-Worship, and the Heroic History. Boston : Houghton Mifflin. Fiedler Fred E.(1967).A theory of leadership effectiveness. McGraw-Hill: Harper and Row Publishers Inc. Heifetz Ronald(1994).Leadership without Easy Answers. Cambridge : Harvard University Press. Tittemore James A. (2003).Leadership at all Levels. Canada: Boskwa Publishing. Vroom, Victor, H. Jago, Arthur, G. (1988).The New Leadership: Managing Participation in Organizations. Kleiman, Lawrence S. (2010).Management and Executive Development. Kotter, John P. Dan S. Cohen. (2002).The Heart of Change. Boston: Harvard Business School Publishing. Arvey, R. D.; Rotundo, M.; Johnson, W.; Zhang, Z.; McGue, M. (2006). The determinants of leadership role occupancy: Genetic and personality factors. Howell, Jon P. (2012).Snapshots of Great Leadership. London, GBR: Taylor and Francis. Bono, J. E.; Ilies, R. (2006). Charisma, positive emotions and mood contagion.