The Greatest Artist Has No Conception Which A Single Block Of Marble D

The best craftsman has no origination which a solitary square of marble doesn't conceivably contain inside its mass, yet just a hand faithful to the brain can enter to this picture. ~ Michelangelo Buonarroti Michelangelo portrays in the above statement what it resembles to cut a similarity of an individual out of an enormous square of marble. As we probably am aware from seeing his work, he worked admirably with this errand. Bernini did similarly as fine an occupation on his, yet in a very different path as you will find in the accompanying pages. Michelangelo Michelangelo was conceived on March 6, 1475, in Caprese, Italy, a little town, claimed by the close by city-province of Florence. His dad was the civic chairman. He went to class in Florence, yet he was engrossed by craftsmanship. At the point when he was 13, his dad consented to student him to some notable painters in Florence. Michelangelo was unsatisfied with these specialists, since they would not show him their masterful insider facts. He went to work under another stone carver employed by Lorenzo de Medici. At the point when Michelangelo was 21, he went to Rome, where he was charged to cut a gathering of marble sculptures demonstrating the Virgin Mary supporting the dead Christ on her knees. His figure was called Madonna Della Pieta, and it put Michelangelo on the map. A couple of years after the fact, in 1501, he acknowledged a commission for a sculpture of David. He assumed the test of cutting this excellent work out of a colossal elliptical piece of unadulterated white perfect Carrara marble ? about 18 feet high and gauging a few tons - that had been gravely shut out and afterward relinquished by a previous stone worker (Coughlan 85). This piece had consistently interested Michelangelo, yet neither he, nor any other individual, could consider what to cut from it, as of not long ago (Coughlan 85). Hence started another period in workmanship, the High Renaissance. He started cutting this sculpture for the city of Florence. It would turn into an image of this city, a city ready to take on any and all individuals with regards to its freedom (Coughlan 91). The sculpture gained this importance by the manner in which Michelangelo delineated this scriptural character. Rather than giving us the victor of the fight, with the goliath's head at his feet and a blade in his grasp like Donatello did numerous prior years, he depicts David directly before the fight starts. David is at the time where his kin are delaying and Goliath is taunting him. He is put in immaculate contrapusto; in a similar way the Greeks spoke to their saints (Heusinger 17). The right-hand side of the figure is made, while the left side, from the outstretched foot as far as possible up to the tousled hair, is transparently dynamic and dynamic (Heusinger 18). Frederick Hartt works admirably of portraying the quintessence of the sculpture: All through the sculpture, however particularly in the head, the contention among line and structure... ...is escalated and extended. The highlights are more profoundly undercut than in any of the previous works, potentially as a result of the range from which the sculpture was initially planned to be seen. ...The gigantic eyes ...appear without a moment's delay fluid and red hot. The level planes joining at decided points underlie all the development of the David, not just in the made right masses of the highlights yet all through the knotty, hard, strong, half-created, and uncommonly delightful middle and legs. Just because Michelangelo can encapsulate in the nature of a solitary human body all the enthusiastic show of a man's inward nature. The ligaments of the neck appear to tense and unwind, the veins of the neck, hands and wrists to fill, the nostrils to squeeze, the midsection muscles to contract and the chest to lift with the admission of breath, the areolas to recoil and ere ct, the entire pleased being to tremble like a war horse that smells the fight. In any case, the idea of the fight there is no sign whatever; it is endless and in each man (Hartt 112). When the sculpture was finished, a board of trustees of residents and specialists met to choose where the sculpture ought to be set. Some idea it ought to go close to the means or the congregation of San Piero Scheraggio, others said it

Dead Poets Society Essays - Dead Poets Society, Films, Carpe Diem

Dead Poet's Society Essays - Dead Poets Society, Films, Carpe Diem Dead Poet's Society Carpe Diem In the film Dead Poets Society there is a situation made that was inflexible and severe. At Welton Academy there were four mainstays of goals that understudies must achieve and follow. These were greatness, respect, convention, and order. Another instructor was delegated to educate English. John Keating carried with him a style that advanced the person. This was in direct complexity to the four mainstays of standards. Mr. Keatings Latin saying of Carpe Diem, which implied hold onto the day, was something that would make issues emerge at the foundation. A couple of his understudies would go amiss from academys way. Knox Overstreet was a youngster who was going to Welton Academy. He had observed all the standards as every other person and complied. Anyway after a couple of Mr. Keatings classes he changed his standpoint of life. Knox had a proclivity towards this young lady, Chris Noel, however it was against school arrangement to have ladies nearby during a semester. With the new saying of Carpe Diem in his brain, Knox disregarded the principles and resulted after Chris. In his charming he went to parties and even met her at her open secondary school. In the event that the Headmaster discovered updates on this, Knox would have been ousted. Notwithstanding all the outcomes Know chose to hold onto the day and overlook the impulses of society to follow his fantasies. Another understudy of John Keatings was Charles Dalton. He was more laid back than Knox yet he despite everything clung to the academys rules and guidelines. Charles was totally taken by the colloquialism, and changed his way of life. At the young men illicit Dead Poets Society gatherings in which they read so anyone might hear verse, he brought tobacco funnels and liquor just as young ladies. As observed by his new name, Nwanda, Charlie broke liberated from the exacting life he needed to follow at Welton. He even opposed the Headmaster during a gathering by intruding on his discourse with a call from God. In spite of the fact that this new conduct at last prompted his removal, the life at Welton was presumably not reasonable for an individual like him. Neil Perry was extraordinarily moved by the Latin words, Carpe Diem. His dad put forward such levels of popularity and minimal decision for Neil. His drill sergeant father mapped out his vocation and life. Neil consistently submitted to his dad yet was constantly left troubled and not content with every one of that his dad had arranged and all the standards that he needed to maintain. Neil fantasized acting and earned the lead part in the neighborhood play. In spite of the fact that he was excited, his dad suspected something. At the point when his dad requested him to stop and never to act again, he opposed his dads request and mentioned to him what he wished to do. Neil acted splendidly in his play and his youth dream was practiced. He told his dad his individual needs and wants. Anyway his dads reaction to his child prompted disaster, as he ended it all. Walt Whitman composed, Two streets wandered in the wood, and I picked the one less went on, and that has had a significant effect. By following your own convictions, your wants will be satisfied. The young men prologue to Carpe Diem prompted satisfaction for every one of them. They followed their own wants and were for once upbeat and liberated from the chains of Welton Academy. Book index video

Facebook Could Protect Itself With The First Amendment

Facebook Could Protect Itself With The First Amendment Make Money Online Queries? Struggling To Get Traffic To Your Blog? Sign Up On (HBB) Forum Now!Facebook Could Protect Itself With The First AmendmentUpdated On 15/06/2016Author : Pradeep KumarTopic : FacebookShort URL : http://hbb.me/1Yr0z4H CONNECT WITH HBB ON SOCIAL MEDIA Follow @HellBoundBlogFacebook has been accused of having a liberal bias in regards to what stories go under its “Trending” topics. Liberal media has been an issue for many years for both newspapers and TV. Social media platform, Facebook, is now accused of engaging in this controversial practice. According to an anonymous individual that works as a contractor at Facebook, employees were deleting Conservative news to be published on Facebook’s “Trending” section. All of this was known after Gizmodo, a popular blog, reported the incident last Monday.According to Facebook, this goes against its policy. However, Facebook restated that this section is filtered by algorithms which also serve the purpose of k eeping spam at bay. It is possible that workers could have edited the “Trending” section. In fact, another contractor also confirmed that Facebook had a liberal bias and that it suppressed Conservative news on a regular basis.Government officials didn’t wait to check out this issue, and the Congress immediately sent a request asking about this practice. Facebook hasn’t commented on that specific query yet. Nevertheless, it is expected to cooperate to avoid the subpoena to clarify its methods.Facebook And The First AmendmentOn Thursday, Facebook sent a 20-page document published in The Guardian explaining that besides the algorithm, there are also humans deciding which stories are published and which aren’t. The document also states that specific stories can be put if the people in charge if they decide to.This wasn’t a complete answer since Senator Thune had sent a letter to Mark Zuckerberg asking exactly how news stories are selected, and demanding a complete list of th ose stories that weren’t published. Thune was very concerned about the fact that Facebook could influence the opinions of many people in the U.S. since Facebook has over 200 million American users.The controversy is out there, and it has many implications. The largest social media platform in the world could be facing possible legal challenges. However, in case of Facebook were to be found “guilty” of deleting Conservative trending topics it could defend itself with the First Amendment of the Constitution.READPrevent Your Facebook Profile To Appear On Google SearchAttorneys have different takes on the matter. Stephen Strauss, a lawyer at Bryan Cave, suggested that Facebook could be facing legal problems since it initially stated that the Trending feature was controlled by an algorithm and later on backed off of its initial statement.Mark Bailen, attorney at BakerHostetler, said Facebook could publish the news it likes without being banned by the government for this action. Acc ording to him, the First Amendment is clear in that every individual or company has the right to publish any news stories it wants. Floyd Abrams, a First Amendment lawyer, says that Facebook should be careful about throwing away its own authority by subjugating itself completely to the demands of the Congress.Facebook publicizes that all of its content is unbiased and according to guidelines no content can be prioritized over another. It is interesting to note that if Facebook is protected by the First Amendment, it could have a huge political influence in the future as it could decide what news gets published and which ones don’t take a biased stand.In case, things spiral out of control for Facebook, U.S. citizens may be tempted to file lawsuits against it. This is because of Facebook declared that it published its news in a certain way when in fact, didn’t. However, it would be difficult to find a reason of how this has affected a person in the U.S.Facebook’s stock could get hit if financial implications result from the issue at hand. Spread betting is a good way to profit from changes in stock prices. CMC Markets provides a reliable platform with a wide range of assets ranging from stocks to currencies for this purpose.

US Federal Budget Process - The Spending Bills

House and Senate Work Out Differences in Conference CommitteeSince the spending bills are once again being debated and amended separately, House and Senate versions will have to go through the same conference committee process as the Budget Resolution. The conferees have to agree on one version of each bill capable of passing in both the House and Senate by a majority vote. Full House and Senate Consider Conference ReportsOnce the conference committees have forwarded their reports to the full House and Senate, they must be approved by a majority vote. The Budget Act stipulates that the House should have given final approval to all of the spending bills by June 30. President May Sign or Veto Any or All of the Appropriations BillsAs spelled out in the Constitution, the President has ten days in which to decide: (1) to sign the bill, thereby making it law; (2) to veto the bill, thereby sending it back to Congress and requiring much of the process to begin again with respect the programs covered by that bill; or (3) to allow the bill to become law without his signature, thereby making it law but doing so without his express approval. The Government Begins its New Fiscal YearIf and when the process goes as planned, all the spending bills have been signed by the president and have become public laws by October 1, the start of the new Fiscal Year. Since the federal budget process rarely runs on schedule anymore, Congress will usually be required to pass one or more â€Å"Continuing Resolutions† authorizing the various government agencies to continue operating temporarily at existing funding levels. The alternative, a government shutdown, is not a desirable option.

How Weather Affects Fall Colors

Nothing says autumn quite like a lazy drive through the countryside with the sun illuminating oranges, reds, and yellows in the treetops. But before planning a day of leaf-peeping, its a good idea to check local and regional weather forecasts—and not simply for travel weather purposes. Weather conditions such as temperature, precipitation, and amount of sunlight, actually determine how vibrant (or not) fall colors will be. Leaf Pigment Leaves have a functional purpose for trees: They produce energy for the entire plant. Their broad shape makes them good for capturing sunlight. Once absorbed, the sunlight interacts with carbon dioxide and water within the leaf to produce sugars and oxygen in a process known as photosynthesis. The plant molecule responsible for this process is called chlorophyll. Chlorophyll is responsible for giving a leaf its trademark green color. But chlorophyll isnt the only pigment residing within leaves. Yellow and orange pigments (xanthophylls and carotenoids) are also present; these remain hidden for most of the year because chlorophyll masks them. Chlorophyll is continually depleted by sunlight and is replenished by the leaf through the growing season. Only when chlorophyll levels subside do the other pigments  become visible. Why Leaves Change Color While a number of factors (including weather) influence the brilliance of leaf color, only one event is responsible for  triggering  the decline of chlorophyll:  the shorter daylight and longer overnight hours associated with the change in season from summer to fall. Plants depend on light for energy, but the amount they get changes through the seasons. Beginning on the summer solstice, Earths daylight hours gradually decrease and its nighttime hours gradually increase. This trend continues until the shortest day and longest night is reached on December 21 or 22 each year (the winter solstice). As the nights progressively lengthen and cool, a trees cells begin the process of sealing off its leaves in preparation for winter. During winter, temperatures are too cold, sunlight too dim, and water too scarce and susceptible to freezing to support growth. A corky barrier is formed between each branch and each leaf stem. This cellular membrane blocks the flow of nutrients into the leaf, which also stops the leaf from making new chlorophyll. Chlorophyll production slows and eventually stops. The old chlorophyll begins to decompose, and when its all gone, the leafs green color lifts. In the absence of chlorophyll, the leafs yellow and orange hues dominate. As sugars become trapped inside the leaf by the trees sealant, red and purple (anthocyanins) pigments are also created. Whether by decomposition or by freezing, all of these pigments eventually break down. After this happens, only browns (tannins) are left. Effects of Weather According to the U.S.  National Arboretum, heres how the following weather conditions at each stage of the leaf growing season work to the benefit or detriment of  foliage come September, October, and November: During spring, a wet growing season is ideal.  Drought conditions during the spring (the beginning of the leaf growing season)  can cause the sealing barrier between leaf stem and tree branch to form earlier than normal. This, in turn, can lead to an early shutdown of leaves: Theyll drop before theyve had a chance to develop fall coloration.From summer into early autumn, sunny days and cool nights are desirable.  While adequate moisture is good during the early growing season, it works to mute colors in the early fall. Cool temperatures and abundant sunshine cause chlorophyll to be destroyed more rapidly (recall that chlorophyll breaks down with exposure to light), thus allowing yellows and oranges to be revealed sooner, and also promoting the formation of more anthocyanins.  While cool is best, too cold is detrimental. Freezing temperatures and frosts can kill thin and fragile leaves.During autumn, calm days prolong viewing opportunities.  Once the autumn season arrives, l eaves need time for the buildup of chlorophyll to entirely fade and their dormant pigments to fully take over. Gusty winds and hard rains can cause leaves to fall before their full color potential is reached. The conditions that make for spectacular autumn color displays are a moist growing season followed by a dry autumn with warm, sunny days and cool (but not freezing) nights.

A Report On The Airline Business Industry - 2170 Words

Introduction In the airline business industry it is requirement to have outstanding leadership and culture to achieve a strong business operation and management. The two airlines discussed in this report are Ryan air being the main business of the report with Easyjet being the business for comparison and explanations in leadership styles and culture that are carried out and utilised. Both business offer the same services which are cheap fare flights. RyanAir and Easyjet: †¢ tickets are sold directly to customers †¢ Non luxury flights †¢ Singular type of air carriers to minimise staff training and maintenance costs †¢ offering a single class cabin so all passengers receive the same service Ryanair It is an Irish-owned airline that was established in 1985 by the Ryan family to compete with Aer Lingus and British Airways on the Ireland–U.K. routes. Ryanair offer a point a to point b service and is a low budget airlines and aims to turn flights around within 25 minutes and routes are consistently the shortest of all the Low Cost Carrier’s. RyanAir has transformed itself from an industry minnow into one of Europe s biggest airlines over two decades. However, its obsessive focus on the bottom line has dented its public image. Such as; making employees pay for their own work attire and training along with hidden fees for customers that require extra services. Easy jet Easyjet strongly follow the similar low-cost model like Ryan air and do not offer any luxuries and similarlyShow MoreRelatedAirline Industry : The Airlines Essay1637 Words   |  7 Pagespaper, I equally contemplated each industry while being forced to choose only one to focus on. I felt the most inclined to select the airlines industry, specifically Delta Airlines, since my father is a longtime employee for the company. 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Analysis Of The Underlying Social Psychology Essay Example For Students

Analysis Of The Underlying Social Psychology Essay of the HolocaustMarch 9, 2000The hate and prejudice that began the Holocaust went hand in hand with a political agenda that was fueled by the frustration aggression theory.(1) Hitler blamed the Jews for the loss of World War I and thus, instead of targeting political aspects of the Jewish community, he displaced his aggression towards ALL Jews, even the helpless. This, combined with religious anti-Semitism prejudice that had been present in Germany for 1500 years and the theory of eugenics, was the political and instrumental center of Hitlers political campaign.(5) He used a system of elimination of freedom, which he felt was necessary in the conditioning the German people to follow him. This meant that he would slowly change the rules, allowing him to gain more and more control over his people. New laws preventing rebellious attempts to overthrow his government and the elimination of non-supporters that would possibly dissent, (disagree with his plan)(1), gave Hitler complete control over what happened within the countrys boundaries.(5)He further conditioned the Germans to accept the program for the final solution of the Jews with the constant onslaught of misleading propaganda. Propaganda is the dissemination of ideas and information for the purpose of inducing or intensifying specific attitudes and actions.(4) This misleading information c onditioned the German people to stereotype all Jews as evil and thus most of them became prejudice. This was an effect of what is called the availability effect.(1) That is, they made stereotypical judgements based on the information available to them. Many of the Germans had been raised under the influence of this propaganda and it was all that they knew about the Jews, thus, the only available information with which to make judgements by. Under the umbrella of ethical relativism,(2) these judgements were ethical in relevance to the German culture at this time, and thus, widely accepted by the German people. The German people, especially the soldiers, bonded under what is known as the self-esteem theory of prejudice. Even though being a soldier was what they may have had in common, these men bonded under the belief that they were better than people in other groups, namely the Jews.(1)What is even more frightening is that it was not a well thought out plan, but rather a process with premises to subtly induce men to perform acts that would have ethical consequences that would cause great dissonance or uncomfortableness.(1,5) The soldiers were given information that coerced them into an us vs. them state of mind, the realistic conflict theory. Due to the propaganda that they were bombarded with, they felt that they were competing with the Jews for resources.(1) This may not have been an organized plan, but it was a step b y step journey that led ordinary men from acceptance of the final solution to perpetrators of it. At first, the soldiers accepted the prejudice due to all of the previous theories noted and followed orders to kill. They may not have enjoyed it and not all of them may have complied, but enough did.(4) As soon as they had killed once, cognitive dissonance set in. That is, they had conflicting emotions about murder and following orders.(1) Since they could not change the act that they had committed, they had to change their attitude about the act they committed, thus decreasing the amount of dissonance, or discomfort that they felt due to conflicting feelings. Once they had reached that point, they were on their way to being completely desensitized, and then the committance of murder in the name of their government, culture, and way of life was justifiable. The German people that made up the bystanders in this tragedy may not have been guilty of cold- blooded murder, but they were not innocent either. They were also victims of cultural ethical relativism,(2) believing that if their government thought that this was ethically relative behavior in their culture, then they should comply. In cultural relative behavior, rightness and wrongs vary from place to place, and in this place, this prejudice behavior was considered right. These Germans that did not speak out against the atrocities being committed against the Jews, even if they thought it would be ethically prudent, were also victims of the above theories as well as what is called the bystander effect.(1) The bystander effect is when there is a large group of people and thus the unlikeliness of anyone to help is stronger. This is explained by a theory called the pluralistic ignorance theory.(1) This theory is based on an uncertain situation where the people around them are not reacting to help, thus, they do not see the need to help either. The information that they are receiving from others around them is telling them that it is okay not to interfere, thus they become compliant with what their culture has deemed appropriate behavior, irregardless of what they may be feeling. Black Lives Matter EssayI find myself chastising myself if a stereotypical thought slithers into my consciousness and disseminating the thought to find out why I was thinking that way. Then I go about a reasonable debate within my mind about the pros and cons of the thought and in the end, I realize why the thought was wrong. Once I realize the why, I can then go about working on changing my attitude so that hopefully, someday, I will not be plagued my such thoughts at all. I suppose I am conditioning myself, but it is a positive conditioning. I used to stop myself from thinking bad things about people just because the norm says that it is not nice to do so. I now realize that stopping the thought was not enough. Stopping the thought just pushed it down, it did not dissolve it. It was still in there, lurking around, waiting to rear its ugly head at any moment. I now know that these things must be purged in order to change our attitudes about the world around us if we are going to break free of the vicious cycle of prejudice. I now realize how crippling these things are in everyday life. How many missed opportunities are out there because a stereotypical judgement I made caused me to make the ultimate attribution error about someone or a situation that rendered me immobile, frightened and weak? It is almost as if these stereotypes and prejudices and cognitive dissonance that caused as a result of them are a drug. Once you do it once, you must keep doing it or you feel uncomfortable. We become servants to them and soon they are what our lives revolve around. What a waste of precious thought, time, and energy!I am also realizing, only now, as I write this paper, how many of the negative theories that we have learned about during this class are the result of stereotypes and prejudice. They are the first dominoes in line, they are the foundation, because they are the first dominoes of cognitive dissonance. They start it, and then everyday, we conform like slaves, so that we do not feel uncomfortable. But now, I see a pin dot of light at the end of the tunnel. For if we can eliminate our prejudices, we can topple the immense structure that seems to be devouring our culture, our children, and ultimately, our future. I understand that this is a great task, but I would rather be on a journey of this kind than the one of blindness, confusion and subservience that I have been on. I always knew that I did not want to be this type of person, having been a victim of it as a child, but I never knew quite how to go about changing my attitude. Well, there are no excuses for such behavior now, because now I have the tools. I know I cant change the world or even a single other person, but I can change myself, my outlook on life, my actions and my attitudes. A passage that I read once comes to mind: A single small pebble causes a ripple that will travel the length of the ocean. It may take a lifetime, but it reaches the other side. This reminds me of the rescuers and that one person can make a difference, and I intend to. References1.Aronson, Elliot (1999). The Social Animal, Eighth Edition2.Beauchamp, Tom L.(1991) Philosophical Ethics, An introduction to Moral Philosophy, Second Edition. 3.Block, Gay w/Drucker, Malka (1992) Rescuers: Portraits of Moral Courage4.Browning, Christopher (1992) Ordinary Men: Reserve Police Batallion 101 and the Final Solution in Poland. 5.Why the Germans? http://www.holocaust-history.org/short-essays/why-the-germans.shtmlBibliography1.Aronson, Elliot (1999). The Social Animal, Eighth Edition2.Beauchamp, Tom L.(1991) Philosophical Ethics, An introduction to Moral Philosophy, Second Edition. 3.Block, Gay w/Drucker, Malka (1992) Rescuers: Portraits of Moral Courage4.Browning, Christopher (1992) Ordinary Men: Reserve Police Batallion 101 and the Final Solution in Poland. 5.Why the Germans? http://www.holocaust-history.org/short-essays/why-the-germans.shtml

Capote Vs. Krakauer Essays - English-language Films, Truman Capote

Capote Vs. Krakauer Capote/Krakauer Comparison Essay The most important thing any writer can do is to give their characters a feel of dimension to make them seem real. Although Capote and Krakauer do that in very different ways in In Cold Blood and Into Thin Air, they both reached the same end result: characters you believe. They give them thoughts, faces and personalities. They don't portray everyone as flawless, they display the faults and the little quirks. They give them life through words, making these stories believable. Despite the fact both incidents happened years before each book was written, the use of detailed facts and personality profiles make each story seem incredibly realistic. But while Capote chooses to write an entirely objective piece, Krakauer relies heavily on personal opinion and experience, creating two very distinct frames of mind and causing the reader too see the characters in each book very differently. In 1959 the Clutter family was murdered in a tiny Kansas town called Holcomb. Six years later Truman Capote wrote a very detailed book about the whole case, from the day of the murder to the court case prosecuting the two murderers, Dick and Perry. Although he wasn't there when the four murders happened, through word choice, description and characterization he creates an accurate portrait of the many intense events surrounding such a tragic story. In comparison, in 1996 esteemed climber Rob Hall led an expedition of moderately experienced climbers attempting to climb Mt. Everest, only to result in disaster and the loss of nine people's lives. Jon Krakauer was a member of that expedition, and wrote a piece about the misadventure for Outside magazine. Feeling there was more to be said, soon after he wrote a book. Krakauer takes a similar approach as Capote, yet inserting more opinions and less of a feeling of objectiveness to his characters. This is most likely since Krakauer was living Everest first hand, as opposed to Capote who put himself into the environment years later, picking up details here and there instead of relying solely on memory and friends. One of Capote's greatest strengths is to create thought for his characters, making it almost appear as if he knows what they are thinking. All summer Perry undulated between half-awake stupors and stickly, sweat-drenched sleep. Voices roared through his head; one voice persistently asked him, ?Where is Jesus? Where And once he woke up shouting, ?The bird is Jesus! The Bird is Jesus!? (381) This selection almost creates a feeling that Capote is talking about himself as opposed to a man he never met. Although this type of detail may seem unimportant to the overall story, it creates an amazing sense of believability. That ability is one of the main reasons Capote's book is so believable. By seeing Perry suffer through his horrible nightmares its easier to believe his character. It makes him very real and lifelike to the readers. Krakauer also gives voice to his characters, yet his interpretation of them seems to be constantly influenced by his own opinions of their personality and actions. Stuart Hutchinson, thirty-four, attired in a Ren and Stimpy tee shirt, was a cerebral, somewhat wonkish Canadian cardiologist on leave from a research fellowship. (37) By implying that he pictured Hutchinson as ?wonkish' (i.e. behavior seen as crazy, humorous, or amusingly perverse) he is putting an idea in the readers head which otherwise might not have been there. It is Krakauer stating his view on the man's behavior that provides a different tone, basing that on the fact that other people on the expedition may not have felt the same way. One area in which both authors excel is description. Both stories have a sense of reality, with all the fabulous description of scenery it is easier to picture what is happening. For Capote, it wasn't hard to get people to relate to a small town in the Midwest. At one end of the town stands a dark old stucco structure, the roof of which supports an electric sign --DANCE-- but the dancing has ceased and the advertisement has been dark for several years. (13) That is a sight which many people have seen in one form or another in their lives, making it even easier to understand the town of Holcomb and its small population. Krakauer has a harder task, trying to relate readers to being on Mt. Everest, something very few people have ever done. To make up for that fact, he uses great detail to help create a picture

Facts About the Ambulocetus Prehistoric Whale

Facts About the Ambulocetus Prehistoric Whale Ambulocetus dates from the early Eocene epoch, about 50 million years ago, when the ancestors of modern whales were literally just dipping their toes into the water: this long, slender, otter-like mammal was built for an amphibious lifestyle, with webbed, padded feet and a narrow, crocodile-like snout. Name: Ambulocetus (Greek for walking whale); pronounced AM-byoo-low-SEE-tussHabitat: Shores of the Indian subcontinentHistorical Epoch: Early Eocene (50 million years ago)Size and Weight: About 10 feet long and 500 poundsDiet:Â  Fish and crustaceansDistinguishing Characteristics: Webbed feet; narrow snout; internal rather than external ears Oddly, an analysis of Ambulocetus fossilized teeth shows that this walking whale thrived in both fresh and saltwater lakes, oceans and rivers, a characteristic shared only with a single modern-day crocodile hailing from Australia (and no identified whales or pinnipeds). Given its slim, unprepossessing appearanceno more than 10 feet long and 500 pounds dripping wet how do paleontologists know that Ambulocetus was ancestral to whales? For one thing, the tiny bones in this mammals inner ears were similar to those of modern cetaceans, as was its ability to swallow underwater (an important adaptation given its fish-eating diet) and its whale-like teeth. That, plus the similarity of Ambulocetus to other identified whale ancestors like Pakicetus and Protocetus, pretty much seals the cetacean deal, though creationists and anti-evolutionists will always continue to doubt the missing link status of this walking whale, and its kinship to more recent beasts like the truly enormous Leviathan. One of the odd things about Ambulocetus, and its above-mentioned relatives is that the fossils of these ancestral whales have been discovered in modern-day Pakistan and India, countries otherwise not well known for their abundance of prehistoric megafauna. On the one hand, its possible that whales can trace their ultimate ancestry to the Indian subcontinent; on the other, its also possible that the conditions here were particularly ripe for fossilization and preservation, and early cetaceans had more of a worldwide distribution during the Eocene epoch.

Is a justified war ethical Essay Example | Topics and Well Written Essays - 1250 words

Is a justified war ethical - Essay Example historians and theologians depict them as holy wars fought to oust Muslim domination and regain control of Christian Holy Lands, while others portray the wars as a series of ruthless and intentional attacks by religious extremists (Guibert). The stance of the Church is that the Crusades were ethically justified. They heavily base their arguments on the ‘Just War Theory’ that was proclaimed by two of the Church’s most celebrated theologians – St. Augustine and St. Thomas Aquinas. The former was a renowned Catholic Bishop and theologian who lived in the 5th Century, author of many books of which ‘City of God’ and ‘Confessions’ are the most famous. He is looked upon as the creator of the Just War Theory. His effect on Christian theology is so immense that his influence persisted from the time of the middle ages up to the current period (Crusade-Encyclopedia). St. Thomas Aquinas was a renowned Catholic priest, philosopher and theologian who lived in the 13th Century. He totally agreed with his 5th Century counterpart’s Just War Theory principles, adding that religious and philosophical truths do not oppose each other, but in fact each one complements the other, as they are nothing but two different sides of the same truth. St. Aquinas went on to add that perception power and thought were required to comprehend the many facets and workings of the Universe (Bbc.co.uk). St. Augustine’s Just War Theory states that in case of defending oneself solely and personally in matters related to life or material possessions, one does not have the right to take the life of another human being. This train of thought follows the abstract idea of Christian charity which proclaims that if struck on the cheek, one should not retaliate likewise but instead exercise restraint and meekly ‘turn the other cheek’ to receive additional punishment. However, when it involved the good and safety of others the above principle ceases to hold relevance and one faces the moral

Photomedia in Modern and Contemporary Art Essay

Photomedia in Modern and Contemporary Art - Essay Example The essay "Photomedia in Modern and Contemporary Art" talks about the Photomedia in the context of Modern and Contemporary Art. In week 2 the articles analyzed were Laszlo’s Moholy-Nagy A New Instrument of Vision and Walter Benjamin’s the Work of Art in the Age of Mechanical Reproduction. Moholy-Nagy’s text provides a broad theoretical overview of the unique qualities of the photographic art. The most notable element is the indication that photography is not simply the replication of reality, but rather assumes new artistic forms of expression. This argument is very sound in that instead of focusing on abstract notions of aesthetics, it indicates that photography largely demonstrates newly perceptions on space and reality. Walter Benjamin’s the Work of Art in the Age of Mechanical Reproduction is a seminal work of art criticism and contains a number of important points. One of the most pervasive considerations is Benjamin’s contention that are in th e current milieu has lost a sense of mystique of mysticism because of mass production methods. Benjamin’s insights make considerable sense especially when considered in light of contemporary Internet or new media art forms where the very medium is transitory. While Benjamin links this insight to the need to reimagine the political context of the art object, it is perhaps more contemporary relevant in the perspective it provides on the larger structural interpretations of the art object. In these regards, one considers that art functions. not just as a plane of understanding where one judges its aesthetic qualities, but that the nature of ‘aesthetic qualities’ is also a shifting significatory pattern. Week 3 While previous readings have considered the nature of photography as an art form and the extent that the subject content bespeaks to an aesthetic form, the Photographic Conditions of Surrealism examines the nature of framing and other elements that contribute to the artistry of the photograph. In examining two pictures, the author states, â€Å"In both cases one is treated to the capture of the photographic subject by the frame, and in both, this capture has a sexual import† (‘Photographic Conditions of Surrealism,’ p.89). Even as a slight argument could be made for the sexual implications of the photographic framing techniques implemented, it seems that in large part the author has overreached in his assessment as a means of hyperbole. Still, the insight that photographic framing affects the perceptions of the specific aesthetic elements of the photograph remains a

Everything you Need to Know About Human papillomavirus Essay Example for Free

Everything you Need to Know About Human papillomavirus Essay Chances are you have at least came into contact with the human papilliomavirus and had no clue you did. Most adults have whom are sexually active have been exposed to HPV, with as many as 20 million estimated Americans to be infected with the strains that cause genital warts. The good news, most cases have no symptoms of health problems. Now for the bad news, it causes nearly all cases of cervical cancer . In many ways, you can compare HPV to genital herpes. Both are incurable and rarely have symptoms. However, both are capable of causing medical problems and are both widespread in this country. Luckily, HPV only causes cancer in a small percentage of those infected. Besides cervical cancer, which is usually all that ever gets mentioned when discussing this infection, HPV can also cause cancer of the vulva, penis, head, neck, and anus, but these are extremely rare. These viruses are called papillomavirus because they tend to cause warts, or papillomas. Which are benign tumors. Warts caused from HPV can appear in the hands, feet or on/around the genital area. The strains of HPV that cause warts on the hands and feet are rarely the same as the ones that cause genital warts. There are about two hundred different types of HPV. Only about forty strains are caused from some form of sexual contact and only a handful are associated with cervical cancer. More than ninety-five percent of HPV viruses cause no symptoms and problems. The Gardasil vaccine, a serious of three shots over a period of six months, was approved for women between the ages of thirteen and twenty-six. This vaccine was shown to prevent HPV strains sixteen and eighteen, strains causing seventy percent of cervical cancer. Gardisil does not cure or prevent all strains of HPV. Researchers dont know if patients who show no symptoms are as contagious as the ones who are.

Origins Of Distrust Between Th :: essays research papers

The Arab world has been one of the most confusing areas known to the western world. Because of this confusion, the people of the Middle East have been made to suffer, not only at the hands of the west, but also by their own. Even though Arab and western world relations have been stabalizing, they are still long way off from achieving a lasting peace. â€Å"The roots of all these problems go back to the settlement imposed on the Middle East in 1918-1922†(Field 26). Since before the start of World War I, there was a great Western presence in the area we know today as the Arab world. Britsh and French forces occupied Northern Africa since 1882; British occupied Egypt, at the request of Sultan in Constantinople, and the region we today call the Mahgreb: Morocco, Tunisia, and Algeria. In addition, to its presence in Egypt, Britain also kept the Gulf states under her protection and held Aden as a colony. According to the â€Å"version of events one hears in the Middle East, is that British and French policy at the time was a straightforward betrayal of the Arabs†(Field 28). Because of the Ottoman rule in the Middle East, the Europeans began to persuade the Arab leaders to revolt by promising them their independence. But what was meant, was independence from Turkish rule with the aid, supervision and/or protection from Britain and France. In simple terms, the Europeans powers would be the new occupiers of the Middle East. The deception came in the form of two documents; one important to the Europeans powers, and the other to the Jews. The Sykes-Picot Agreement of February 1916, was the document that divided the Middle East between Britain and France. The agreement stated that Lebanon and Syria would be set aside as areas of French interests and the British were free to intervene in the Arab region in the South. Sykes-Picot remained a secret to the Arabs till 1917, when after the Bolshevik Revolution, Russia had published it. From 1918 the Europeans began to place monarchs in the countries(lands) they had established. Some remained in power for a short amount of time (Sherif Hussein) and others began a lineage (Abdullah in Transjordan). Nevertheless, the rulers that were placed by Britain, were deposed of due to the nationalistic ideas that were arising in the Middle East. The second form of deception was the Balfour Decleration, in which was stated that the British government favoured and supported â€Å"the establishment in Palestine of a natural home for the Jewish people†(Field 44).

Organisational Behaviour

CONTENT Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦1 Trends affecting the workplace †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦2 The changing workforce†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2 Workplace value and ethics †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 4 Interview outcome †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 Research outcome†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 8 Reference list†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 9 Appendix A†¦Ã¢â‚¬ ¦Ã ¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 10 Appendix B†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 11 Introduction Organizational behaviour knowledge is very important for everyone. It not only benefits a person as an individual, but also influences organization events. There are five organizational behaviour trends in the workplace: globalization, the changing workforce, evolving employment relationships, virtual work, and workplace values and ethics. In this essay, we will talk about two of them which are the changing workforce and workplace values and ethics. For the changing workforce, as Mcshane and Travaglione (2007) said there are primary and secondary dimensions of workforce diversity. And those diversities can present both opportunities and challenges in organization. Workplace values and ethics is a significant part of organizational behaviour trends. It can dictate people’s priorities, preferences and desires’ (Mcshane & Travaglione 2007, p 13). In order to understand these two trends better, I interviewed a manager who has six years work experience in Seven-Eleven store. During this face-to face interview, some relevant questions were asked. And the research result is quite helpful. Trends affecting the workplace 1. The cha nging workforce With the development of globalisation, workforce diversity has become one of the most important trends that affect the workforce. People who work in the same workplace may have different religion, education and work experience. And those diversities can bring opportunities and challenges to an organization. Racial diversity Ethnic and racial diversity in the workplace is a core value in organization. For example, Canada is a diverse country with a number of ethnic groups. Visible minorities account for 10 per cent of the Canadian population in 1995 and this figure is expected to double by 2015 (Demers, cite in Seymen 2006). Furthermore, Atiyyah (cited in Seymen 2006)in his work, concentrates on workforce diversity which is composed of Americans, Europeans, mainly Asian countries such as India, Pakistan, Sri Lanka, Bangladesh, Iran and Persian Gulf countries. Today,with globalisation increasingly happening , majority of organisation have seen multicultural background employees as a important part of success in this highly diversified society. The advantage of having a multi cultural group of employees in an organization is it broadens an organization’s view as they exchange ideas and opinions, working towards making a better and more effective business decision. However a diversified organization also has its disadvantage. One of the problems to overcome is cross-cultural communication. For members of different culture, they interpret certain words, actions or signals differently. As Karoc-kakabadse and kouzmin (2001) highlights that different cultures have different understanding regarding the interaction process and the different style of dialogues. Some misunderstanding could occur due to different interpretation and cause workplace disagreements Therefore in a diversified environment, it is important to practice cultural awareness as to avoid misinterpretation which could lead to unproductive working attitudes within an organization. Women in workforce Compare to the many years ago, woman in the workforce have increased intensively. Women have proven to be better at managing staff in an organization as they are more people-orientated. As Mcshane and Travaglione (2007) suggest that compared to male managers, woman managers are more relationship orientated and adopt a stronger emphasis on teams and employee involvement. However in many occasion, woman have stronger family commitment compared to men. Therefore higher percentages of main position in organization are mostly men. On the other hand, woman have been increasingly joining the workforce as many organization have better working conditions offered to woman such as longer maternity leave and in some organizations, childcare services are introduced to help woman return to the workforce after childbirth. Generational diversity Generational diversity could present opportunities as well as challenges in an organization(Mcshane & Travaglione 2007). Basically, generation X and generation Y has different work values as generation X go for job security while generation Y goes more for job satisfaction, status and social involvement(Cinnamo & Gardner 2008). By understanding generational diversity, it could help to identify employees’ needs, in turn managers or employers could come up with organization policies that matches those needs which could result in better job satisfaction and also low employee turnover. Employee turnover disadvantages an organisation as recruitment cost time, effort and money. And retaining employees with experiences, and training employees giving them more skills could in turn help the organization reach greater heights. Advantages of generational diversity could be improved decision making and team performance on complex tasks. In a diverse society, a diverse workforce would provide a better customer service too. This is one of the reasons why some organizations choose employees of diversified backgrounds and generations. 2Workplace value and ethics Importance of values in workplace McDonald and Zepp (2007) define values as the embodiment of what an organization stands for, and should be the basis for the behaviour of its members. Value and ethics guide employees’ actions, behaviours and making decisions. The influence of family, religion , community will determine individual values, Within an organization, when employees have clash of values , It becomes very difficult for them to work together , therefore having a set of organization work policy is very important , it defines the appropriate ethics and values that employees should have. With increasing cultural diversity these days, it is very important to find shared values that majority in an organization believe in, to promote harmony and also increase efficiency as they work together. However due to society diversity, ethical conflict could occur. As Wartick and Wood (1998) defines ethical conflicts as dissonances among principles of right among principles of wrong. At a workplace, it is common to come across ethical conflict whereby both parties reckon they are right in their own way, making decision to the benefit of the organisation. In this situation, conflict resolution comes in, where they should together and put their differences aside, and come up with an ideal solution. Corporate social responsibility Corporate social responsible is the organization’s moral obligation towards all of its stakeholders. Otherwise as Kotler and Lee (2005) define corporate responsible is a commitment to improve community well-being through discretionary business practices and contributions of corporate resources. This refers to a voluntary commitment a business is making in choosing an implementing these practices rather than mandated by law or by other ethical issues. Big organizations like Westpac and McDonalds practice corporate social responsible. First and foremost, due to their finance ability, and also to its massive marketing campaigns which due to influences the public. According to Macdonald CSR report 2007, over the years, they have been involved in caring for the environment, contribution to the Australian economy, practicing food safety and responsible marketing, and also giving scholarship and grants to children. In recent years, organizations are no longer after just profit-making, corporate social responsible is getting more and more businesses attention. Interview outcome In order to under to understand these two trends better, a manager of Severn-Eleven who has six year experience has been interviewed. During the face-to-face interview, ten relevant questions were asked. Here is the interview outcome. The changing workforce a) What do you think is changing workforce? I think changing workforce is the replacement of skilled labour, and training employees when the situation is required. b) Do you think the changing workforce is important in the workplace? Yes. I think it is important in a workplace. c) Why do you think it is/or is not? With demands around us constantly changing, it is important for us to prepare ourselves with skills, knowledge that is needed to cope with these changes. If not it will be difficult for our business to compete in this harsh and competitive environment. d) What factors do you think can affect the changing workforce? Technology advance could affect the changing workforce. e) Is there cultural diversity within your employees? Why yes/no? Yes, I employ a mixture of races of employees within my organsation, and they get along pretty well. I chose employees from different background mainly because of the multi-cultural environment we have in Victoria, and also the ideas they be able to exchange as they work together. Workplace values and ethics a) What do you think are ethical values? Ethical values are what one think is right or wrong and it guides one’s actions. For example, here in 7-Eleven ethical principles are those tell the truth, take complaints seriously, treat customers and employees fairly and so on. b) Do you think ethical values are important in the workplace? Yes, it is important. ) Why do you think they are/or are not? They provide behaviour rules that can control one’s thoughts and actions. They can affect one’s decision making and organization’s operation. d) What factors do you think have affected the way we think about ethical behaviour at work? It may be past work experience, cultural practices and family influences. e) Do you think people’s ethical behaviour at wo rk is affected by what their colleagues or superiors are doing? Yes, as the working environment of a person could directly affect a person’s decision and actions. Research outcome According to this interview, it is evident that employers find the need for employees continue acquiring skills to keep up with the changing workforce. As technology advances, it increases challenges in the workplace. For example machines and computers replacing human labour. Uren (2009) stated during recession, women, by contrast, have done better in the services sector of the economy, which is not as severely affected by recessions as manufacturing. As intangible service can only be provide by human labour. When equipped with skills, it is not difficult to cope with the changing workforce. Generally there is agreement about the trends compared to the interview results as the employer interviewed emphasized about inquiring new skills, and also supports cultural diversity within her chosen employees. Upon entering an organisation, ethics and value do affect an employee’s attitude and judgment, however his or her values could be shaped by religion, family upbringing, past experiences, therefore it is something hard to change. Corporate social responsibility educates and affects not only the organisation’s external environment; it affects the internal environment as well. Employees could learn proper way ethics on the way, as the organisation carry out campaigns, and it could guide the employees, giving them the ability and knowledge to help the public and needy and cutting down on environmental harm. Upon reflecting, the results we have got from the interview were useful and also highlight the importance of the changing workforce and ethics and values in organsations. We would have a better idea of what to expect when u enter the workforce. My new knowledge would influence me to develop cultural awareness in this multi-cultural environment, and also to keep up with changes, by learning new skills on the way. Conclusion From the above literature review, we could conclude that generational and cultural diversity may not be a bad thing, it broadens employees’ views and prospects, allows them to exchange ideas and interact , bringing out better opportunities in the global market. However, there are its short-comings, like ethics and value conflict and also cross-cultural communication problems. These could lead to major issue like misinterpretation of information and employee conflicts, which could affect employee’s performance and productivity. In recent years, there are increasing women joining the workforce, furthermore, occupying main position in organisation. In some situations, women have proved to be better managers than men, as they use a more interactive style of management, and more sensitive to employee’s needs. When employees’ needs are fulfill, they are more likely to feel job satisfaction. Corporation social responsible are getting more organization attention and participation as it provides marketing purpose, and also educating the public with minimizing environmental harm and helping the needy. Compared to the past, organisations are not just for making profit, but also responsible to the public. Reference list Cennamo, L and Gardner, D 2008, ‘Generational differences in work values, outcomes and person-organization values fit’, Journal of Managerial Psychology, vol 23, no. 8, pp 891-906. Karoc-Kakabadse, N. and Kouzmin, A. (2001), ‘Low- and high-context communication patterns: towards mapping cross-cultural encounters’, Cross Cultural Management, vol. 8, no. 2, pp. 3-24. Kotler, P and Lee, N, 2005, Corporate social responsibility: doing the most good for your company and your cause, John Wiley and Sons, AUS Mcdonalds, G and Zepp, R 1989, ‘Business ethics: practical proposal’, Journal of Management Development, vol 8, no 1, pp 55-66. McDonald’s 2007, McDonald’s Australia Corporate Social Responsibility Report, McDonald’s, Australia, viewed on 31 Mar 2009. Mcshane, S and Travaglione T, 2007, Organisational Behaviour on the Pacific Rim, 2ed, McGraw-Hill, AUS Seymen, O 2006, ‘The cultural diversity phenomenon in organisations and different approaches for effective cultural diversity management: a literary review’, Cross Culture Management, vol 13, no 4, pp 296-315. Uren, D 2009, ‘One in four workers to go on welfare’, The Australia, 31 Mar, pp, 6. Wartick, S and Wood D, 1998, International business and society, Wiley-Blackwell, US Appendix A Interview Questions The changing workforce a) What do you think is changing workforce? b) Do you think the changing workforce is important in the workplace? c) Why do you think it is/or is not? d) What factors do you think can affect the changing workforce? e) Is there cultural diversity within your employees? Why yes/no? Workplace values and ethics a) What do you think are ethical values? b) Do you think ethical values are important in the workplace? ) Why do you think they are/or are not? d) What factors do you think have affected the way we think about ethical behaviour at work? e) Do you think people’s ethical behaviour at work is affected by what their colleagues or superiors are doing? Appendix B Summary Globalisation has brought challenges and opportunities to the workplace. In th e multi-cultural working environment, there are opportunities to learn more from people from diversified backgrounds, which encourages creativity and exchange of ideas. Challenges could be conflicts due to misinterpretation of message, and also cultural differences. An offensive action or word may not mean to be offensive to another person. Misinterpretation could lead to conflict within the organisation, and unrest in a workplace. Therefore active listening and cultural awareness should be practice in a workplace. Misinterpretation could also lead to inefficiency at work. Changing workforce could be due to technology advance whereby employees should continuously learning skills to cope with the changes. With inappropriate skills, it could lead to inefficient completion of task, and also affects organisation’s productivity. Workplace value and ethics could be a challenge as well, as everyone is different. Different individuals have different values and ethic affecting their decisions and action. Value and ethics of an individual are shaped from past experiences, family upbringing, schooling and religion. Therefore it is something very hard to change. But in a workplace, it is inevitable to work with individuals of different ethics and values. And in serious cases, there could be ethic and value conflicts which could slow down teamwork’s progress. Therefore it is important to always communication and listen to sort the best way out when a problem occur. Corporate social responsibility is getting the attention of many organsations now. Compared to many years ago, organisation now is not just about making profit. They are more concern about environmental harms, people who need help and also responsible marketing and advertising. For example McDonalds which does community work, do clean ups for the environment, discourage wastage, and helping the needy. Most importantly, they engaged in responsible marketing, where they care the food they produce to sell, the health issues and also obesity issues linked to their products. Organisational Behaviour CONTENT Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦1 Trends affecting the workplace †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦2 The changing workforce†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2 Workplace value and ethics †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 4 Interview outcome †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 Research outcome†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 8 Reference list†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 9 Appendix A†¦Ã¢â‚¬ ¦Ã ¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 10 Appendix B†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 11 Introduction Organizational behaviour knowledge is very important for everyone. It not only benefits a person as an individual, but also influences organization events. There are five organizational behaviour trends in the workplace: globalization, the changing workforce, evolving employment relationships, virtual work, and workplace values and ethics. In this essay, we will talk about two of them which are the changing workforce and workplace values and ethics. For the changing workforce, as Mcshane and Travaglione (2007) said there are primary and secondary dimensions of workforce diversity. And those diversities can present both opportunities and challenges in organization. Workplace values and ethics is a significant part of organizational behaviour trends. It can dictate people’s priorities, preferences and desires’ (Mcshane & Travaglione 2007, p 13). In order to understand these two trends better, I interviewed a manager who has six years work experience in Seven-Eleven store. During this face-to face interview, some relevant questions were asked. And the research result is quite helpful. Trends affecting the workplace 1. The cha nging workforce With the development of globalisation, workforce diversity has become one of the most important trends that affect the workforce. People who work in the same workplace may have different religion, education and work experience. And those diversities can bring opportunities and challenges to an organization. Racial diversity Ethnic and racial diversity in the workplace is a core value in organization. For example, Canada is a diverse country with a number of ethnic groups. Visible minorities account for 10 per cent of the Canadian population in 1995 and this figure is expected to double by 2015 (Demers, cite in Seymen 2006). Furthermore, Atiyyah (cited in Seymen 2006)in his work, concentrates on workforce diversity which is composed of Americans, Europeans, mainly Asian countries such as India, Pakistan, Sri Lanka, Bangladesh, Iran and Persian Gulf countries. Today,with globalisation increasingly happening , majority of organisation have seen multicultural background employees as a important part of success in this highly diversified society. The advantage of having a multi cultural group of employees in an organization is it broadens an organization’s view as they exchange ideas and opinions, working towards making a better and more effective business decision. However a diversified organization also has its disadvantage. One of the problems to overcome is cross-cultural communication. For members of different culture, they interpret certain words, actions or signals differently. As Karoc-kakabadse and kouzmin (2001) highlights that different cultures have different understanding regarding the interaction process and the different style of dialogues. Some misunderstanding could occur due to different interpretation and cause workplace disagreements Therefore in a diversified environment, it is important to practice cultural awareness as to avoid misinterpretation which could lead to unproductive working attitudes within an organization. Women in workforce Compare to the many years ago, woman in the workforce have increased intensively. Women have proven to be better at managing staff in an organization as they are more people-orientated. As Mcshane and Travaglione (2007) suggest that compared to male managers, woman managers are more relationship orientated and adopt a stronger emphasis on teams and employee involvement. However in many occasion, woman have stronger family commitment compared to men. Therefore higher percentages of main position in organization are mostly men. On the other hand, woman have been increasingly joining the workforce as many organization have better working conditions offered to woman such as longer maternity leave and in some organizations, childcare services are introduced to help woman return to the workforce after childbirth. Generational diversity Generational diversity could present opportunities as well as challenges in an organization(Mcshane & Travaglione 2007). Basically, generation X and generation Y has different work values as generation X go for job security while generation Y goes more for job satisfaction, status and social involvement(Cinnamo & Gardner 2008). By understanding generational diversity, it could help to identify employees’ needs, in turn managers or employers could come up with organization policies that matches those needs which could result in better job satisfaction and also low employee turnover. Employee turnover disadvantages an organisation as recruitment cost time, effort and money. And retaining employees with experiences, and training employees giving them more skills could in turn help the organization reach greater heights. Advantages of generational diversity could be improved decision making and team performance on complex tasks. In a diverse society, a diverse workforce would provide a better customer service too. This is one of the reasons why some organizations choose employees of diversified backgrounds and generations. 2Workplace value and ethics Importance of values in workplace McDonald and Zepp (2007) define values as the embodiment of what an organization stands for, and should be the basis for the behaviour of its members. Value and ethics guide employees’ actions, behaviours and making decisions. The influence of family, religion , community will determine individual values, Within an organization, when employees have clash of values , It becomes very difficult for them to work together , therefore having a set of organization work policy is very important , it defines the appropriate ethics and values that employees should have. With increasing cultural diversity these days, it is very important to find shared values that majority in an organization believe in, to promote harmony and also increase efficiency as they work together. However due to society diversity, ethical conflict could occur. As Wartick and Wood (1998) defines ethical conflicts as dissonances among principles of right among principles of wrong. At a workplace, it is common to come across ethical conflict whereby both parties reckon they are right in their own way, making decision to the benefit of the organisation. In this situation, conflict resolution comes in, where they should together and put their differences aside, and come up with an ideal solution. Corporate social responsibility Corporate social responsible is the organization’s moral obligation towards all of its stakeholders. Otherwise as Kotler and Lee (2005) define corporate responsible is a commitment to improve community well-being through discretionary business practices and contributions of corporate resources. This refers to a voluntary commitment a business is making in choosing an implementing these practices rather than mandated by law or by other ethical issues. Big organizations like Westpac and McDonalds practice corporate social responsible. First and foremost, due to their finance ability, and also to its massive marketing campaigns which due to influences the public. According to Macdonald CSR report 2007, over the years, they have been involved in caring for the environment, contribution to the Australian economy, practicing food safety and responsible marketing, and also giving scholarship and grants to children. In recent years, organizations are no longer after just profit-making, corporate social responsible is getting more and more businesses attention. Interview outcome In order to under to understand these two trends better, a manager of Severn-Eleven who has six year experience has been interviewed. During the face-to-face interview, ten relevant questions were asked. Here is the interview outcome. The changing workforce a) What do you think is changing workforce? I think changing workforce is the replacement of skilled labour, and training employees when the situation is required. b) Do you think the changing workforce is important in the workplace? Yes. I think it is important in a workplace. c) Why do you think it is/or is not? With demands around us constantly changing, it is important for us to prepare ourselves with skills, knowledge that is needed to cope with these changes. If not it will be difficult for our business to compete in this harsh and competitive environment. d) What factors do you think can affect the changing workforce? Technology advance could affect the changing workforce. e) Is there cultural diversity within your employees? Why yes/no? Yes, I employ a mixture of races of employees within my organsation, and they get along pretty well. I chose employees from different background mainly because of the multi-cultural environment we have in Victoria, and also the ideas they be able to exchange as they work together. Workplace values and ethics a) What do you think are ethical values? Ethical values are what one think is right or wrong and it guides one’s actions. For example, here in 7-Eleven ethical principles are those tell the truth, take complaints seriously, treat customers and employees fairly and so on. b) Do you think ethical values are important in the workplace? Yes, it is important. ) Why do you think they are/or are not? They provide behaviour rules that can control one’s thoughts and actions. They can affect one’s decision making and organization’s operation. d) What factors do you think have affected the way we think about ethical behaviour at work? It may be past work experience, cultural practices and family influences. e) Do you think people’s ethical behaviour at wo rk is affected by what their colleagues or superiors are doing? Yes, as the working environment of a person could directly affect a person’s decision and actions. Research outcome According to this interview, it is evident that employers find the need for employees continue acquiring skills to keep up with the changing workforce. As technology advances, it increases challenges in the workplace. For example machines and computers replacing human labour. Uren (2009) stated during recession, women, by contrast, have done better in the services sector of the economy, which is not as severely affected by recessions as manufacturing. As intangible service can only be provide by human labour. When equipped with skills, it is not difficult to cope with the changing workforce. Generally there is agreement about the trends compared to the interview results as the employer interviewed emphasized about inquiring new skills, and also supports cultural diversity within her chosen employees. Upon entering an organisation, ethics and value do affect an employee’s attitude and judgment, however his or her values could be shaped by religion, family upbringing, past experiences, therefore it is something hard to change. Corporate social responsibility educates and affects not only the organisation’s external environment; it affects the internal environment as well. Employees could learn proper way ethics on the way, as the organisation carry out campaigns, and it could guide the employees, giving them the ability and knowledge to help the public and needy and cutting down on environmental harm. Upon reflecting, the results we have got from the interview were useful and also highlight the importance of the changing workforce and ethics and values in organsations. We would have a better idea of what to expect when u enter the workforce. My new knowledge would influence me to develop cultural awareness in this multi-cultural environment, and also to keep up with changes, by learning new skills on the way. Conclusion From the above literature review, we could conclude that generational and cultural diversity may not be a bad thing, it broadens employees’ views and prospects, allows them to exchange ideas and interact , bringing out better opportunities in the global market. However, there are its short-comings, like ethics and value conflict and also cross-cultural communication problems. These could lead to major issue like misinterpretation of information and employee conflicts, which could affect employee’s performance and productivity. In recent years, there are increasing women joining the workforce, furthermore, occupying main position in organisation. In some situations, women have proved to be better managers than men, as they use a more interactive style of management, and more sensitive to employee’s needs. When employees’ needs are fulfill, they are more likely to feel job satisfaction. Corporation social responsible are getting more organization attention and participation as it provides marketing purpose, and also educating the public with minimizing environmental harm and helping the needy. Compared to the past, organisations are not just for making profit, but also responsible to the public. Reference list Cennamo, L and Gardner, D 2008, ‘Generational differences in work values, outcomes and person-organization values fit’, Journal of Managerial Psychology, vol 23, no. 8, pp 891-906. Karoc-Kakabadse, N. and Kouzmin, A. (2001), ‘Low- and high-context communication patterns: towards mapping cross-cultural encounters’, Cross Cultural Management, vol. 8, no. 2, pp. 3-24. Kotler, P and Lee, N, 2005, Corporate social responsibility: doing the most good for your company and your cause, John Wiley and Sons, AUS Mcdonalds, G and Zepp, R 1989, ‘Business ethics: practical proposal’, Journal of Management Development, vol 8, no 1, pp 55-66. McDonald’s 2007, McDonald’s Australia Corporate Social Responsibility Report, McDonald’s, Australia, viewed on 31 Mar 2009. Mcshane, S and Travaglione T, 2007, Organisational Behaviour on the Pacific Rim, 2ed, McGraw-Hill, AUS Seymen, O 2006, ‘The cultural diversity phenomenon in organisations and different approaches for effective cultural diversity management: a literary review’, Cross Culture Management, vol 13, no 4, pp 296-315. Uren, D 2009, ‘One in four workers to go on welfare’, The Australia, 31 Mar, pp, 6. Wartick, S and Wood D, 1998, International business and society, Wiley-Blackwell, US Appendix A Interview Questions The changing workforce a) What do you think is changing workforce? b) Do you think the changing workforce is important in the workplace? c) Why do you think it is/or is not? d) What factors do you think can affect the changing workforce? e) Is there cultural diversity within your employees? Why yes/no? Workplace values and ethics a) What do you think are ethical values? b) Do you think ethical values are important in the workplace? ) Why do you think they are/or are not? d) What factors do you think have affected the way we think about ethical behaviour at work? e) Do you think people’s ethical behaviour at work is affected by what their colleagues or superiors are doing? Appendix B Summary Globalisation has brought challenges and opportunities to the workplace. In th e multi-cultural working environment, there are opportunities to learn more from people from diversified backgrounds, which encourages creativity and exchange of ideas. Challenges could be conflicts due to misinterpretation of message, and also cultural differences. An offensive action or word may not mean to be offensive to another person. Misinterpretation could lead to conflict within the organisation, and unrest in a workplace. Therefore active listening and cultural awareness should be practice in a workplace. Misinterpretation could also lead to inefficiency at work. Changing workforce could be due to technology advance whereby employees should continuously learning skills to cope with the changes. With inappropriate skills, it could lead to inefficient completion of task, and also affects organisation’s productivity. Workplace value and ethics could be a challenge as well, as everyone is different. Different individuals have different values and ethic affecting their decisions and action. Value and ethics of an individual are shaped from past experiences, family upbringing, schooling and religion. Therefore it is something very hard to change. But in a workplace, it is inevitable to work with individuals of different ethics and values. And in serious cases, there could be ethic and value conflicts which could slow down teamwork’s progress. Therefore it is important to always communication and listen to sort the best way out when a problem occur. Corporate social responsibility is getting the attention of many organsations now. Compared to many years ago, organisation now is not just about making profit. They are more concern about environmental harms, people who need help and also responsible marketing and advertising. For example McDonalds which does community work, do clean ups for the environment, discourage wastage, and helping the needy. Most importantly, they engaged in responsible marketing, where they care the food they produce to sell, the health issues and also obesity issues linked to their products. Organisational Behaviour CONTENT Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦1 Trends affecting the workplace †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦2 The changing workforce†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2 Workplace value and ethics †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 4 Interview outcome †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 Research outcome†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 8 Reference list†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 9 Appendix A†¦Ã¢â‚¬ ¦Ã ¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 10 Appendix B†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 11 Introduction Organizational behaviour knowledge is very important for everyone. It not only benefits a person as an individual, but also influences organization events. There are five organizational behaviour trends in the workplace: globalization, the changing workforce, evolving employment relationships, virtual work, and workplace values and ethics. In this essay, we will talk about two of them which are the changing workforce and workplace values and ethics. For the changing workforce, as Mcshane and Travaglione (2007) said there are primary and secondary dimensions of workforce diversity. And those diversities can present both opportunities and challenges in organization. Workplace values and ethics is a significant part of organizational behaviour trends. It can dictate people’s priorities, preferences and desires’ (Mcshane & Travaglione 2007, p 13). In order to understand these two trends better, I interviewed a manager who has six years work experience in Seven-Eleven store. During this face-to face interview, some relevant questions were asked. And the research result is quite helpful. Trends affecting the workplace 1. The cha nging workforce With the development of globalisation, workforce diversity has become one of the most important trends that affect the workforce. People who work in the same workplace may have different religion, education and work experience. And those diversities can bring opportunities and challenges to an organization. Racial diversity Ethnic and racial diversity in the workplace is a core value in organization. For example, Canada is a diverse country with a number of ethnic groups. Visible minorities account for 10 per cent of the Canadian population in 1995 and this figure is expected to double by 2015 (Demers, cite in Seymen 2006). Furthermore, Atiyyah (cited in Seymen 2006)in his work, concentrates on workforce diversity which is composed of Americans, Europeans, mainly Asian countries such as India, Pakistan, Sri Lanka, Bangladesh, Iran and Persian Gulf countries. Today,with globalisation increasingly happening , majority of organisation have seen multicultural background employees as a important part of success in this highly diversified society. The advantage of having a multi cultural group of employees in an organization is it broadens an organization’s view as they exchange ideas and opinions, working towards making a better and more effective business decision. However a diversified organization also has its disadvantage. One of the problems to overcome is cross-cultural communication. For members of different culture, they interpret certain words, actions or signals differently. As Karoc-kakabadse and kouzmin (2001) highlights that different cultures have different understanding regarding the interaction process and the different style of dialogues. Some misunderstanding could occur due to different interpretation and cause workplace disagreements Therefore in a diversified environment, it is important to practice cultural awareness as to avoid misinterpretation which could lead to unproductive working attitudes within an organization. Women in workforce Compare to the many years ago, woman in the workforce have increased intensively. Women have proven to be better at managing staff in an organization as they are more people-orientated. As Mcshane and Travaglione (2007) suggest that compared to male managers, woman managers are more relationship orientated and adopt a stronger emphasis on teams and employee involvement. However in many occasion, woman have stronger family commitment compared to men. Therefore higher percentages of main position in organization are mostly men. On the other hand, woman have been increasingly joining the workforce as many organization have better working conditions offered to woman such as longer maternity leave and in some organizations, childcare services are introduced to help woman return to the workforce after childbirth. Generational diversity Generational diversity could present opportunities as well as challenges in an organization(Mcshane & Travaglione 2007). Basically, generation X and generation Y has different work values as generation X go for job security while generation Y goes more for job satisfaction, status and social involvement(Cinnamo & Gardner 2008). By understanding generational diversity, it could help to identify employees’ needs, in turn managers or employers could come up with organization policies that matches those needs which could result in better job satisfaction and also low employee turnover. Employee turnover disadvantages an organisation as recruitment cost time, effort and money. And retaining employees with experiences, and training employees giving them more skills could in turn help the organization reach greater heights. Advantages of generational diversity could be improved decision making and team performance on complex tasks. In a diverse society, a diverse workforce would provide a better customer service too. This is one of the reasons why some organizations choose employees of diversified backgrounds and generations. 2Workplace value and ethics Importance of values in workplace McDonald and Zepp (2007) define values as the embodiment of what an organization stands for, and should be the basis for the behaviour of its members. Value and ethics guide employees’ actions, behaviours and making decisions. The influence of family, religion , community will determine individual values, Within an organization, when employees have clash of values , It becomes very difficult for them to work together , therefore having a set of organization work policy is very important , it defines the appropriate ethics and values that employees should have. With increasing cultural diversity these days, it is very important to find shared values that majority in an organization believe in, to promote harmony and also increase efficiency as they work together. However due to society diversity, ethical conflict could occur. As Wartick and Wood (1998) defines ethical conflicts as dissonances among principles of right among principles of wrong. At a workplace, it is common to come across ethical conflict whereby both parties reckon they are right in their own way, making decision to the benefit of the organisation. In this situation, conflict resolution comes in, where they should together and put their differences aside, and come up with an ideal solution. Corporate social responsibility Corporate social responsible is the organization’s moral obligation towards all of its stakeholders. Otherwise as Kotler and Lee (2005) define corporate responsible is a commitment to improve community well-being through discretionary business practices and contributions of corporate resources. This refers to a voluntary commitment a business is making in choosing an implementing these practices rather than mandated by law or by other ethical issues. Big organizations like Westpac and McDonalds practice corporate social responsible. First and foremost, due to their finance ability, and also to its massive marketing campaigns which due to influences the public. According to Macdonald CSR report 2007, over the years, they have been involved in caring for the environment, contribution to the Australian economy, practicing food safety and responsible marketing, and also giving scholarship and grants to children. In recent years, organizations are no longer after just profit-making, corporate social responsible is getting more and more businesses attention. Interview outcome In order to under to understand these two trends better, a manager of Severn-Eleven who has six year experience has been interviewed. During the face-to-face interview, ten relevant questions were asked. Here is the interview outcome. The changing workforce a) What do you think is changing workforce? I think changing workforce is the replacement of skilled labour, and training employees when the situation is required. b) Do you think the changing workforce is important in the workplace? Yes. I think it is important in a workplace. c) Why do you think it is/or is not? With demands around us constantly changing, it is important for us to prepare ourselves with skills, knowledge that is needed to cope with these changes. If not it will be difficult for our business to compete in this harsh and competitive environment. d) What factors do you think can affect the changing workforce? Technology advance could affect the changing workforce. e) Is there cultural diversity within your employees? Why yes/no? Yes, I employ a mixture of races of employees within my organsation, and they get along pretty well. I chose employees from different background mainly because of the multi-cultural environment we have in Victoria, and also the ideas they be able to exchange as they work together. Workplace values and ethics a) What do you think are ethical values? Ethical values are what one think is right or wrong and it guides one’s actions. For example, here in 7-Eleven ethical principles are those tell the truth, take complaints seriously, treat customers and employees fairly and so on. b) Do you think ethical values are important in the workplace? Yes, it is important. ) Why do you think they are/or are not? They provide behaviour rules that can control one’s thoughts and actions. They can affect one’s decision making and organization’s operation. d) What factors do you think have affected the way we think about ethical behaviour at work? It may be past work experience, cultural practices and family influences. e) Do you think people’s ethical behaviour at wo rk is affected by what their colleagues or superiors are doing? Yes, as the working environment of a person could directly affect a person’s decision and actions. Research outcome According to this interview, it is evident that employers find the need for employees continue acquiring skills to keep up with the changing workforce. As technology advances, it increases challenges in the workplace. For example machines and computers replacing human labour. Uren (2009) stated during recession, women, by contrast, have done better in the services sector of the economy, which is not as severely affected by recessions as manufacturing. As intangible service can only be provide by human labour. When equipped with skills, it is not difficult to cope with the changing workforce. Generally there is agreement about the trends compared to the interview results as the employer interviewed emphasized about inquiring new skills, and also supports cultural diversity within her chosen employees. Upon entering an organisation, ethics and value do affect an employee’s attitude and judgment, however his or her values could be shaped by religion, family upbringing, past experiences, therefore it is something hard to change. Corporate social responsibility educates and affects not only the organisation’s external environment; it affects the internal environment as well. Employees could learn proper way ethics on the way, as the organisation carry out campaigns, and it could guide the employees, giving them the ability and knowledge to help the public and needy and cutting down on environmental harm. Upon reflecting, the results we have got from the interview were useful and also highlight the importance of the changing workforce and ethics and values in organsations. We would have a better idea of what to expect when u enter the workforce. My new knowledge would influence me to develop cultural awareness in this multi-cultural environment, and also to keep up with changes, by learning new skills on the way. Conclusion From the above literature review, we could conclude that generational and cultural diversity may not be a bad thing, it broadens employees’ views and prospects, allows them to exchange ideas and interact , bringing out better opportunities in the global market. However, there are its short-comings, like ethics and value conflict and also cross-cultural communication problems. These could lead to major issue like misinterpretation of information and employee conflicts, which could affect employee’s performance and productivity. In recent years, there are increasing women joining the workforce, furthermore, occupying main position in organisation. In some situations, women have proved to be better managers than men, as they use a more interactive style of management, and more sensitive to employee’s needs. When employees’ needs are fulfill, they are more likely to feel job satisfaction. Corporation social responsible are getting more organization attention and participation as it provides marketing purpose, and also educating the public with minimizing environmental harm and helping the needy. Compared to the past, organisations are not just for making profit, but also responsible to the public. Reference list Cennamo, L and Gardner, D 2008, ‘Generational differences in work values, outcomes and person-organization values fit’, Journal of Managerial Psychology, vol 23, no. 8, pp 891-906. Karoc-Kakabadse, N. and Kouzmin, A. (2001), ‘Low- and high-context communication patterns: towards mapping cross-cultural encounters’, Cross Cultural Management, vol. 8, no. 2, pp. 3-24. Kotler, P and Lee, N, 2005, Corporate social responsibility: doing the most good for your company and your cause, John Wiley and Sons, AUS Mcdonalds, G and Zepp, R 1989, ‘Business ethics: practical proposal’, Journal of Management Development, vol 8, no 1, pp 55-66. McDonald’s 2007, McDonald’s Australia Corporate Social Responsibility Report, McDonald’s, Australia, viewed on 31 Mar 2009. Mcshane, S and Travaglione T, 2007, Organisational Behaviour on the Pacific Rim, 2ed, McGraw-Hill, AUS Seymen, O 2006, ‘The cultural diversity phenomenon in organisations and different approaches for effective cultural diversity management: a literary review’, Cross Culture Management, vol 13, no 4, pp 296-315. Uren, D 2009, ‘One in four workers to go on welfare’, The Australia, 31 Mar, pp, 6. Wartick, S and Wood D, 1998, International business and society, Wiley-Blackwell, US Appendix A Interview Questions The changing workforce a) What do you think is changing workforce? b) Do you think the changing workforce is important in the workplace? c) Why do you think it is/or is not? d) What factors do you think can affect the changing workforce? e) Is there cultural diversity within your employees? Why yes/no? Workplace values and ethics a) What do you think are ethical values? b) Do you think ethical values are important in the workplace? ) Why do you think they are/or are not? d) What factors do you think have affected the way we think about ethical behaviour at work? e) Do you think people’s ethical behaviour at work is affected by what their colleagues or superiors are doing? Appendix B Summary Globalisation has brought challenges and opportunities to the workplace. In th e multi-cultural working environment, there are opportunities to learn more from people from diversified backgrounds, which encourages creativity and exchange of ideas. Challenges could be conflicts due to misinterpretation of message, and also cultural differences. An offensive action or word may not mean to be offensive to another person. Misinterpretation could lead to conflict within the organisation, and unrest in a workplace. Therefore active listening and cultural awareness should be practice in a workplace. Misinterpretation could also lead to inefficiency at work. Changing workforce could be due to technology advance whereby employees should continuously learning skills to cope with the changes. With inappropriate skills, it could lead to inefficient completion of task, and also affects organisation’s productivity. Workplace value and ethics could be a challenge as well, as everyone is different. Different individuals have different values and ethic affecting their decisions and action. Value and ethics of an individual are shaped from past experiences, family upbringing, schooling and religion. Therefore it is something very hard to change. But in a workplace, it is inevitable to work with individuals of different ethics and values. And in serious cases, there could be ethic and value conflicts which could slow down teamwork’s progress. Therefore it is important to always communication and listen to sort the best way out when a problem occur. Corporate social responsibility is getting the attention of many organsations now. Compared to many years ago, organisation now is not just about making profit. They are more concern about environmental harms, people who need help and also responsible marketing and advertising. For example McDonalds which does community work, do clean ups for the environment, discourage wastage, and helping the needy. Most importantly, they engaged in responsible marketing, where they care the food they produce to sell, the health issues and also obesity issues linked to their products.