Emotional Intel Essay

Abstract The purpose of this paper is to present information regarding effects of globalization on the economy and the culture of the Norway, during the past few years. Five sets of research questions were used to form the bases of the paper. The intent is to illiterate the cultural dynamics and business culture of the Country. Knowledge of the influence of culture and business practices will assist one with understanding globalization as it pertains to Norway. Using the information in this paper, individuals like consultants and managers who interact with Norweigians can use this as a framework or perspective Summary of the case study â€Å"A Naà ¯ve Sahab In India† The case study â€Å"A Naà ¯ve Sahab in India† tells the story of Brian Moseley, an Aspen Automotive employee from the US who has just been relocated to India to become the new managing director for Bindi Brake Company that had been acquired by Aspen. Brian’s main goal at Bindi is to improve operations and to â€Å"make the Indians efficient†. During Brian’s visits to the plants he observed many employees socializing instead of working, and found out that performance review and pay for performance were unheard at Bindi and employees were rarely dismissed no matter how poorly they performed their jobs. Brian asked his managers, who were born and educated in India to come up with a strategy plan to improve operations. After many months of frustrating meetings, and episodes when Brian lost his temper with his managers, he announced to the managerial team his own strategic plan to take place immediately that included performance appraisal, personnel cuts, pay -for-performance increases and others. Bindi’s manager did not reinforce the changes and Brian became even more forceful of his ideas, increasing the tension between him and his managers. Briand was referred by his managers as the â€Å"sahab†, a term used to describe Brian’s â€Å"culturally imperialistic† style. Even with all the turmoil, Brain persisted and kept pushing his managers to apply the changes to their subordinates but instead of improving operations, Brian’s decisions pushed most of his managers to resign. All these obstacles made Brian wonder if changes and efficient operations would ever be a reality for the Bindi Brake Company. â€Å"A Naà ¯ve Sahab in India† clearly describes Deb Brian’s authoritarian managerial style and lack of  cultural knowledge of India hurt his goals to transform Bindi into an efficient operations plant for Aspen Automotive. Brian’s personal frame of reference made him judge his Indian’s managers based on his own American values and made his Indians co-workers to see him as an dictatorial man telling them what to do in a disrespectful away. By failing to understand the Indian’s culture in the workplace Brian created a hostile environment and conflicts between him and his managers. Many characters in the â€Å"A Naà ¯ve Sahab in India† can share the responsibility for the lack of change at the Bindi Brake Company. The first to be blamed is Aspen Automotive. Aspen should have better prepared Brian for his new position at Bindi. Aspen should also have directed Brian to attend multicultural training sessions where he could learn and better understand the Indian culture. Secondly, Brian should have taken the initiative to seek â€Å"cultural† assistance from Aspen human resources, from other expatriates or from Rajan in an attempt to find a more cultural sensitive way to approach his managers. Rajan, who had a better understanding of the Western culture due the fact that he was educated in a London University, felt attacked by Brian’s aggressive style but did little to help him. Rajan should have advised Brian that his aggressive managerial style would only bring conflicts to team instead of change in the company. The last one to be blamed is the Indian manager, who had Brian’s trust, and should have been the bridge between Brian and his managers, trying to advise both sides to be more receptive to changes and culturally sensitive. Before Brian can advance and apply his strategy at Bindi, he needs to learn how to be more culturally sensitive. He would benefit from cultural training sessions, which has been proved to be very effective to prepare professionals for intercultural work. By going through such training, Brian would learn how to better approach his managers without being too offensive. Brian will have to re-think his strategies before putting together a new manager team made up with old and newly hired managers, and only then carefully and slowly introduce the expected changes for the company. Male/Female Differences Disparities between males and females in society can be seen everywhere and the work place is no different. Women are expected to be vulnerable and sympathetic to others’ needs, while men are expected to be competitive, strong and rational. In business, these gender differences determine communication behaviors and interactions. A study published in the â€Å"Journal of Social and Development Sciences† confirms, â€Å"the gender of individuals engaged in negotiations will affect the communication style utilized by each individual† (Yu-Te Tu, 2012, p. 125). Women might rely more on non-verbal and indirect communication, which has been noted as a characteristic to those who have less power. Women are still pictured as the fragile gender by society, however many of the exclusive â€Å"female traits† are strengths that can make women more efficient managers than men. For example, women who are able to relate to others easily and possess the ability to empower will be successful mentors to those in their workplace. It has been noted that women also tend to avoid confrontations, as they prefer to seek solut ions to solve the problem. When it comes to emotional intelligence women, once more, they prove that they have an advantage over males. According to the study published by the â€Å"Journal of Business and Psychology†, it states that women scored higher than males on an emotional intelligence test which results imply â€Å"females might be better at managing their emotions and the emotions of others as compared to males† (Mandell & Pherwani, 2003, p.399). It is important to note that emotional intelligence is the key aptitude necessary for successful leadership, which should put women in a more advantageous position to assume managerial positions. Unfortunately the â€Å"glass ceiling† is not the only issue women have to worry about; sexual harassment in the workplace is another big concern for organizations and companies. The majority of victims of sexual harassment in the workplace are women. Studies have shown that more than half of women executives in the U.S. have been a victim of sexual harassment (Central Michigan University, 2008). Sexual harassment has many consequences, for instance, it can be financially costly to the company and cause severe emotional issues for the employee who suffered the harassment. To eliminate sexual harassment, companies are investing in training and have reinforced rules, policies and penalties regarding such inappropriate behavior. Women still have to go through many obstacles to prove themselves efficient as leaders, but big corporations are slowly realizing how much more women can do to improve their business. Differences in Self Disclosure Self-disclosure is the concept of divulging information about oneself with others, whether it is co-workers, family, or friends. According to S. A. Beebe, S. J. Beebe, Remond, Geerinck (2010), they define self-disclosure not only as a strategy of sharing basic information with others, but it is the sharing of information about oneself that may be out of the ordinary that would not necessarily be discoverable otherwise. There are different styles of self-disclosure that derive from the Johari Window, ranging from the turtle and interviewer to the bull-in-the-China shop and transparent. The differences between these styles are based on how much one discloses and depending on how much is disclosed, it will determine the kind and quality of relationship that is formed with another person. Those who are able to disclose much about his or herself are transparent, whereas those who keep to themselves are seen as â€Å"turtles,† which carry an imaginary bubble around them (Central Mic higan University, 2008). Interviewers are those who have no problem asking questions of others but are more likely to shut out to those who ask questions of them, whereas those who possess a â€Å"bull-in-the-China shop† style are those who have no problem giving feedback but shut out those who give them feedback (Central Michigan University, 2008). The information that Chapman (2003) presents on the Johari Window is very similar to the Central Michigan University’s (2008) information. They both discuss the breakdown of the Johari Window, including the discussion of the four panes, known area, hidden area, unknown area, and blind area, although Chapman (2003) does a better job as discussing what each pane means. In order to tie into emotional intelligence, Chapman (2003) give the relationship of the Johari Window to emotional intelligence, suggesting that the Johari Window has offered a new way to assess oneself and the relationships that are formed based on the openness level achieved. All readings offered the same conclusions about self-disclosure and the Johari Window, stating that being open with others offers risks and rewards, however in order to build strong relationships, one must be able to find a balance on the amount of disclosure one will allow. Emotional Intelligence Emotional intelligence is the notion of understanding oneself and how one is  self-aware, how one self-manages, how one is socially aware and how one is able to mange their relationships. The common trend among all definitions of emotional intelligence is that it is the ability to understand and recognize not only one’s own emotions, but also other’s emotions and how they influence one’s relationships and behaviors (Bradberry, Greaves, 2009). The level of emotional intelligence one possesses can greatly influence the interpersonal communication skills one develops. Many could argue that it is important to have a strong sense of emotional intelligence in order to bring cohesion to the workplace, as well as be more understanding of those who come from a different background. In â€Å"Emotional Intelligence and competitive advantage: Examining the relationship from resource-based view,† by Voola, Carlson, and West (2004), the reader learns about Mahatma Gandhi’s influence on the world and how he possessed the emotional intelligence that gave him a competitive advantage over other leaders. Gandhi had the philosophy to provide strategic change, by â€Å"being the change you want to see in the world,† which translates to a crucial part of having a strong emotional intelligence; one must to take the time to understand the other cultures, people, and environments by being socially aware. Gandhi has be viewed as one of the most emotionally intelligent leaders of all time, the vision he created had a positive impact on effective changes among the world. Two scholars, Bradberry and Greaves (2009) have broken down what emotional intelligence into four components, self-awareness, self-management, social awareness, and relationship management; whereas it has also been broken down into five components of self-awareness, managing emotions, motivating oneself, empathy, and social skill. These components comprise what skills need to be developed in order to achieve that high level of emotional intelligence. Once each of these components is understood, then the process of attaining emotional intelligence will become self-evident. Self-awareness is the ability to know oneself, inside and out; it is the ability to truly understand oneself as you really are (Bradberry, Greaves, 2009). Many people have a difficult time with this component of emotional intelligence because it takes courage and honesty to dig down deep and get in touch with ones  emotions. The component of self-management/managing emotion builds on how well ones self-awareness is developed; a weak self-awareness will produce weak self-management and vise versa. Self-management is the ability to manage ones emotions and understand when and how one should react to a situation before exploding into anger. Motivating oneself is also important when it comes to self-management because this is how one keeps optimistic when things may get tough. Understanding how to recognize and manage ones emotions is the underlying trend when it comes to self-awareness and self-management. As far as social awareness, relationship management, empathy and social skills, these components are what provide the basis for interpersonal relationships. Social awareness is the ability to understand those around you, by being aware of others emotions. This component can be developed by taking the time to observe others and the kinds of emotions they are giving off, whether it is by facial expressions or spoken words; a lot can be learned about another if one takes the time to interpret social cues a person is sending you (Bradberry, Greaves, 2009). Relationship management requires one to be able to demonstrate empathy and social skills, these two subcomponents are very important in building interpersonal relationships. The component of relationship management is built on the foundation of self-awareness, self-management, and social awareness. Each component naturally builds among each other and the stronger each is; the stronger the emotional intelligence one has will be (Bradber ry, Greaves, 2009). All of these components of emotional intelligence are crucial in terms of building strong and meaningful interpersonal relationships. A thorough understanding of emotional intelligence is needed for any workplace to achieve a high level of success. Emotional intelligence is an individual characteristic, however it is also up to that individual on how one will use their emotions to interact with others (Guillen, Florent-Treacy, 2011). As the reader has seen, emotional intelligence is a foundation on which one builds and develops their relationships; it is used to provide a deeper understanding of oneself and those around in and out of the workplace. A study done by Guillen and Florent-Treacy (2011) provided the basis that  emotional intelligence in the workplace is not directly correlated with how a leader is perceived, but is necessary for leaders’ collaborative capabilities, more so how they influence teamwork. Harms and Crede (2010) have also found this to be true in their studies, that emotional intelligence does not determine the outcome of a leaders leadership, but does have a positive impact on school and work performance. One could argue that emotional intelligence is a viable source of a workplaces success. Pearman (2011) presents a table with different situations and how those with a good grasp on emotional intelligence have an advantage in sorting the situation. For instance if one is working for any company that deals with customers, one may be presented with a situation where customers become unhappy. Those with a high emotional intelligence are able to help engage the individual who is unhappy by having a welcoming attitude, listening with an empathetic ear, and offering problem solving skills in order to help the satisfy the customer (Pearman, 2011). There are multiple examples about emotional intelligence in the workplace, whether it is in how one handles workplace relationships, interactions with customers, ineffective leaders and the list goes on an on. Emotional intelligence is a subject that is seeing an increase in studies as to how and if it correlates with job performance, leadership abilities, work relationships, etc. There have many studies that have proven one aspect or another as to how emotional intelligence ties into the workplace. It is importance to receive training on the topic of emotional intelligence because it is a growing subject that needs to be recognized as having a part in the successes of an organization or relationship. Pearman makes a great representation of how important teaching emotional intelligence is to leaders and employees alike. He states, â€Å"Emotional intelligence facilitates not just communication effectiveness (or other competing training topics) but also an increase in individual performance that affects all levels of the organization† (Pearman, 2011, p. 71). Emotional Intelligence Research This study is intended to assess whether there is a relationship between emotional intelligence and interpersonal communication with respect to  developing managerial capabilities. The study was done by using the survey that provides data for each of the five areas of one’s emotional intelligence – self-awareness, managing emotions, motivating oneself, empathy, and social skills. Students in graduate school completed the survey. This study was a qualitative design as well as a quantitative design. What this researcher is looking for is a person’s emotional intelligence at work. Who participated in the Survey? The instrument that used was the typical Liker scale survey. This particular Likert scale survey is called what’s your emotional intelligence at work? (See Table 1). According to the developers of the instrument, the Liker scale has a high reliability and validity. The following focuses on a research project, consisting of three employees who shared their experiences about emotional intelligence in the workplace. Each person volunteered to describe their interpersonal relationships in the workplace by responding to a set of questions. Below is a summary of each person’s responses. Person A is a career Military Soldier and currently serves as a senior Logistics manager for the U.S. Army as a part of an organization consisting of over 300 personnel. The organization is a very interpersonal cohesive atmosphere. Person B has served in the information technology field for over twenty years. Currently, works as an organizational IT applications manager ensuring IT compliance pertaining to Disaster Recovery Programs globally. Person C currently works for the Air Force, commanding communication satellites as a satellite vehicle operator and works closely with a crew to achieve the mission. It is imperative that the crew works well together and that cohesion is visible, since they are dealing with a multibillion-satellite constellation that provides secure communication not only to those overseas, but also to the president. Person C’s job is crucial to the Air Force and military in order to properly maintain the health of the satellite. Understanding the Survey The first part of emotional intelligence is self-awareness, which means being in tuned to your feelings, being cognizant of your internal feelings. The second part is managing emotions that are aimed at leaders calibrating their  attitudes and moods so as to not negatively impact the workplace climate. The third part is the ability to inspire and instill optimism in the workplace regardless of challenges. The fourth part is the capability to empathize with other and identify how others are feeling without them telling you how they feel. The fifth part means to have the ability to make a personal connection with others and influence others is in a way that is personally engaging. This survey demonstrates a sign of one’s emotional intelligence. If one receives a total score of 100 or more, one can expect to have high emotional intelligence. A scoring of 50 to 100 highlights one’s level of emotional intelligence as good. There are five different components of emotional intelligence that consist of the following; self-awareness, managing emotions, motivating oneself, empathy, and social skills. If one reaches a score of 20 they are considered to have a high level and a score of 10 is low. Each student scored well for self awareness, 19 (Person A), 18 (Person B), and 19 (Person C). For this survey managing emotions scores were slightly different because Person B scored 22 while person C scored 18 and person A scored 19. Motivating oneself tends to instill ones confidence person A scored 20, while person B scored 19 and person C scored 18. In this survey when it comes, empathy organizations are looking for managers who possess caring attitudes -person A scored 22, while person B scored 21, and person C scored 20. As it pertains to social skills are always a critical attribute to have in the workplace and person B scored 24, person A scored 21 and person C scored 20. Overall person A scored 101, person B scored 104, and person C scored slightly lower than the other at 95. Table 1: Emotional Intelligence Survey Results Table 2: Emotional Intelligence Survey Results Conclusion Only recently, has attention been directed to understanding the role of emotional intelligence in the work place and how the process may play in the development of manager’s abilities to improve work environments. The case study in this paper discussed communication problems that might have been avoided had the expatriate experienced intercultural, professional development, before visiting India. Focusing on one’s emotional intelligence in the workplace has beneficial outcomes for increasing trust and improving  interpersonal relationships. Results of the emotional intelligence survey indicated three participants effectively used empathy and social skills and effectively managed their emotion while engaged in the work place. Reference Beebe, S. A., Beebe, S. J., Remond, M. V., & Geerinck, T. M. (2010). Interpersonal communication relating to others: Self-disclosure. Retrieved from http://wps.prenhall.com/ca_ab_beebe_intercomm_4/48/12319/3153764.cw/-/3153798/index.html Bradberry, T., & Greaves, J. (2009). Emotional Intelligence 2.0. San Diego, CA: TalentSmart. Central Michigan University. (2008). Administration, globalization and multiculturalism. (2nd ed.). New York, NY: McGraw-Hill Chapman, A. (2003.). Johari Window: A Model for Self-Awareness, Personal Development, Group Development, and Understanding Relationship. Retrieved from http://www.usc.edu/hsc/ebnet/Cc/awareness/Johariwindowexplain.pdf Guillen, L. and Florent-Treacy, E. (2011). Emotional intelligence and leadership effectiveness: The mediating influence of collaborative behaviors. Retrieved from http://www.insead.edu/facultyresearch/research/doc.cfm?did=47210 Harms, P. and Crede, M. (2010). Emotional intelligence and transformational and transactional l eadership: A meta-analysis. Retrieved from http://digitalcommons.unl.edu/cgi/viewcontent.cgi?article=1013&context=leadershipfacpub&seiredir=1&referer=http%3A%2F%2Fwww.google.com%2Furl%3Fsa%3Dt%26rct%3Dj%26q%3Dthe%2520relationship%2520of%2520emotional%2520intelligence%2520and%2520transformational%2520%2520%2520leadership%2520behavior%2520in%2520nonprofit%2520executive%2520leaders%252C%2520meredith%252C%2520c.l%2520%26source%3Dweb%26cd%3D2%26cad%3Drja%26ved%3D0CDAQFjAB%26url%3Dhttp%253A%252F%252Fdigitalcommons.unl.edu%252Fcgi%252Fviewcontent.cgi%253Farticle%253D1013%2526context%253Dleadershipfacpub%26ei%3DCNlUejyNKjk0QGMnYGYBA%26usg%3DAFQjCNGSndQRyR1zaThfaYfkv1b9hYdeLA%26bvm%3Dbv.45645796%2Cd.dmQ#search=%22relationship%20emotional%20intelligence%20transformational%20leadership%20behavior%20nonprofit%20executive%20leaders%2C%20meredith%2C%20c.l%22 Mandell, B., & Pherwani, S. (2003). Relationship between emotional intelligence and transformational leadership style: A gender comparison. Journal of Business and Psychology, 17(3), 387. Retrieved from http://search.proquest.com.proxy.davenport.edu/docview/196904482?accountid=40195 Pearman, R. (2011). The leading edge: Using emotional intelligence to enhance performance. T+D, 65, 3 p. 68-71. Retrieved from http://eiinsider.wordpress.com/2011/02/09/the-leading-edge-using-emotional-intelligence-to-enhance-performance/ Sy, T and Cote, S. (2003). Emotional intelligence. A key ability to succeed in the matrix organization. Retrieved from http://hoosonline.virginia.edu/atf/cf/%7Bbda77a21-0229-499a-ae10-eadbe96789d6%7D/EI%20AND%20MANAGEMENT%20IN%20MATRIX%20ORGANIZATIONS.PDF Voola, R., Carlson, J.and West, A. (2004). Emotional intelligence and competitive advantage: Examining the relationship from a resource-base view. Strategic Change; 13, 2 Yu-Te Tu. (2012). Negotiation style comparisons by gender among greater China, Chungyu Institute of Technology. Retrieved from http://www.ifrnd.org/JSDS/Vol%203/3(4)%20Apr%202012/3.pdf

China's Military Rise over the Long Term Essay Example | Topics and Well Written Essays - 1000 words

China's Military Rise over the Long Term - Essay Example As a result of this modernization, many countries and leaders have promulgated their views, which express their opinions on such policies. Most countries argue that it has become hard to deny that, over the last two decades, tremendous economic growth has allowed China to involve itself in robust military modernization (Fisher 88). Nature of China’s Military Rise China’s economic growth has led to robust modernization of its military. Experts argue that the defense budget in China ranges over two percent of the entire country’s GDP. Through this rapid increase in its military, China has become a potential threat to regional as well as international peace and security. The chief focus of most countries in regard to the rising China’s military lies in two main developments of the military. These two developments in the military include increasing rapid growth in the military budget allocation and developments of nuclear arsenal (Kondapalli 29). The allocatio n of finances to the military department has risen; this has led to the growth in the military. The defense budget increases annually with approximately 12%, which has made China emerge as a massive military spender in the entire world. China has not given up investing with its military and has ensured the growth through constant increase in the amount allocated to the department. This is evident through China’s modernization of its air and naval forces and its nuclear and missile forces. The increasing use of finances to modernize its military has tremendously improved the military; this has made China rank top in the world since it has the largest army (Shambaugh 67). In terms of military strength, China ranks second in the entire world. The country has also improved its military through the acquisition of modern and advanced nuclear weapons. China’s Military Rise and its Impacts on Asia The military build up in China has caused an alarm to its neighbors in Asia. The Asian countries fear that the build up of military by China might draw to its sphere of influence. As a result of China’s military rise, countries in Asia have decided to spend more in their defense budget than they used to spend. Among the countries that have increased their military spending include South Korea, Japan and India. These countries have tried to modernize their military in order to reach that of China (Kondapalli 77). China has influenced these countries to acquire modern military equipments in fear that China might have a hidden plan of attacking them. Building up of China’s military has increased the military strength of Asia. The military of Asia was not regarded strong in the last two decades, but due to the increasing rise of China’s military, some Asian countries have strengthened the continent’s military. This has led to overall improvement in the strength of the Asian military. The increase in strength of the Asian military has mad e the international community view Asia as a security threat to the entire international community; however, this may not be the case (Fisher 89). Although the strengthening of China’s military has been viewed as frightening to the Asian countries, the build up of China’s military must not be carried with hysteria since China is less formidable to its neighbors. This is because China’s army has less than 30 years combat experience. Impact of

THE PAYG SYSTEM Essay Example | Topics and Well Written Essays - 500 words

THE PAYG SYSTEM - Essay Example The tax tables under PAYG system are structured to result in a refund when an Income tax return is processed. This refund culture encourages strong compliance with annual returns. PAYG also provides flexibility, ability to alter the taxation payments based on the current income received. PAYG has removed lack of equity in payment timing between individuals and companies. Henceforth, tax payers need to file only one form and make one payment for each quarter. PAYG allows the netting off Liabilities and credits. Tax payers like Individuals, Corporate, Trustees, Mutual insurance associates, etc having Business and Investment income are subjected to PAYG Installment system. A taxpayer is subjected to PAYG installment system if his most recent income tax assessment shows more than $2000 of gross investment or business income or if his recent income tax return resulted in a tax debt of over $500. PAYG installments are generally payable quarterly. The due dates by which quarterly installments are required to be paid are 28th July, 28th October, 28th February and 28th April. Certain tax payers like primary producers and Special professionals can pay two installments per year. These tax payers need to pay 75% of PAYG liability by 28th April and the balance by 28th July. A tax payer is eligible to opt for paying PAYG installment annually under the following circumstances: Payments made to tax payers having income other than business or Investment income like Salaries and wages, Pension Annuity, Dividend, Interest, Royalty are subjected to PAYG Withholding system. PAYG withholding is also applicable to payments to other businesses who do not quote Australian Business Number. Employers deduct tax according to the published tables from wages and the net amount is paid to employees. Employers send the amounts withheld to taxation office, hence this system is called Withholding system. Tax payer has to determine the status of the payees like

Evangelism Vision Paper Research Example | Topics and Well Written Essays - 2000 words

Evangelism Vision - Research Paper Example These words were a direct command from Jesus to the then disciples and all those who would come into the Kingdom later, in order to mobilize His followers into all parts of the world in fulfillment of His promise when He called His first disciples to follow Him and He would make them fishers of men, Mark 1:17. Wherever I am, I have realized that it is a command from Christ who I have accepted as my Lord, to make Him known to the people around me, a duty that Jesus has delegated to all members of the church which is His body.2 As can be noted from the Bible, Jesus started His mission on earth with evangelism, Mark 1:38b where once He told disciples,’ that I may preach there also, for therefore came I forth’, and ended it with evangelism when He gave His followers the great commission. This shows the great importance that He attaches to the redemption of man, also saying in Luke 19:10 that He came to seek and to save that which was lost. I have also learnt that my changed life as a Christian is very crucial to the success of my evangelistic endeavor. Many Christians undertake the call to make disciples or evangelize just like passing on information, but a dying world will like to witness the change that has taken place in a Christian’s life after embracing the gospel.3 Jesus was confident enough to tell His followers to learn of Him, Mathew 11:29 and so was Paul the Apostle who said, â€Å"Be followers together of me, and mark them which walk so as ye have us for an example.† A changed lifestyle will have much greater effect than a sermon of many words because the impact can be clearly seen. Paul talked about a time when people will have’ a form of godliness, but deny the power thereof’, when their lives, which will not have been changed by what they profess, 2Timothy 3:5. While it is very vital to share the correct message of the gospel which is in line with the word of God, it is very crucial that the information passed on is validated by my changed and consistent way of life. Evangelism has been taken by many Christians to be a Spiritual gift that has been given to a few select individuals, contrary to what the Bible teaches. While some people may be endowed with gifts that may help them to evangelize in a better way, the evangelistic call is for all members of the church. As Christians realize that evangelism is not just about sharing the good news, but about an aspect to be embraced as a lifestyle by every believer, there were be much more effective witnessing. It is not also an aspect that is to be done by a certain kind of personality, but is one that God has assigned to every member of the body of Christ, since as we share the message of redemption in the power of the Holy Ghost, the results are left to God according to John 6; 44, which states that no man can come to God unless drawn by God Himself. As we also study Ephesians 4 verse 11-12, the five fold ministry has been given by Christ to prepare the Church for the works of service. Christians are equipped by those endowed with these ministry

The Origin of the Concept of Logistics Research Paper

The Origin of the Concept of Logistics - Research Paper Example This research will begin with the statement that the origin of the concept, Logistics, was noticed before the birth of Christ and was employed by the Greek generals (Leon, the Wise and Alexander, the Great) to procure food, ammunition, and clothing for their army. It has been noticed that for years, the concept of logistics had been an issue of war affairs. History has recorded which shows that what people wanted were not available or produced in the place of its consumption. These goods were not accessible even when they had the urge to consume them. The food and the commodities were dispersed widely and were also available in abundance, during certain times of the year. Earlier, people had the tendency to consume their choice of food or commodity at the location or after moving the goods to a preferred site and hoarding them for later use. However, the absence of well-developed storage and transportation systems had brought in difficulty for them to consume these goods. As a result , the movement of the goods was limited to an individual depending on how he/she moves it. The main problem that was faced by them was the perishable nature of the goods, which forced them to gather the needful frequently. The restrictions faced by the people in storage and transportation had made them live in places closer to the source of production in order to facilitate easy consumption (Ferrell and Hartline, 2010). Thus, the concept of logistics was not prominent and proficient in those days because of its cost. The cost of logistics was quite high which therefore restricted the traders and the business to transport the goods and commodities from one place to another. It was a big problem for the mass to stay close to the source of the production since the traders or the business did not provide them with the facility of transportation of the goods to their homes. The concept of logistics would have eliminated these problems if it had been introduced and properly utilized then. The goals of the traders were to acquire higher productivity and earn good profits from their business and thus, they did not emphasize much on logistics (Dess, Lumpkin and Eisner, 2009). However today, with the passage of time, logistics have become the heart and the success of every business. It is used as the most important strategic weapon by the companies for transporting their goods from one part of the world to another so that every person has the right to use or consume it. However, it can be noticed that today, in a few areas, the production and consumption take place in the same geographic region. So that marks for an exception. There are striking examples that can be observed in different parts of the worlds like, South America, Australia, Asia, and Africa. Here, the population resides in small, self-sufficient villages and most of the goods that are used by them are acquired or produced in close proximity. Few essential goods are imported from other areas and thus, the production efficiency of the companies is low and the economic standards of living are not even noteworthy. In this type of an economy, a well-developed logistics system can bring positive changes to the exchange of goods among several countries (Dooley, et al., 2006). Logistics – Defined Logistics can be defined as the management of the flow of resources, which exists between the point of consumption and point of origin, for meeting the requirements of the corporations or the consumers. The resources that are managed in the logistics include materials, food, equipment, liquids, and staffs as well as the abstract items like, information, particles, time and energy. The logistics of the items usually take into account the integration of flow of information, production, packaging, material handling, inventory, warehousing, transportation and also, security (Clifton, 2012).  

Managing Personal and Organisational Changes Essay - 1

Managing Personal and Organisational Changes - Essay Example As a consequence, higher education institutions are today pressurised to follow an unconventional way of pedagogy approach and compete at the international level, as the desire and intention of the students to gain a global career opportunity increases in the 21st century societal context. This in turn has substantially increased the competition level faced by higher education institutions; whereby, political bodies have also been taking requisite measures in this particular sector to augment the level of competition (Coughlan, 2013). Therefore, adoption of change, under such circumstances, becomes quite crucial for higher education institutions around the world. ... Based on the findings, inferences have been drawn along with specific recommendations to the steps that university leaders can take while applying the change. A Critical Analysis and Evaluation on the Nature of the Changes, Difficulties and Opportunities Facing the Higher Education Institutions Using Relevant Organisational Change Management Models and Theories In the 21st century context, managing organisational change is accounted as a common challenge faced by industry leaders. As by Waddell & Sohal (1998), organisational change management is considered as a major challenge in 21st century organisational management, fundamentally owing to the functioning of two pivotal factors; one is the involvement of multiple change driving forces and the other is the influenced caused by retraining factors. In agreement to this notion of change management, By (2005) and McMurray & et. al. (2010) had argued that resistance to change is a common phenomenon that causes massive hindrances in apply ing change management strategies. This particular change management theory can be well assessed applying the Lewin’s Force Field Analysis model in the context of higher education sector. According to this model, change can be managed efficiently with the accurate identification of ‘driving forces’ and ‘restraining forces’. While the driving forces implies those factors that influence and causes change in the organisational context, restraining forces tend to work as an obstruction or barrier to change enforcement (Hunt & et. al., 2006). When applying the Lewin’s Force Field Analysis model in the higher education sector, the driving forces can be identified in terms of job market alterations, business context changes, political changes and other societal changes that have

Law - court Essay Example | Topics and Well Written Essays - 500 words

Law - court - Essay Example The tests were namely horizontal nystagmus test, walk and turn test, and one leg stand test. While performing the tests stated above, the patrol officer, the one who spotted Muniz on the roadside, asked him few questions such as Muniz's name, address, height, weight, eye color, date of birth. These questions were not intended to elicit information for investigatory purposes but it focuses primarily upon the perspective of the suspect and therefore not incriminating. After giving Muniz the various tasked, which he poorly performed, finally the patrol officer asked Muniz to submit himself for the breathalyzer test which is designed to measure the alcohol content of his expelled breath, Which is under the Commonwealth's Implied Consent Law. The result of this breathalyzer test will be used as real or physical evidence. The implied consent concept refers to the idea that when you get your driver's license, you agree that if you are ever arrested for suspicion of driving under the influence (DUI/DWI) of drugs or alcohol, you will submit to a blood, breath, or urine test (depending on availability and whether the suspected chemical was drugs or alc