The Ethical Dilemma Of Eugenics - 1349 Words

The ethical quandary of eugenics has long been debated. Recently, this problem has become more relevant with the discovery of CRISPR technology and a rise in interest for what are termed â€Å"designer babies† or, as Paul Knoepfler refers to them, genetically modified (GM) babies. Just a few months before Knoepfler delivered his TED talk in January 2017, researchers in China â€Å"reported the creation of genetically modified human embryos†¦using this new CRISPR technology.† This raises questions about where this gene-modifying technology should go, to what extreme it should be taken and who should be granted authority to determine how it’s used. Questions arise with regard to social, medical, professional and legal implications of this technology,†¦show more content†¦Will â€Å"natural† people be moved to one part of the country so that GM peoples may advance further in another? All these topics are brought up because this technology is new and exciting, but also holds infinite unanswered questions. On the other side, this technology can be an incredible advancement for society. What if we all had higher IQs? Could we cure cancer within a year? Could we reverse global warming? Colonize other planets? The options are endless. Additionally, a segregation of the GM children into more advanced schooling already mirrors IB and AP courses in today’s high schools. These children learn quicker and thus, are taught faster to benefit them and their future. The â€Å"in-favor† side for genetically modifying babies and designing your child has its social and societal benefits but becomes convoluted when profession and career are analyzed. In the professional realm, GM humans might be considered more â€Å"elite† or desired when looking at job applicants. Will companies choose GM applicants over the â€Å"naturals† because they will have lower healthcare costs for the company? Because they will be smarter, savvier or more creative? I believe this would create a divided society where the GM humans would hold higher positions in various fields, leaving the â€Å"natural† employees at a lower rank and or the inability to obtain the job they want (or are even qualified for). This can again traverse to society, creating a societal gapShow MoreRelated Altering Human Genome Essay1424 Words   |  6 PagesGenesis, we are created in God’s image. The power to modify our chromosomes not only presents to us the vast possibilities, but also burdens us with a plethora of responsibilities dealing with the ethical issues. Genetic engineering allows the scientists to advance their studies in the field of eugenics, a science that deals with the improvement of hereditary qualities of a race or breed. There are numerous people in the world that were born or will be born with a certain genetic defect. In theRead MoreForced Sterilization And Its Effects On Society1711 Words   |  7 Pagescertain people in society are vulnerable to abuse. This author will focus on the topic of forced sterilization in America, as there are certain people in this country that are still coerced and forced into sterilization. Background The topic of eugenics is broad in nature and can mean anything from human sterilization, reproductive genetic technologies (RGT), selective breeding, restrictions on marriage and withholding assistance from the poor and sick. All of this effort is exerted to protectRead MoreAssisted Reproduction - 12056 Words   |  9 Pagessingle egg, and transfers the embryo to the mother. Approximately 9 months later, the couple gives birth to a boy who does not carry the gene for the disorder. †¢ Is this a case of eugenics? Eugenics is defined as the hereditary improvement of the human race controlled by selective breeding (dictionary.com) Eugenics is a social philosophy which advocates the improvement of human hereditary traits through various forms of intervention. The purported goals have variously been to create healthierRead MoreAn Enhanced Genotype: Ethical Issues Involved with Genetic Engineering and their Impact as Revealed by Brave New World2301 Words   |  10 PagesAn Enhanced Genotype: Ethical Issues Involved with Genetic Engineering and their Impact as Revealed by Brave New World Human society always attempts to better itself through the use of technology. Thus far, as a species, we have already achieved much: mastery of electronics, flight, and space travel. However, the field in which the most progress is currently being made is Biology, specifically Genetic Engineering. In Aldous Huxley’s Brave New World, humanity has taken control of reproduction andRead MoreThe Principles Of The Code And The Guide1539 Words   |  7 PagesThe Purpose of the CODE and the GUIDE The objective of the Code is to lay out the ethical commitments made by the aged care systems in addition to the legal obligations that have to be complied. The main aims of the code is - identify and lay out the values that are the basis of the conduct and practice of Aged Care facilities provided under the Aged Care Act; - Clearly lay down the organization’s commitment towards providing care in a manner that is fully respectful of basic human valuesRead MoreAnalysis of the Bioethical Issues in Gattaca Essay836 Words   |  4 Pagesled to profound ethical dilemmas. The movie Gattaca explores some important bioethical issues that are currently the focus of much dispute. The underlying thematic issue presented is the question of the extent to which biologically inherent human potential determines the true potential of a person. Perhaps the most controversial issue in Gattaca is the use of genetic engineering technology in humans to create a more perfect society; this is, essentially, a new method of Eugenics. Another relatedRead MoreHuman Cloning Debate: The Fate of Frankenstein1671 Words   |  7 Pagesbabies. If one can genetically opt out of obesity, heart disease, cancer, etc., then why not opt for clones that are of a type desired by parents (eye color, facial shape, etc.)? Is thi s a designer baby? In a sense, this is part of the entire eugenics debate, or the practice of improving the human species by discouraging reproduction from those with perceived undesirable traits. The moral issue is who decides what traits are most desirable? The temptation, assuredly, would be to opt for greaterRead MoreThe Ethical Theory Of Virtue Ethics1115 Words   |  5 Pagesvirtue ethics, there are positive remarks about it as well. Stephen (2011) cites McDougall, according to whom, virtue ethics might be the best way to think about and approach reproductive ethics. The Ethical theory of Utilitarianism/Consequentialism Now let’s review this technology and the moral dilemmas it raises through the principle of Utilitarianism. A Utilitarian might ask questions like, whom does this technology benefit the most? Or does the benefit of using this technology outweigh the costRead MoreProcreation2665 Words   |  11 PagesI chose procreation as a topic for this paper for a few reasons. First, because of complicity of the issue. Scope of this problem almost unlimited and correlates not only with modern legal and ethical general acceptable principals, but also with core issues of human existence. Second, I do believe, that understanding of origin of procreation and ability to build personal approach in this issue plays significant role for every professional in the Health Care System. Even if in real life situationRead MoreSavior Siblings1071 Words   |  5 PagesSavior Siblings The subject of savior siblings is a complex dilemma that encompasses multiple issues. Is it ethical to have a child in order to save another? Is pre-implantation genetic testing moral? Can parents make the decisions for their kids about organ donation? In order for this ethical dilemma to be resolved these questions need to be answered. In the case of Molly Nash, the family was not morally culpable for their decision to have another child to save Molly’s life because Adam

Analysis And Evaluation Of The Business And Financial...

Part I Introduction I started my ACCA in 2008 but did not find out about Oxford and Brookes degree in Bachelors of Applied accounting until my second year in ACCA. I opted for this degree right away. When i finished my nine papers in ACCA, I started gathering more information about this degree and how to work on project. Reason for choosing this topic I glanced at information pack from OBU and in that they offered wide variety of topics to choose from evaluation and analysis of organisation to critical review of key factors affecting organisation or brands. But topic no. 8 made most sense to me which is â€Å"Analysis and evaluation of the business and financial performance of an organisation over a three year period†. Reason is my incline†¦show more content†¦I rounded up my project with conclusion, that entailed my finding about target company relating to strength, weakness, threats and overall business performance. Part II Information Gathering During the course of my research I had to collect information on project. For purpose of this project i gathered a lot of information. Data can be primary as well as secondary. Primary Data can from the company directly or interview with company officials, questionnaires and surveys conducted. Secondary data can be from extracted from a variety of sources from journals, articles, academic books and internet. Secondary Sources As for my project I have used variety of secondary sources. Books During the course of my research I had visited my ACCA books from Kaplan and BPP that accumulated a lot of dust since, I had not opened them for a long time. I went back to my ACCA books to refresh my knowledge of business and financial analysis. Books from paper F9 deals with Financial Management of the company, I revisited this book to refresh my knowledge about finding different financial ratios that later in my project proved beneficial, and also refresh my memory on how to measure financial performance of company. Revisited Paper F7 to revise financial statements and cash flow statements and I also reviewed Paper F8 books to know about ethical issues. Articles Internet During the course of my research I read lots of articlesShow MoreRelatedA Critical Evaluation Of Financial Performance Essay1689 Words   |  7 PagesA CRITICAL EVALUATION OF FINANCIAL AND OPERATIONAL PERFORMANCE THROUGH 360 DEGREE ANALYSIS LALIT MOHAN (Research Scholar) Deptt. Of ABST, University of Rajasthan, Jaipur ABSTRACT Though 360 degree analysis is related with human resource management but here the 360 analysis will include the overall analysis of operational and financial performance from every angle. 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Managing Across Borders Management

Question: Discuss about the Managing Across Borders Management. Answer: Introduction This report present new techniques and strategies that will help AmericInn hotels in the management in the rising cross border business and transactions. With regards to this, there are two things that can create impact on the organization that is firstly the changes in the functional, natural, mixed and institutional change. And the second major issue is the fact that where the new business will expand. There are various types of methods, tools, models that are used while management of across borders takes place. The objectives and goals of this report is to analyze that whether the AmericInn Company would be able to manage in the changing and international business environment as it is very unfamiliar to the company. as we know, when a company tries to expand their business operations to other country than it has to face many problems regarding the culture, political parties, government interventions, nature, region, etc. The leaders and managers have to take qualitative and quantitative steps to manage all the issues and to face all the challenges. The leaders of the company take optimal decisions so that the organization will not face any major issues. It can become possible when the managers and leaders will make effective plans related to the management of cross borders. They have to design schemes and tactics that can work in the international markets of the world. It is very relevant to AmericInn to form such policies to cope up with the challenges and competition present in the across borders countries. As we know, the world has become very interactive due to the presence of technology. This results in globally challenged business organizations in which the managers and leaders have to be very effective. An overview of company: AmericInn hotel and suites AmericInn is a chain of hotels and suites that was founded in the year 1984 in the suburban twin cities. This chain is comprises of mid-price and limited service hotels. It is spread in all over United States including 240 states and cities. The majority of hotels are located in Midwestern United States with the franchises of AmericInn. The franchise of AmericInn was founded and was initiated by Jim Graves and opened in the year 1984. 20 properties of AmericInn are located in Minnesota and Wisconsin and its expansions are in the mid Midwestern United States. It has approx 240 motels and more of them are locate in the upper Midwest (AmericInn, 2016). An understanding of the impact of globalization on Managers and organizations First of all we have to understand that what globalization is? It refers to the expansion of business operations into the international markets to earn more revenue and profits. The process of globalization has a great impact on not only the business but also on the managers and other people working with the organization. Every successful business wants to expand their business operations in the global and international markets. AmericInn is a company that is a well established company of America. This motivates the company to spread its operations in to the international countries so that the company can run and earn more revenues. It is one of the common issues of all the successful businesses. there are many factors that must be considered before going global as every organization including AmericInn have to manage all these factors like the laws for the employees, the culture of the international country, terminologies and the corporate social responsibility. It creates a hug imp act on the working of the organization (Bhagat, et.al. 2002). AmericInn have to face a new environment as before they are dealing in America only. The culture of America is very different from other countries. They have to face issues related to the communication, government policies, political stability, culture differentiation, etc. The process of globalization creates a major impact on the human resource management of the AmericInn in company as they have to manage diversity of workforce who belongs to different nations and backgrounds from all over the globe. There are lots of challenges that will be faced by the managers and leaders of AmericInn (Cappellen, and Janssens, 2005). The management of the different diversity of workforce in the organization is a vital part of globalization. As they deal with different countries, the people will come from various nations. It will create problems related to the communication, culture, mindsets, etc. The other major challenges faced by the managers of AmericInn are the rights and laws for the labors in the other nations. It is very difficult for the HR managers of the company to study the rules and regulations of other countys policies. This creates a huge burden on the managers of the company (Guo and Rongxing, 2015). The outsourcing of the employees is also a reason for the challenges and issues. It is the mentality of people that they do not want to change their country for better opportunity. This will become as issue for AmericInn. The managers of AmericInn observed that the employees that are recruited for the outside country generally work for part-time of temporary basis. It results in insecurity of termination and turnover of the employees form the organization. The major reason due to which AmericInn was avoiding from expansion was management of productivity and quality in the organization. It is very easy for the company to manage both the elements in the local boundaries as they are aware of the culture of America (Birkinshaw, Brannen, and Tung, 2011). The process of globalization involves downsizing of the workforce form the organization. It is a major drawback as AmericInn has to terminate many of the skilled and intelligent employees from the organization for the sake of globalization. This is the most crucial process of international business (Scullion, and Collings, 2006). AmericInn have to manage flexibility in the working process and working hours so that the employee and other members get familiar with the environment of the company. It becomes very relevant for every company which is expanding its business operations into the global markets. An understanding of strategy issues in international Business Though, international business carries lots of benefits with it as the business can experience various types of new markets and untouched markets, new customers, policies, benefits, revenues, profits, sales, etc. Despite of all above, AmericInn have to face many types of issues regarding the planning for the strategies. There are key issues and challenges faced by AmericInn in the formation and management of strategy formation. AmericInn should identify the key issues that may come while internationalization of business operations. Key issues in the strategies are related to those issues that affects the survival of AmericInn in other countries. The companies have to study some relevant elements that effects its position that are market position on that refers to the products and services offered to the target markets. The main issue is whether the goods and services are fulfilling the customers need or not. The financial position of the company must be strong while internationalization of the company as it helps in achieving the goals of the organization. The system of production represent the technology that is used by the hotel AmericInn as the customers wants updated luxury while spending money. The managers also have to look at the human resource department of the company to continue the proces s of recruitment, selection, training, development, compensation of the employees. There is a huge difference in the domestic strategy and international strategy. In this regard, the company AmericInn has discovered four main areas where the strategies must be formed and implemented. It is done by the strategy analyst of the company. the fur strategies are the geographic spread, integration of global challenges, multinational firms, multi business firms, etc. the global factors depicts that in which global location the company wants to establish its further operations. Then the motive is to spread the business operation according to the locations. If we talk about AmericInn than the Asian countries are the best suite locations. This could provide advantage to enlarge the operations of the hotel to international market. So we can say that the practice of international business and its strategy is not very easy for AmericInn as there is a very thin line between the general strategy of the business and the international strategy of the business operations. The managers are facing a huge amount of competition that results in failure of the strategy formation for the organization. An understanding of the skills required by managers to Manage in a global context To succeed in todays fast moving world, AmericInn has to prepare their leaders and managers to cope up with the challenges and issues that come across while internationalization of the business takes place. There are certain qualities that must be developed in the managers and leaders of AmericInn. They re the set of skills and knowledge that must be found in the working style of them. To manage the pressure from the global economy, the managers have to diversify their mind sets according to the regions, nations, and substantial boundaries of the global economy. AmericInn wants to set up effective business operations in the overseas locations. This can be achieved through broad senses and technical knowhow. The specific qualities that must be required by the managers are- The overseas experiences The overseas experiences that reflect the knowledge and skills of managers about the counties in which the business operation is taking place or will take place in future. To become an international manager, it is very relevant to develop knowledge about the international markets, international cultures, policies, etc. (Javidan, et.al. 2005). Self-awareness Self-awareness is also the most important quality that must be present in AmericInns manager. This represents the beliefs and values of the manager on himself. The company has to chose such individual a manager who is confident about himself and must be aware about his or her powers. Without such quality it is not possible o manage the tough environment of international business. Cultural diversification There must be sensitivity in the cultural diversification of the staff and other members. As we know that a manager is an individual who promotes unity in the organization. AmericInn have to develop a sense of diversification in the minds of the managers so that they can respect the diversities in the company. Humility It is very relevant to manage humility in the organization. This helps in the unification and satisfaction of the employees. The hotel industry is one where it is vital to manage a decent and sophisticated behavior for their clients. It can be possible only when the staff will maintain good hospitality in AmericInn. Strategic thinking Global strategic thinking is the key factor that can help the managers and leaders of AmericInn to succeed in the global environment. It helps to make strategies according to the international environment of the country in which the company is dealing with. Good communication and well spoken Good communication and well spoken are the factors that helps in attracting new customers and clients in the organization. Communication has a power that can connect two different people together. Hence, it becomes very relevant for AmericInn to have effective communication power to deal in international business (Pettigrew, Woodman, and Cameron, 2001). A good negotiator A good negotiator is a best quality of a manager or a leader. If these skills are added to the managers of AmericInn than the company can easily tackle with the unfavorable environment of new locations. While going global it is the basic requirement that must be found in every leader. Attractive and pleasing presence Presence is the first thing that comes in the notice. Mangers should be presentable as he is a representative of the entire organization. The managers of AmericInn should develop their personality in a way that they look charismatic and presentable (Soderberg, and Holden, 2002). An understanding of major entry and exit strategies of International business There are various ways through which AmericInn can entry and exit from the international business Exporting as an entry strategy Direct- Direct entry refers to initiate the operations directly in the international business or country. It is the most risky way as the entire operations and the business organization is new for the location. Indirect- Indirect refers to firstly start the operations from the domestic nation to develop the knowledge and skills of the other countries (Adler, 2006). Foreign production as an entering strategy Licensing- It is almost similar to the contract manufacturing. In case of AmericInn it refers to provide license to any other company who wants to start operation of the same company (Lu, and Beamish, 2004). Franchising- It is one of the special forms of licensing in which the franchisor use the entire pan of the main company and promote it in the other nations. This concept is the most updated and expanding rapidly as it has many advantages. Local manufacturing- It refers to the manufacturing in which the company manufactures the local products and services instead of any international brand and multinational companys product pr services. Owners entering strategies Joint ventures- Joint venture refers to the investment are done in any foreign firm. It is a type of partnership. In this the firms get advantage to manage the other firms on their own basis. Strategic alliance- Strategic alliance is an updated version of joint ventures. They are different from traditional way joint ventures. Entering into the markets through the mergers and acquisitions- Instead of building the base, many companies direct merge or acquire the business operations of the other international companies. It is one of the attractive ay to enter into the global markets (Werner, 2002). Exit strategy There are no particular strategies for the exit of the firms form the national as well as international markets. There are various types of circumstances that force the companies to exit from the market or country. Failure is one of the major reason due to which the companies take exit but there are other reasons too that may force the companies to exit from the markets. They can be political reasons, financial problems or lack or finance, economic reasons and legal reasons. They are the reasons due to which the companies want to dissolve the operations and sell the entire or partial organization. High cost of operation sis also major issue in the international business as it is not possible to initiate the business operations wit out the investment of money and finance (AmericInn, 2016). Conclusion At last we can conclude that the company has managed the changes that has takes place while changing and expanding the business operations from one country to another country. Though, it is not an easy task for any company. But the AmericInn hotels and suites somehow proved that they have done across border management in a prominent way. The managers and the leaders of the company AmericInn are very effective while drafting the policies and strategies of management takes place at the time of across borders. They have a good knowledge of international markets. The managers of the company know well to manage the international business transaction in an effective and efficient ways. We have an understanding of the impact of globalization on Managers and organization, an understanding of strategy issues in international Business, an understanding of the skills required by managers to manage in a global context, and an understanding of major entry and exit strategies of International busi ness. As we know that the across border business has created a huge impact on the managers and the entire organization. It has become relevant for the managers to cope up with the challenges that have come at the time of management. The leaders and managers have to take qualitative and quantitative steps to manage all the issues and to face all the challenges. The leaders of the company take optimal decisions so that the organization will not face any major issues. It can become possible when the managers and leaders will make effective plans related to the management of cross borders. References Adler, N.J., 2006. The Arts Leadership: Now that we can do anything, what will we do?. Academy of Management Learning Education, 5(4), pp.486-499. AmericInn, 2016. AmericInn, [Online], Accessed on: 7 December 2016, Available at: https://www.americinn.com/ Bemak, F., 2000. Transforming the role of the counselor to provide leadership in education reform through collaboration. Professional School Counseling, 3(5), p.323. Bennett, R., Aston, A. and Colquhoun, T., 2000. Cross-cultural training: A critical step in ensuring the success of international assignments. Human Resource Management, 39(2, 3), p.239. Bhagat, R.S., Kedia, B.L., Harveston, P.D. and Triandis, H.C., 2002. Cultural variations in the cross-border transfer of organizational knowledge: An integrative framework. Academy of management review, 27(2), pp.204-221. Birkinshaw, J., Brannen, M.Y. and Tung, R.L., 2011. From a distance and generalizable to up close and grounded: Reclaiming a place for qualitative methods in international business research. Journal of International Business Studies, 42(5), pp.573-581. Cappellen, T. and Janssens, M., 2005. Career paths of global managers: Towards future research. Journal of World Business, 40(4), pp.348-360. De La Potterie, B.V.P. and Lichtenberg, F., 2001. Does foreign direct investment transfer technology across borders?. Review of Economics and Statistics, 83(3), pp.490-497. Florini, A. and Sovacool, B.K., 2009. Who governs energy? The challenges facing global energy governance. Energy Policy, 37(12), pp.5239-5248. Guilln, M.F. and Garca-Canal, E., 2009. The American model of the multinational firm and the new multinationals from emerging economies. The Academy of Management Perspectives, 23(2), pp.23-35. Gupta, A.K. and Govindarajan, V., 2002. Cultivating a global mindset. The Academy of Management Executive, 16(1), pp.116-126. Guo and Rongxing, 2015. Cross border management, [Online], Accessed on: 7 December 2016, Available at: https://www.springer.com/la/book/9783662451557 hospitalitynet, 2016. AmericInn Hotel And Suites To Expand Into Middle East, South Asia, [Online], Accessed on: 7 December 2016, Available at: https://www.hospitalitynet.org/news/4073889.html Javidan, M., Stahl, G.K., Brodbeck, F. and Wilderom, C.P., 2005. Cross-border transfer of knowledge: Cultural lessons from Project GLOBE. The Academy of Management Executive, 19(2), pp.59-76. Lu, J.W. and Beamish, P.W., 2004. International diversification and firm performance: The S-curve hypothesis. Academy of management journal, 47(4), pp.598-609. McDougall, P.P. and Oviatt, B.M., 2000. International entrepreneurship: the intersection of two research paths. Academy of management Journal, 43(5), pp.902-906. Pettigrew, A.M., Woodman, R.W. and Cameron, K.S., 2001. Studying organizational change and development: Challenges for future research. Academy of management journal, 44(4), pp.697-713. Pless, N.M., Maak, T. and Stahl, G.K., 2011. Developing responsible global leaders through international service-learning programs: The Ulysses experience. Academy of Management Learning Education, 10(2), pp.237-260. Scullion, H. and Collings, D.G. eds., 2006. Global staffing. Routledge. Sderberg, A.M. and Holden, N., 2002. Rethinking cross cultural management in a globalizing business world. International Journal of Cross Cultural Management, 2(1), pp.103-121. Werner, S., 2002. Recent developments in international management research: A review of 20 top management journals. Journal of Management, 28(3), pp.277-305.

Continuous Separation Principles External -Myassignmenthelp.Com

Question: Discuss About The Continuous Separation Principles External? Answer: Introduction The continuous disclosure regime of ASX plays an important role for the listed companies of Australia. The continuous disclosure regime states that it is the obligation of the ASX listed companies to disclose price sensitive information about securities to the investors and shareholders under the Lasting Rules of 3.1 and 3.1A (Hsu, Lindsay and Tutticci 2012). According to Australian Securities and Investment Commission (ASIC), the inclusion of continuous disclosure regime helps in the restoration of efficiency and integrity of share market. However, in the recent years, many questions have been raised regarding the necessity and effectiveness of continuous disclosure regime for the Australian companies. For establishing the necessity and effectiveness of continuous disclosure regime, it is required to analyse and evaluate different substance of continuous disclosure regime (Matolcsy Tyler and Wells 2012). This report takes an honest attempt to establish the importance of continuous d isclosure regime for Australian companies by analysing various aspects of it. In this process, this report highlights the main principles of continuous disclosure regime for the ASX listed companies. Disclosure Regime of Australia In the recent years, both ASIC and ASX have felt the necessity of establishing continuous disclosure regime for the ASX listed companies. In the year 1994, the inception of the existing continuous disclosure regime can be seen and it can be spotted under Chapter 6CA (Sections 674 678) Corporations Act through ASX Listing Rules (Chapter 3) (Lumsden 2012). According to this particular legislation, it is the obligation of all ASX listed organizations for the disclosure of prise sensitive share information that have material effect o the share and securities prices. More specifically, under this act, Guidance Note 8 states that it is the obligation of the ASX listed organizations for the disclosure of price sensitive information as soon as they become aware of it. Under the same act, the Principle 5 in ASX Corporate Governance Principles and Recommendations states that complying with the continuous disclosure regime is an important aspect for the minimization of information asymmetry be tween the investors and managers of the organizations (Tricker and Tricker 2015). In addition, it is also required for establishing effective governance in the share market. In the whole process of continuous disclosure regime, the important role of ASIC cannot be ignored. It is crucial to mention that it is under the authority of ASIC to take effective legal actions against the companies responsible for the violation of the principles of continuous disclosure regime (Worthington 2013). Companies under ASX have the authority to handle the rapid infringement notices; but organizations know the way to evade these notices in the cheap way by minimally affective their market reputations. For this reason, the policing activities of ASIC have much importance for judging the extent of continuous disclosure regime for the Australian companies. In this regard, the commissioner of ASIC said in a presentation to Australian Investor Relations Association (AIRA) that ASIC has presently 28 cases of insider trading in which they have been able to solve 18 cases and there are still 5 cases yet to be solved (Chang, Hooi and Wee 2014). Apart from this, ASIC has mentioned that the number of the cases of insider trading has increased rapidly and thus, continuous disclosure regime has an important role to play in the minimization of insider trading. Principles of Continuous Disclosure The major principles of continuous disclosure regime are mentioned below: It is required for the ASX listed companies to disclose adequate amount of share information for the shareholder and investors so that they can effectively judge the price of the shares and securities (Seamer 2014). It is the responsibility of the ASX listed business organizations to disclose the price sensitive information that can have material impact on the price of the shares and the companies are required to disclose them as soon they receive them. It needs to be mentioned that the companies are required to release them when it is evident that disclosure could not be withheld anymore (Chapple and Truong 2015). It is required for the ASX listed business organizations for the disclosure of price sensitive share information on an equal basis so that the investors and shareholders can take advantage from them. In this context, it is essential to remove selective disclosure in order to retain the integrity of share market (Kent and Zunker 2013). The presence of continuous disclosure regime plays an important role in striking an appropriate balance between the release of adequate share information and the restriction of earlier disclosure of this important share information. On the other hand, it is the restriction on the companies for the development of speculative environment with the help of various conflicting information of share prices (Watarai 2013). The continuous disclosure regime also an important tool for developing a balance between the disclosure of price sensitive share information and protecting the commercial interest of the investors and the shareholders. In addition, the business partners and advisors cannot use the earlier obtained information in order to trade in the share market of Australia (Chang, Hooi and Wee 2014). Most importantly, the continuous disclosure regime plays an integral part in maintaining the confidentiality of the information of investors and shareholders. It needs to be mentioned that it is the responsibility of the ASX listed companies to release the share information of the investors and shareholders on a timely basis and the quality of information must be there (Kathy Rao, Tilt and Lester 2012). It is the right of the ASX listed companies for getting continuous guidance in order to be associated with the principle and regulations of continuous disclosure regime. Apart from this, there is a mention of effective penalty for the companies responsible for the vilation of the principles of continuous disclosure regime (Chang, Hooi and Wee 2014). Selective Disclosure There is a close association between insider trading and selective disclosure. Share market is largely dependent on the flow of information and it cannot be done in the cost of efficiency and equality. In this process, the confidence of the investors should not be affected. As a part of this, the process of selective disclosure creates obstacle to bring loyalty in the share analysis, put restriction on the investors so that they do not be able to obtain equal information, affecting the market transparency and to spoil the confidence of the investors and shareholders (Marquis, Toffel and Zhou 2016). In the process of selective disclosure, it can be seen that the business organizations use to choose the disclosure of selective share information so that they can get favourable results; but these results do not have any connection with the goals and objectives of the companies. Apart from this, in the presence of selective disclosure, institutional investors get the option for the extrac tion of preferred share information of the ASX listed companies with the assistance of private briefing (Fisher 2015). However, the importance of selective briefing cannot be ignored as it is important to fill the gap of the share price analysis and the investors get great benefit from this. In this aspect, level the playing is an important part as it is helpful for getting the access of required information. Most of the organizations like in the adoption of the process of share information. For all these reasons, ASIC has recently initiated the surveillance on the price sensitive information. Surveillance The current process of ASIC in order to carry out the process of spot check of selected organizations has not been implemented properly. The presence of major complexities for the process of effective monitoring and the process of criminal proceeding can be held responsible for this. Moreover, the total cost of ASIC is needed to be taken into consideration and thus, it is required to have strict laws. At the same time, there is a strong need of effective governance that is required to be implemented alongside the required regulations (Yanco 2013). For all these reasons, the surveillance program of ASIC plays an important role for continuous disclosure regime. Conclusion As per the above discussion, it can be seen that continuous disclosure regime plays an important role for the ASX listed organizations in the disclosure of price sensitive share information. As per the above discussion, the effectiveness of continuous disclosure regime can be increased by the participation of authorities like ASIC and others. In addition, it can also be observed that it is the responsibility of the ASX listed companies to comply with the principles of continuous disclosure regime. Thus, based on the above discussion, it can be concluded that continuous disclosure regime has its necessity as well as effectiveness for disclosing adequate information for the companies, References Annualreports.com. (2018).Annual Report 2015-16. [online] Available at: https://www.annualreports.com/HostedData/AnnualReports/PDF/ASX_BAL_2016.pdf [Accessed 17 Jan. 2018]. Chang, M., Hooi, L. and Wee, M., 2014. How does investor relations disclosure affect analysts' forecasts?.Accounting Finance,54(2), pp.365-391. Chang, M., Hooi, L. and Wee, M., 2014. How does investor relations disclosure affect analysts' forecasts?.Accounting Finance,54(2), pp.365-391. Chapple, L. and Truong, T.P., 2015. Continuous disclosure compliance: does corporate governance matter?.Accounting Finance,55(4), pp.965-988. Fisher, C., 2015. The disclosure dilemma: Returning to journalism after political media advising.Communication Research and Practice,1(1), pp.58-70. Hsu, G.C.M., Lindsay, S. and Tutticci, I., 2012. Inter?temporal changes in analysts forecast properties under the Australian continuous disclosure regime.Accounting Finance,52(4), pp.1101-1123. Investors.bellamysorganic.com.au. (2018).Annual Report 2017. [online] Available at: https://investors.bellamysorganic.com.au/FormBuilder/_Resource/_module/hwGxZyb3NkyBtC5tw1kqzQ/docs/reports/Bellamys_Annual_Report_2017.pdf [Accessed 17 Jan. 2018]. Kathy Rao, K., Tilt, C.A. and Lester, L.H., 2012. Corporate governance and environmental reporting: an Australian study.Corporate Governance: The international journal of business in society,12(2), pp.143-163. Kent, P. and Zunker, T., 2013. Attaining legitimacy by employee information in annual reports.Accounting, Auditing Accountability Journal,26(7), pp.1072-1106. Lumsden, A., 2012. Making Continuous Disclosure WorkOutcomes v. Enforcement.Browser Download This Paper. Marquis, C., Toffel, M.W. and Zhou, Y., 2016. Scrutiny, norms, and selective disclosure: A global study of greenwashing.Organization Science,27(2), pp.483-504. Matolcsy, Z., Tyler, J. and Wells, P., 2012. Is continuous disclosure associated with board independence?.Australian Journal of Management,37(1), pp.99-124. Seamer, M., 2014. Does Effective Corporate Governance Facilitate Continuous Market Disclosure?.Australian Accounting Review,24(2), pp.111-126. Tricker, R.B. and Tricker, R.I., 2015.Corporate governance: Principles, policies, and practices. Oxford University Press, USA. Watarai, H., 2013. Continuous separation principles using external microaction forces.Annual Review of Analytical Chemistry,6, pp.353-378. Worthington, A.C., 2013. Financial literacy and financial literacy programmes in Australia.Journal of Financial Services Marketing,18(3), pp.227-240. Yanco, G., 2013. New ASIC surveillance system to benefit markets.Keeping Good Companies,65(6), p.345.

Asses the Impact of the Marketing Environment on Individual Travel and Tourism Business and Tourist Destinations free essay sample

RESORTS Established in 1996 and located on all over the World, Millennium Hotels amp;Resorts is a dynamic hotel ownership Group with over 100 hotels in locations attractive to business and leisure customers. This Group comprises: Millennium Hotels, Grand Millennium Hotels, Copthorne Hotels, Kingsgate Hotels and additional brands: M Hotels, Biltmore and Studio M. Millennium and Grand Millennium Hotels: The hotels are from the largest part of the Group (44 hotels), majorities four star deluxe and five stars properties, and there are around the world situated in the most important locations in major international gateway cities. Also, they are important for international business and leisure travelers and offer high facilities and standards of services. Copthorne and Grand Copthorne Hotels: These hotels are midscale properties (34 hotels) located in UK, Germany, New Zealand, Malaysia, Singapore and Middle East. They are known for the distinctive style of operation and excellent services. Kingsgate Hotels: New Zealand’s largest leisure hotel group is Kingsgate Hotels (14 hotels), operating in all major cities and across both islands. We will write a custom essay sample on Asses the Impact of the Marketing Environment on Individual Travel and Tourism Business and Tourist Destinations or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The founder and Chairman of the Group is Kwek Leng Beng, leader of Singapore Hong Leong Group. In 1989 CDL Hotels International (subsidiaries of Hong Leong Group) acquired the first six Asian hotels. Shortly after that, CDL Hotels International entered into the market in Europe (Gloucester Hotel – London), New Zealand (chain of 13 hotels), USA (Millennium Hilton and Millennium Broadway-New York). The highest ascension was held in 1996 on London Stock Exchange , after acquisition of hotels in London(Millennium Mayfair Hotel from InterContinental), France, Germany, forming the new Group and becoming the ‘’Best UK Hotel Group of the Year’’. Opening the Millennium Madejski Hotel Reading, Mamp;C signed the first management contract in UK. Management contracts were signed also in United Arab Emirates. The expansion has continued with new acquisitions in New Zealand, Asia and Australia, Mamp;C becoming a global owner/operator. Also has developed investments in Singapore and China, and has established the First Sponsor Capital Limited. For Mamp;C is essential the effective monitoring and the Group has developed comprehensive internal measure to assist performance at several levels: Financial Performance, Legal, Quality Performance, General Manager Performance. . . .

How to Write a Perfect Human Resources Cover Letter (Examples Included)

How to Write a Perfect Human Resources Cover Letter (Examples Included) applying for a human resources position can be kinda like having your parent as your teacher- you know you’re not going to get away with much, because they know your game. these professionals see the best and the worst of application packages, and it can be nerve-wracking to join that fray. but you shouldn’t see it as a daunting, close-your-eyes-and-jump kind of thing. rather, you should look at this as an opportunity to step up your game and impress someone who might very well spend his or her days wading through the good, the bad, and the ugly. first let’s start with the basics of a good cover letter.necessity #1: a personalized introductionhuman resources professionals are used to being the middleman when it comes to job applicants. they’re reading your words, but those words are often intended for someone else’s eyes (the hiring manager, a hiring committee, etc.). but if you’re applying to join an hr department, it’s possible that the person who reads your cover letter first is someone who will have significant input into whether or not you move on to the next level (or, even more importantly, whether you get the all-important offer). either way, don’t treat this person like an anonymous resume-reading robot†¦personalize the intro as much as you can. whether it’s an email (which can feel more informal) or an honest-to-goodness letter (on nice paper and everything), it’s nice to dispense with blah greetings like â€Å"dear sir or madam† whenever possible.if you have a specific name from the job posting, great- use that. if you don’t have a specific name, you can do a little sleuthing to see if there’s a human resources contact listed on the company’s website. or you can even take the old-fashioned route and call the company on the dl to see who would be receiving your application package.it’s also important to use the right tone. definitely donâ€⠄¢t go too casual. the fact that you’re likely submitting these online, or writing an email, can lead to a false sense of shortcut familiarity. so even if you’re submitting your cover letter and resume digitally, treat the email like a regular letter.potential obstacle #1you have a name, but the gender is not clear. this one is sticky- you don’t want to risk alienating someone before you even get to the meat of your cover letter. in this case, better to go a little vaguely formal: dear mr./ms. works. it feels a little clunky, but that’s better than missing the greeting entirely.potential obstacle #2  making social assumptions about the reader. â€Å"mr.† is pretty straightforward, and will likely be so forever. female salutations can be trickier, because you don’t want to make any assumptions about the reader. â€Å"ms.† is your safest option. calling someone â€Å"miss† or â€Å"mrs.† incorrectly isn’t the end of the world, but the most neutral option is the most professional option. elizabeth chung could be married, single, divorced, older, younger, from mars- it doesn’t matter a bit. â€Å"ms. chung† covers all those options neatly.good salutation examples:dear mr. chung,dear mr./ms. chung,greetings mr. chung,bad salutation examples:terry, (too short/informal)greetings mr./ms. terry anderson (too formal)hello: (too impersonal)to whom it may concern: (too formal/too impersonal)you want your cover letter to seem professional, but approachable. the salutation helps set that tone. if you make it seem too much like an impersonal form letter, or the stiff letter of a person who is uncomfortable talking about this job application, you run the risk of not engaging the reader. and i think we all know what happens to application packages that don’t engage the reader. (spoiler alert: they don’t get read.)necessity #2: your elevator pitchbelieve it or not, cover letters have become controversial. personally, i disagree- and it’s a moot debate if a job description specifically asks you for a cover letter anyway. if you’re wavering on whether it’s actually necessary to do one, think of it is an opportunity to give the reader an elevator pitch about yourself. ideally, the reader will also be reviewing your resume, but your cover letter can be the eye contact and handshake that get the conversation started.potential obstacleyou don’t want to give away the farm, so to speak- the person will be reading your resume, so you don’t want to just summarize the same bullet points. instead, use 1-3 sentences as a narrative line for your resume/qualifications. you also don’t want to leave it too brief, conveying little information about you- otherwise, what’s the point? it’s like saying, â€Å"i’m forced to write a cover letter, so here you go.† again, don’t miss an opportunity to talk a bout how you fit well with the company and the job description.good example:as a human resources professional with more than 8 years of experience in benefits management, i was thrilled to hear about your opening for a benefits coordinator. i’ve worked with companies of more than 500 employees (like vandelay industries), and i understand the organizational and communications challenges that can arise along the way. i’ve spent my career working to make those challenges into opportunities for better and more efficient communication throughout the company. i believe my highly developed skills in training and corporate communications would work very in the role of benefits coordinator.bad examples:i am applying for a job at vandelay industries. please see my attached resume, and let me know if you have any questions.basically, make sure that your cover letter has some of your big talking points, but don’t just rehash your resume. take the opportunity to set the narr ative.necessity #3: a strong finishalways have a closing that leaves room for follow-up. yes, the reader knows that they can email you with any questions, but it’s a conversational way to close out the letter and move the reader on to your resume.good closing example:i would love to have the opportunity to join your team, and look forward to hearing more about the benefits coordinator position. please let me know if you have any questions, or if there’s any more information i can provide about my experience coordinating benefits.bad closing example:please let me know more about this job opening. thanks.in these examples, one writer reminds the reader that the writer is focused on this job and his or her qualifications for it. the other writer closes with the most generic close-out possible, and could apply to a job opening for a line cook or a podiatrist. you want to make sure you’re aligning yourself with the job in the reader’s mind, and this is your la st chance to do so before they read your resume.  necessity #4: keep it cleanlike with your resume, you want your cover letter to be clear and easy to read. that means:a standard font. this is not the time to test out â€Å"fun† fonts. pick something clean and basic, like times.no huge blocks of text. in a letter, unbroken paragraphs can look like the ramblings of a manifesto. you want your reader to see a series of separate, elegantly outlined points. short paragraphs, a few at most.short length. a cover letter should never be more than a page, and even a full page is definitely pushing it. brevity is the soul of wit, and the friend of application readers everywhere.good letter body example:as a human resources professional with more than 8 years of experience in benefits management, i was thrilled to hear about your opening for a benefits coordinator. i’ve worked with companies of more than 500 employees (like vandelay industries), and i understand the organization al and communications challenges that can arise along the way. i’ve spent my career working to make those challenges into opportunities for better and more efficient communication throughout the company. i believe my highly developed skills in training and corporate communications would work very in the role of benefits coordinator.i would love to have the opportunity to join your team, and look forward to hearing more about the benefits coordinator position. please let me know if you have any questions, or if there’s any more information i can provide about my experience coordinating benefits.bad letter body example:as a human resources professional with more than 8 years of experience in benefits management, i was very thrilled to hear about your opening for a benefits coordinator. i’ve worked with companies of more than 500 employees (like vandelay industries), and i understand the organizational and communications challenges that can arise along the way. iâ €™ve spent my career working to make those challenges into opportunities for better and more efficient communication throughout the company. i believe my skills in training and corporate communications would work very in the role of benefits coordinator. i would love to have the opportunity to join your team, and look forward to hearing more about the benefits coordinator position. please let me know if you have any questions, or if there’s any more information i can provide about my experience coordinating benefits.  in the bad example, the information is crowded and tough to read. it’s also made even more unreadable by the font. and emojis are great for texting, but they have no place in your application package, sorry. if you want to convey tone, you’ve got to do it the old-fashioned way: through your words.once you’ve got the body of the letter in shape, all that’s left is the closing. like the salutation, you want to err on the side of f ormal, but friendly.good closing examples:best wishes,sincerely,bad examples:thanks. (brusque tone)fondest wishes, (too flowery)[name- no greeting] (too abrupt)call me, (too informal and oddly personal)and after that, you’re done! human resources professionals, maybe even more so than any other professionals, can appreciate a well-constructed cover letter. they also see a lot of them, so it’s important to get in, present your information in a clean, engaging way, and get out. you want them to remember you, not the person who sent the wacky/inappropriate/super-formal cover letter.let’s take a last look at the good example cover letter as a whole:dear mr. chung,as a human resources professional with more than 8 years of experience in benefits management, i was thrilled to hear about your opening for a benefits coordinator. i’ve worked with companies of more than 500 employees (like vandelay industries), and i understand the organizational and communications challenges that can arise along the way. i’ve spent my career working to make those challenges into opportunities for better and more efficient communication throughout the company. i believe my highly developed skills in training and corporate communications would work very in the role of benefits coordinator.i would love to have the opportunity to join your team, and look forward to hearing more about the benefits coordinator position. please let me know if you have any questions, or if there’s any more information i can provide about my experience coordinating benefits.sincerely,barbara franklinthejobnetwork is your best spot to find the exact job hr you seek in your area. take a look at listings for the following jobs, or search for your own specific terms:human resources manager jobshuman resources assistant jobsstaffing specialist jobs

Shortage of Nurses Research Paper Example | Topics and Well Written Essays - 2250 words

Shortage of Nurses - Research Paper Example Current global shortage of nursing staff has contributed to an increased number of mortality rates. Causes of nursing staff shortage Shortages of nursing staff have been attributed to various factors; addressing these factors can drastically reduce these shortages. Issues related to these shortages include insufficient enrollment of students into the nursing profession, underinvestment by the involved country’s government into health sectors, high turnover rate, poor working conditions, rapid increase in population, increased incidences of rare diseases, and few number of institutions offering nursing education (Andrist et al, 2006). Insufficient enrolment into nursing Students enrolling for nursing education are far much below to address the existing shortage. According to the survey by international nursing council, the number of students enrolling for the nursing profession is below the expectation to address the shortage of staff, and there is a need to increase the number of intakes. Comparing the number of students enrolling for other faculty and with those entering into nursing, few students pursue nursing profession. Reasons for this low enrollment have been contributed by the poor pay that nurses receive, poor working condition, long working hours, and high cost associated in training. Nurses work hard to improve the quality of patient’s life. Despite deplorable working condition, nurse’s wages are much below, hence shying off many students. Because of shortage in staff, nurses end up working for many hours than expected working hours. Most of institutions offering nursing education charges high fee, increased cost in educating nursing student has led to many parents and guardians to convince their children to pursue other courses that are less costly and have better pay (Cowen & Moorhead, 2011). Another contributing cause of the shortage in the nursing industry is an inability of nursing schools and college to enroll a large numbe r of students. According to America, association of nursing (AAN) there has been regulation in the number of annual intake in nursing college. According AAN, the Regulation in number of students is to avoid flooding the industry with many nurses. Despite an increase in the shortage, colleges have not taken an initiative to increase the number of nurse’s students. In addition, the numbers of institutions and colleges offering nursing training are few. This has translated to reduce in number of students enrolling for nursing (Kalisch, 2004). Underinvestment in health sectors Most of the developing countries have invested a lesser amount of their budget in health sectors. In Philippines, the country invests 3.6% of their gross domestic income to health sectors. This is contrary to what United States invests; it invests 16% of their gross domestic income. Because of this underinvestment, it has been difficult to attain millennium development goal (MDG) where it aimed at reducing child mortality rate and improving maternal health. Because of poor investment, it has led to poor recruitment programs. Less number of nurses are employed annually; this weak recruitment has failed to breach the gab in the existing shortage. In addition, due to less investment, nurses are paid less salary; inadequate wages have shy off many student to pursue nursing, hence causing a shortage of nursing staff (Kalisch, 2004). Poor

Globalization of operations management Essay Example | Topics and Well Written Essays - 250 words

Globalization of operations management - Essay Example raw materials, skilled and low-cost labor force among others (Mahadevan 121). Economies of scale also arise after a company expands it production capacity due to lower cost of operation. The service sector on the other hand has capitalized on the skilled labor force available overseas at low cost e.g. outsourcing firms relocating to India (Mahadevan 138). This expansion or shifting centers of operation also affect operations management adversely. There is the need for the firm to operate within the laws and standards of the new markets which are not necessarily similar to those of original market. Client’s special needs and preferences should also be considered in production which can increase on costs. Global market place is also quite competitive raising the need to have sound operational management strategies. CONCLUSION Globalization has taken many organizations to greater heights in the competitive global market. This scenario has enabled them to gain competitive advantag e and increase on production which results to higher margins. A firm going global should therefore appreciate that it will have to initiate changes in its operations to suit the new market dynamics. Works cited Mahadevan, B. Operations Management: Theory and Practice. Pearson Education India, 2010.

Managerial policy in HM Essay Example | Topics and Well Written Essays - 2500 words

Managerial policy in HM - Essay Example Many people continue to refer to the discipline by its older, more traditional titles, such as, personnel management. The trend is changing. The new term nowadays used in industry circles is HRM. Its significance lies not so much in the observable practice of its functions but in the assumption that it permits practitioners to make. The assumption are that - (i) it is capable of contributing to, and drawing from, the highest levels of managerial policy; (ii) It is driven by both strategic and operation goals; (iii) It conceives of the organization as an environment in which managerial discretion is permitted freer ruin than in a more traditional employment relationship; (iv) employee attachment and engagement in the organization are seen and accepted as major managerial responsibilities which are not moderated by external bodies such as trade unions. What is more interesting is the fact that HRM activities are now expected to contribute to organizational effectiveness. Looking at the broader perspective of HRM policy within organization, HR practitioners and academicians are also of the opinion that by aligning HR policies and practices with business strategies, the field of HRM can become a greater strategic contributor to organizational performance and success (Mathis and Jackson). HRM, its concepts definition, study and application have d... Secondly, the unity and diversity of these models serve as initial inputs in drafting tailor made HRM model for organizations. Thirdly, these models offer answers to quite a few dilemmas that practitioner encounter in their mission to pursuer an organizationally dove tailed and business aligned human resource function. The focus of HRM is on keeping the optimal quantity and quality of people needed to achieve the objective of the organization. HRM first emerge as a concept in the mid-1980 when American researchers produced two models. One of the model is called Harvard model developed by Beer et al. (1984), who defined HRM as that which maximizes organizational integration, employee commitment, flexibility and quality of work. They emphasized a need for coherence in HRM policies and role of the line managers. But it is the Harvard Model that has exerted considerable influence over the theory and practice of HRM. Harvard Model of HRM: The type of HRM policies and practices an organization prefers should be dependent upon its organizational vision, mission, strategy, Goals and objective. In quite a few cases, such HR practices shall also be devised and adopted in time with external environment of organizations. In other words, HR policies and practices are subject to influence by internal and external environment of organizations. Harvard model of HRM propounded by Michael Beer, Richard Walton, Quinn mills, P. Lawrence and Bert Spector highlighted this influence of environment on HRM is their book titled Managing human Assets published in 1984. This model also known as soft model of HRM / Harvard Map of HRM / multiple stakeholders model, argues that human resource policies are to be influenced by two significant considerations: (1) Situational factors: The

Link between strategic management and leadership

Link between strategic management and leadership In this assignment its going to be discussed about the strategic management and leadership. It will be analyzed the relationship between the strategic management and leadership. The organization which will use to describe the link between strategic management and leadership is TESCO and it will discuss about the impact of strategic management and leadership on the organization and how they work. LINK BETWEEN STRATEGIC MANAGEMENT AND LEADERSHIP: Strategic management: According to Neil Ritson Strategic management is the organised development of the resources of the functional areas which are financial , manufacturing , marketing , technological , manpower etc, in the pursuit of its objective it is the use of all the entity resources, It is a set of policies adopted by senior management, which guides the scope and direction of the entity. It takes into account the environment in which the company operates. (Neil Riston, 2008) Desired objective Strategy Development of resources rereresources So simply strategic management works in the organization according to their mission statement and find methods to achieve certain goals through the proper utilization of their resources. LEADERSHIP: In Audrina words a leadership is when you guide the organization into a result that your group has agreed upon. You and the rest of the team have a defined understanding to determine the ability and to articulate visions and goals. Leadership is said seen just as a facet of successful manager. It usually works on precedence for strategic planning and management and long-term success. (Audrina Majella, 2008) Leadership is a skill which a person develop through the experience for example in Tesco general sales assistant after having experience become the team leader they never appoint a team leader straight away because leadership you learn through experience and strategic management through courses and trainings. 1.1.3 LINK BETWEEN STRATEGIC MANAGEMENT AND LEADERSHIP: A leadership is the bridge between strategic management and their target .its because of a leadership that organization gets their desired tasks and targets Management is responsible for people and resources in a unit according to rules or values that have already been set while the leadership set a direction to the people in group. We can understand the link between strategic management and leadership by this example that good leadership and effective management are always the of success in any organization so both of these are the skills which going side by side without management a good leadership can only satisfy for the time being not in a long term same as an effective management is nothing without the good leadership. When great leadership is jointed with effective management, you are able to set a direction and be able to allocate the resources the way you want. Not only that, you will achieve your goal the way you have thought and the way you want to achieve. 1.2 Analyse the impact of management and leadership styles on strategic decision: In last topic its been discussed that what is the connection between management and leadership and now we are going to describe by practical experience that how does they work and how both of them can put impact on strategic decision. First I am going to start with my own work experience in Tesco that how I analysed these two terms out there. 1.2.1 Tesco leadership and Management Now it starts from my own experience and then tries to analyze the role of management and leadership and what is the impact on strategic decisions. I use to work in Tesco express hackney London as a customer sales assistant, we almost twenty sales persons are working at the time in my shift pattern and I am working in a grocery section now we see that Tesco is been divided in sections which are GROCERY , FRESH , PRODUCE , FROZEN. the team leader is much active and expert than others and he can work almost in every department of his section so the team leader is responsible for to make sure that work done by the sales assistants is perfect for example (task finished, nice face up, no gaps) If tasks are not assigned in groups and leaders one only manager is unable to handle all stuff. the store manager who responsible for the whole it can easily understand that store manager has no need to keep an eye on everyone .In this case study it is noticed that all the key peoples and their role within the organization now it can easily understand that who are the leaders and who are the policy makers and which are the people who work in groups and a group representative is the leader who is responsible of the performance of the group and each person in the group individually. Now it will describe with the examples that how leadership and management work together. 1.2.2 Example: For example this is the goal of Tesco to satisfy the customer and be the no one seller in super market in the sense of sales and extending their business around now we talk about individual stores like the place where I am working the task or target which is set by the management about the annual sale of the store by using the limited resources like the work force , incentives and overtime utilization for exp 20 peoples are working in grocery department its been planned by the management that if 2o peoples work they should finish their task in limited time so they can get the required sale now this is the leadership quality to get the work from these specific group of peoples in required timing now this will be the real test of the leaders ability if they use these twenty peoples how leader will utilize them so task should be done in time. 1.2..3 Example 2: Now it will understand with another example that like in Tesco hackney where I used to work its been planned by the management that they should cut the hours specially overtime was being utilized at a high pace so first thing they did straight away they left people calling the overtime and that was the toughest period for the leaders to finish the task in time as there was no more overtime any more so what they did they start doing changes for exp before in ware house only two peoples were working and they use to spend almost whole night in warehouse to break down the delivery and other regarding things . Now they asked everyone on shop floor to come back and give them 10 to 15 minutes by this way within a half hour work was done in warehouse and one the delivery is been break down than this is more easy for the shop floor worker to finish because before we were just passing time on the shop floor by walking around and chatting now they utilized properly that time and left no gap for the replenishes to waste time Assign us the different tasks and allocate time that u suppose to do it in that required time and if you were not able to do it than why someone else is able to do it. 1.3 How leadership styles can be adopted to different situation Now we will see that which are the styles organizations use to adopt in different situations for example Tesco is using more than one leadership styles like democratic, participative and situational as well. There are some examples of the different situation in the organization and how to handle these situations with different styles to get their desired task. 1.3.2 Leading from the front: This is the type in which leader is on top as his performance is the one which make difference for example the place I am working Tesco our team leader jerry even he is not as young we are but still he is more efficient than us. This is the example of transformational leadership style in which people follow the person who inspires them. 1.3.3 Setting examples: leadership is the example for others as they take a lesson from the leader for example if there is anything broken on shop floor or any rubbish out there the manager or leader himself will clean it and when others see that if being a manger he is going to do this then why not us and there are many examples like this so this is the quiet leadership style in which action speaks more than words 1.3.4 Being social and friendly: this is the style of leadership which put a big impact for example our section manager in Tesco is every time so friendly to us and discuss many other affairs and when we are on shop floor and after seven we not supposed to work but some of guys like me use to stay just because of him because he is asking for favour this is the type of charismatic leadership style 1.3.5 Assigning task according to ability: this is the situation in which we adopt this style for example most of the time in Tesco I used to work in grocery department in pickles , oil and herbs section and the time which other take four hours to do i can do in two hours. So my manager or leader will prefer me to do this task same as there are many guys who are expert in specific field. 1.3.6 Participative: this style is been adopted in the situation in which everyone participate to make the decisions for example democratic leadership is the good example of this style in which each one has the equal opportunity to make decision. 1.3.7 Situational: at this time a leader acts according to the situation for example in Tesco leader knows which the product is at that time running more frequently in store so he will decide to utilize his budget by bringing more stuff in to the back stock. Conclusion: Here we have made a conclusion that good leadership is nothing without the effective management both these terms are so important for each other for example if we consider a organization which has the management but not a good leader whatever best strategy made by the management until there is no one who can actually practically take the work from is not effective same likely if there is a good leadership but not the strategic management which actually analyse the situation resources suitability and feasibility than even good leadership is useless. Role of strategic management is much bigger than leadership and it can be said that leadership is involved to get the strategic goal defined on the behalf of company owner or share holder Task 2 Management and leadership theories in the organization: Leadership is the ability of an individual to influence, motivate and enable others to contribute towards the effectiveness and success of the organization. (House et al, 1999, pg184) There are many leadership theories which are applicable in different organization under the different situation. These theories have been categorised in form of Leaders and followers, Descriptive and prescriptive, universal and contingency theory. By differentiating the theories in these categories it is easy to understand the type of the theories, either theory is based on leader or followers there are the characteristic which differentiate the actions. Most of the theories are based on the leaders without any interaction to the followers. Another way to differentiate theories is to understand descriptive in which a leader use to do routine work and followers follow him while in prescriptive a leader has to put efforts to get the result by motivating . Universal theories are used in every situation, weather it is descriptive or prescriptive while contingency theories are only used in specific conditions. Leadership is a process in which a leader guides a specific group of a people to achieve the common task for the organization and to develop the skills there are many leadership theories which distinguish between the followers and leaders. According to Kendra Cherry, 2004 there are some common theories which are widely used in the organizations. Great Man Theories: An old concept of inherited power from forefathers. Trait Theories: some qualities which they inherit make them the leader. Contingency Theories: Is the selection of best method according to the situation. Situational Theories: Leader choose the best strategy of action Behavioural Theories: There are certain actions which make a leader effective Participative Theories: Every member in the group participates to give his suggestions. Management Theories: Are called as transactional theories which focus on group performance. Relationship Theories: are called as transformational theories which focus both on group and individual performance. Most common theories used in the organization: Behavioural theories: According to the behavioural theory actions speak more than the words. A leader is not a leader because he has some extra qualities but he has experience of teaching and observation. This theory describes the behaviour of the leader which makes him different from the other team members. Behavioural approach is commonly used in the organization; like the behaviour of the manager will tell the story and the follower will understand that what his manager is thinking about. A managerial grill model which was developed in 1964 defines leadership styles in order to achieve the company goal. To understand the impact of behaviour in management let analyze it with the example, in Tesco when an employee is coming late and doing it deliberately, manager or a leader will ignore it first time but he will behave in a silent way by watching the time on clock and then will look at him and the person will realize that manager has noticed his negligence and he might will get the warning next time from him. Same as when a task assign to the staff member, manager will never pressurise him to do it in time but what he will do. He will just walk around and come into the section and pass through that area and staff member will be careful that his manager is keeping an eye on him and he has to do his job in time in an effective manner. So it deals with the role and work according to the expectation. Situational and contingency theories: Herbert Spencer 1884 suggested that the time produce the person so according to the situational theories a leader has to act according to the situation as there is no hard and fast rule to handle the situation, a leader can adopt the different leadership style according to the circumstances for example if there is need to take a decision in urgent base, a leader will adopt the autocratic style and immediately make the decision on the base of his experience and if the situation is that he might need suggestions from the staff than democratic style will be adopted. It relates contingence to the situation so also called contingency theories. A leader act on the base of situational factors for example in Tesco motivation is the factor which effects the performance of a group or individual and in a situation when there is a work stress or there is the shortage of people a manger will motivate other persons to fill the gap and get the job done in time. Same as the if manager realize that a person is looking so tired and cannot give his best than he use the behavioural theory by showing his kindness to the person by giving him break or try to make him normal . Transformational leadership theory: According to transformational theory people use to follow the leaders who really inspire them. A person who has the ability to motivate and introducing enthusiasm is able to achieve great targets, this is the great kind of experience to work under such type of leadership because you got the chance to learn more and more and get experience to be the part of the great leadership. In transformational leadership a leader set the vision for the followers and tells them about the target and their strength to do it. By this way leader put the energy in the group and every one try to give his best. Transformational theory states that leader should have the ability to lead his team and should know the direction to get clear vision. It might be there is the case of failure in going forward but if the progress is going on than it means they are in profit. The leader will stand in the centre and is always available there for help and represent them from the front. Ceremonies and cultural festiva ls are introduced to motivate the staff for example Tesco always organize the parties and free meals on the occasions of Christmas, eid and diwali and use to give the free vouchers to the staff to motivate them to work for Tesco. 2.2 Leadership strategy to support organization direction: In the lightness of these theories it is analyzed that Tesco is using different leadership theories in different situations. This is the leadership strategy which supports in order to get the goal. Team five and participative theory: in Tesco a team five known as team five in which before starting the work each member of staff is called to join and give his suggestion, all managers, team leaders, sales staff and security members use to gather in one place and giving their suggestion about how to achieve the sales target and how to do job in time more effectively. This is the example of low participative theory in which manager listen to everyone and at the end he has the authority to make a final decision. By this way a manager and team communicate with each other and this conversation put an impact on their performance. Team leader and behavioural approach in Tesco: A team leader represents the team and he sets the examples for others by his behaviour which works more than his words. When staff watches that their leader is working more than them and he is doing in affective way than they motivate by his behaviour and put more efforts in the job to work like him. Management role and transactional theory in Tesco: In Tesco duty manager takes the report of work from the section manager and section manager take the report from the team leader and team leader has to keep an eye at the performance of each individual. In this scenario each one is responsible for his individual performance and if someone doesnt perform he will be asked for that or if the case is that someone performing well then he will be rewarded for that. Senior management and Situational theory in Tesco: This is the best theory which is mostly implemented in Tesco by the senior manager as they make the decisions according to the situation for example if there is some hot day and customers start buying more drinks from the shop floor. In normal case two persons use to work in drink section to finish the task but he will change the strategy and put one person extra in the section and will remove one person from some other section which is less busy as compare to the drink section. Same as some time if a person is sick and unable to work than manager will make the plan to cower that person and might change his style of leadership according to the situation by bringing the section managers and team leaders in to the discussion to complete the task in different way. In simple we conclude that there is no guarantee that if a leadership is successful today it will must be successful tomorrow so being the part of the strategic management strategy should be made to achieve the target according to the situation and it is not necessary that if a good leader is successful in one part of business than he will be in other as well. For example in Tesco manager of grocery section is the best manager of its time but in case if he is been asked to put in produce section he might not be able to get the work from staff because he has no idea about the products in this section. TASK 3 3.1 current leadership requirements: A leader is one who leads the team in affective way and motivates them in order to get the objective. Followers play an important role for good leadership. In the past as trait theories suggests that there are certain qualities and characteristics which make a leader. However in this modern era a leader needs to assess current and future requirements. Leaders must have to keep an eye on the generic challenges which are described below. These are the inside and outside challenges in the organization. It is one of the challenges for leader to control virtual organization because members of virtual organization are not physically on a single place. They usually work on computers. It uses generic strategies which focus on cost leadership and differentiation. Virtual leaders learn from the experience of others. Good quality of virtual leadership is to listen and understand and then filter your plan. There are many virtual organizations working around the world for example Google is working in the entire world and if we speak about UK only thirty peoples are working in the UK. Leader requires identifying what the affect of globalization is and how does it work. In globalization effect of one place put impact on the other parts as well for example recently there was a flood in Pakistan and as it is an agricultural country who export cotton to the world and in this season there was no cotton and instead of exporting they have to import the cotton. In this case things will be effected on other places and cotton price will be more than as compare to past. Economic climate always move from peak to down. It includes four stages expansion, contraction and trough. So leaders need to identify and understand the business climate when they need to expand and when they have to step back. Ethics is an important issue to realise morally that what is wrong and what is right. Corporate social responsibility is the responsibility which an employer or customers take because of the ethics. For example last year Primark stopped purchasing from India because due to certain loop holes they were using child labour. So people in UK took the responsibility and stop purchasing goods from Primark and Primark had to ask India until you do not sort this issue we are not doing business with you anymore World threats are always the restriction in leadership. Those threats are lack of food and water, environment threat, social threat, economical threat etc. A leader requires identifying the threat before time and finding the solution. Issue of diversity is to keep in the mind for leadership as no decision should be based on the base of age, sex and religion. It should be analysed what time which step leaders should take like when to take over and when to merge and when there is the need of restructuring. Role of technology is so important in these days because through the internet a company can work effectively by investing less money and able to introduce its products to worldwide. To market their product to worldwide and providing services is a common topic in the current leadership development program. 3.2 plan for the development of future situation requiring leadership: In future there is the big role of practising leadership and its development. Due to the certain changes there will be effect in leadership development. Competencies of leadership will be increased and there will be the need to develop and constructs new methods to handle globalization. It will need to do the arrangement on predictions and the role of the leader will be critical. As in modern age technology is been expanding day to day and at the time it expanding it creating new challenges for the leadership. So leaders should able to make the plan to handle the crises and much informative to adopt the new technology. Regulatory and political effect will be there in the future. A leadership should have the capacity to face the regulatory challenges for example colleges in UK are providing the university regulatory courses and they have to pay some money to university as they are the awarding body of the degree. In this case both college and university are earning money as this is their objective to make the money and expand their business. In modern age media is the big challenge and an effective leadership will require in the future. As media is independent and the can get the access in or outside the organization and raise any issue which is not in favour of the company. E leadership is going to become so popular in these days in which peoples are managed through emails and limitations as face book is the example of E leadership. There is a big need to develop and bring new leadership strategy in this field because it is never been easy to handle the people through the internet. The role of leadership should be as they must have to know that how the technology will be used in effective leadership development. The future trends noted reflect in part a response to the changing context of leadership perhaps the strongest pressure facing leadership practitioner in the future may be to demonstrate return on investment(Kincaid Gordick,2003). This definition shows the importance of investment and objective that there will be a pressure in situations for the leadership to meet their objective of demonstrating return on their investment. 4.1 Developments of leadership skills: Development of leadership is most like training of business. This is the process of improving performance and efforts. An organization is successful which is able to develop effective communication skills by the use of training courses and seminars which is helpful to make a leadership environment. There is the difference between leadership theories and practising because it is bit easy to speak but comparatively difficult in practical. Leaders are the need of the company. Effective leadership requires developing attitude, behaviour and humanity. A good leader can attract his followers by putting charismatic effect on them. There are some techniques which really help to develop leadership skills. Formal learning is an important tool to improve the leadership skills which includes the needs of recruitment. It helps to create an environment which is really helpful to become a good leader through the training courses and developing coaching skills. However the leader learns through the experience but there are the certain things which really improve the capability of the leaders and improve their skills. A good leader should have the capability to analyze the future needs and by keeping the future needs in their mind their action should be effective. Leadership can be developed by formal training, development activities and self help activities. Formal training is used when there is the situation to develop for the specific period for example some organizations introduced the workshops in the training centres and universities introduce the courses to develop the leadership skills. In training programs it need to design effective training which should have clear learning objective and helpful to develop the self confidence of each individual. There should be the activities which really help to develop the skills. Most of skill essential for effective leadership is learned from experience rather than formal training programs (Davies 1984) special assignments provide an opportunity to develop and refine leadership skills during the performance of regular job duties. Coaching and mentoring can be used to help manager interpret their experiences and learn new skills. (Mans and sim 1981). There are some development activities which are special assignment, rotation of job, coaching, mentoring and personal growth program. These activities could be used by the by the boss or co-workers. Assessment methods which include interviews, personality tests and communicating exercises are used for the purpose of development. Job rotation program are used to develop the skills of a person by putting him in different departments for a specific period of time. Mentoring is used to train the juniors from the senior management. Self help techniques are applied to develop the skills of individual by his own corporation. These techniques could be used to learn formal training. A person develops himself by setting the vision and objective for him and more committed to learn more by taking the challenging assignments. Person learns from his mistakes and feedback from their bosses. Evidence from one study shows that consideration of development needs when making succession planning decisions is likely to result in better performance for the organization. (Friedman, 1986) 4.2 Report on the usefulness of the methods used to plan the development of leadership skills: A good leadership requires good human qualities through they can achieve their targets. Training is a useful method to develop the skills of a leader. There are different training courses which are really helpful in order to develop the skills. For example Tesco provide the opportunity to its employee to get the further training of management if the person is selected for the required job. It offers a person to get the carrier break and student loan so he can either go to university to educate himself and does some course like master in business managements. Different leadership training courses are introduced to enhance the skills. In these days widely technique which is been used is to learn from the experience. The experience is been used to handle the various leadership competencies. When people get the feedback from others they learn more through feedback workshop, assignments, rotation of jobs, mentoring, coaching and outdoor learning programs. The extent to which leadership competencies are acquired and used depends on the type of development activities that occur (e.g., training, experiential learning, self learning), facilitating conditions (e.g. boss support, learning environment), and qualities of the individual manager (flexible, pragmatic, learning oriented) (Hall Seibert, 1992; McCall, 1992). To develop the leadership skills an individual has to be social intelligent so he can understand the people from their behaviour and attitude. Leaders should have the ability to learn through the experience so they are able to take the right decision at the right time. A leader needs to develop the integrity so he can motivate the people to get the objective of the organization.