Leadership Capabilities Of Steve Jobs Commerce Essay

Leadership Capabilities Of Steve Jobs Commerce Essay The main goal of this report is to examine and evaluate leadership capabilities of Steve Jobs. Jobs is the Chairman and Chief Executive Officer of Apple and nowadays possibly one of the most successful businessman on the world. Despite of many critics about his leadership. The fact that he is an effective leader is not contestable. Therefore, the main objective of this study is to examine the leadership qualities that have brought Jobs to the top of business World. CONTEXT AND BACKGROUND OF STEVE JOBS Steve Jobs was born on 24 February 1955, in San Francisco, California, United Sates. Clara and Paul Jobs adopted him shortly after birth. He was growing up in two with his sister Patty. In 1961, whole Jobs family relocated from San Francisco to Mountain View in California, which, was at that time the heart of electronics industry called Silicon Valley (Butcher, 1987). During his childhood, he was an individual who liked making things alone. He liked to compete with others, but definitely, he was not attracted in group sports or other team games. However, from the early age he demonstrated an intensive interest towards electronics field. He devoted all of his spare time observing and working together with neighbor who was employed at Hewlett-Packard (HP) that was an electronics producer. Moreover, at that time young Jobs joined to HP Explorer Club. This gave him possibility to observe engineers working on new products. When he was twelve, he could see and touch HPs first computer. Th is was huge milestone in his life, because then he thought that he wanted to work on this field (Stross Randall, 1993). While in high school, Jobs participated lecture at the HP factory. Once he asked directly William Hewlett CEO of HP, for some specific part, which, he required to finish a school project. Therefore, Hewlett was so dazzled he not only donated Jobs the parts, but most of all he proposed him a holiday job at HP. After High school, in 1972, Jobs joined to Reed College in Portland, Oregon. However, after one semester, he left and in summer, he decided to go to India and take a course of eastern religions. This is because Jobs was a contradictory, trifler young recluse with an inclination for problems. He liked hippie way of life, narcotics and Zen philosophy (Butcher Lee, 1987). After a few months in India, he came back. In 1975, Steve Jobs enrolled to the Homebrew Computer Club. There he met Steve Wozniak, a technical maniac who was designing a small sized computer. Steve fell in love in this idea and started exploring marketing possibility of such a product. Therefore, in 1976 together with Wozniak established their own company, which they named Apple. Initially they had no money to invest, thus to gain same resources for a startup Jobs sold his microbus and Wozniak his calculator which gave them $1,300. The first products they sold were circuit boards, which keep the inner parts of a computer. However, while selling these boards they were working on their core products that were personal computers (Norman, 2009). While doing marketing research Jobs realized that there is huge opportunity for them to expand on the market. This is because in that period time all computers available on the market were huge size that could hardly fit in the large room. What is more, at that time computers were so expensive that potential customers were not able to afford to purchase them. In response to the market needs, Apple designed its computers in this way in order to be able to sell its products to large number of users. Finally, in 1977 Apple II released to the market personal computer (PC) which in first year generated extraordinary sales of $2,7 million. The Apples sales rose to $200million within following three years. Apples example became the most unusual situation of corporate development in whole United States history. Throughout this implementation of PC Steve Jobs and its Apple permanently inscribed on the pages of history, because initiated completely new era era of personal computers (www.referenceforbusiness.com). In eighties, era of PC was progressing rapidly. Because of appearing competition on the market, Jobss and Wozniaks company was constantly pressed to develop its computers to remain a market leader. Jobs as a head of marketing of Apple in 1983 officially presented new computer called Lisa. That was created for users having smallest computer knowledge. However, mostly because of its high price this PC was not to o successful. For example, IBM, Apples biggest competitors (50% of PC market share) sold its PC at the lower price (Landrum Gene, 1993). In 1984, Jobss company issued pioneering model of computer on the market, called Macintosh (Mac). This PC differs from others in term of its usability (very easy to use). However, once again the sales level of Mac was poor. This is because; it did not have attributes that competitors had, for instance an adequate high tech printer. The catastrophe of the Mac initiated the start of Jobss collapse at Apple. Jobs retreated in 1985 from the company he had established; however, he kept the title of Chairman of the board (Norman, 2009). Short after this, Job employed several of his previous workers to establish another computer company named NeXT. Then in San Francisco in 1988, Jobs presented his new company. Preliminary feedback was good, because new PC was very easy to use, equipped in very fast processor, had great graphics, and an excellent sound sy stem. Unfortunately, no matters on the initial response from the users, the NeXTs PCs had never been released on the market. This was because once again these new computers were too expensive, possessed a black-and-white display, and were no compatible with other computers or could not work on universal software (Stross Randall, 1993). Definitely, NeXT was not the last one word of Jobs. Because in 1986 Steve bought from moviemaker, George Lukas a small-sized firm named Pixar. The core activity of Pixar was computer animation. Consequently, in 1995 this company issued famous Toy Story, which was a huge success of Pixar. Furthermore, in following years they released most successful animation movies ever such as Toy Story 2, A Bugs Life, and Monsters. After long time of failures, Pixars success was not the only one. Jobs privet life got better as well. Because in the same year, he got married and shortly he had, a baby girl named Lisa (www.referenceforbusiness.com). In the meantime, A pple wrestled below a sequence of six CEOs that had no vision and were not able to inspire the firms unmotivated engineers. Morale was down and so Apple was facing profit lose and poor financial liquidity. Then in following year, Jobs came back to Apple as consultant to the CEO. Right after this Apple bought NeXT Software. In 1997, Apple and its main competitor Microsoft became partners. In the same year, Apple started selling its products directly to customers both by internet but as well by telephone. Right after this, Apples web store went into the top three most successful e-shops worldwide (Butcher Lee, 1987). In following year, Steve publicly declared the issuing of the iMac that possessed great computing capability at the reasonable price. Additionally, in 1999 Apple released laptop available on whole plateau of colors called iBook. In 2000, Steve Jobs became once again permanent CEO of Apple (Norman, 2009). After 2001 has came a period of splendor for Apple and for Jobs tha t continues to these days. Consequently, in 2009 Forbes listed Jobs on the 43 position wealthiest people on the globe, with $5,100 million fortune. LEADERSHIP CAPABILITY OF STEVE JOBS Numerous academics have claimed that proper management of knowledge can bring to organizations crucial and essential competitive advantage. Leadership is foundation of the process of managing information efficiently and effectively (Bryant, 2003). The recent studies show that most successful managers, uses a set of different styles of leadership (Goleman, 2008). What is more Golemans survey identified the following role: leaders who have mastered at least four styles of the leadership especially the authoritative, democratic, unifying and coaching create the best atmosphere at work and have the best results. (quotation translated, 2008). Based on the leadership theories, in term of specific traits the most effective leaders are calm, innovative, confident and challenging (Belbin, 2008). They have a vision and charisma (Goleman, 2008). They have ability to convince and motivate others to act effectively, while encouraging personal development (Kouzes Posner, 2002). They uphold wid e picture, while delegating details to the others (Coutu, 2008). In case of Steve Deutschman stated (2001) that his most significant leadership feature was creativity and being innovative. We could easily state that innovation was a base on which he built his empire. Until these days, we can observe that innovation is still key factor, which brought Apple to the market leader position in information technology industry. Jobs understood that being innovative and providing permanently new ideas to meet customers needs is essence in effective leadership (Quittner, 2004). Some of us can joke that Jobs has no education background, because he has not finished any college. However, undoubted fact is that devoting his life to his passion, new solutions in IT branch achieved more than almost every human being could ever dream about. Despite of many critics towards his behavior and styles of leadership such as Jobs is perfectionist with tendency to intimidate others (Harvey, 2005), there are a few important facts: In 1976, he co-founded Apple, and until n owadays, he has successfully led company, which now has 15K employees. This can prove that Jobs possesses great leadership qualities. In period, from 1977 to 1985, Apple had in total six CEOs. Within this time company was losing money, management had not vision for the future and stuff was not motivated. Right after this, Jobs came back as a CEO and by implementation of a few innovative products in very short time Apple returned to the prosperity (Young, 2005). Moreover, additional capability of Jobss leadership is product passion and deep-seated consumer orientation. Jobs was judged for his approach to leadership, however his accomplishments were never negated, because all of these were world shattering. Another important of trait of Jobs leadership is ability to see big picture, thus not only PCs, but also long distance ahead (Landrum Gene, 1993). Consequently, many times people working with him did not understand choices of Jobs concerning new products implementation, or his lon g-term vision. For instance, shortly after he came back to Apple, he decided to stop most of running production lines. Instead of this, he focused only on four products. This soon after turned out to be a huge success (Deutchman, 2001). Steve is very challenging both his towards his employees, but first of all for himself. Thus, tasks he delegates to workers are very likely not fully SMART (specific, measurable, achievable, realistic, and time-framed). However, from the other hand, which is good thing, Jobs is permanently working to improve all fields of his job (Erve, 2004). Furthermore, there is crucial feature of Jobs leadership style that is his capability to connect passion and respects of his workers. Business Week (1997) argued that Jobs is a great example of transformational leadership (TL). This is leadership, which causes that workers devote all their energy in the companys strategy. TL takes place when, employees interact one on another, by which increase their morality a nd motivation (Kouzes Posner, 2002). Jobs as a transformational leader, was able to make its employees to do things that were in line with his vision of the companys development. Jobss best-known gift is his capability to charm and convince others. That is an extremely powerful trait, which, he uses often to persuade anyone of everything (Siracusa, 2007). Bennis and Thomas posted in their article that great leaders are born in the crucible of harsh experience (quotation translated, 2007). Furthermore, they added that: what makes a great leader is a resistance to adversity, and perseverance in the pursuit of goals. This is definitely significant capability of Jobs as a leader. As demonstrated above (leaving Apple in1985) Jobs life was full of failures. Most of the people in a similar situation would leave for good. However He did differently. Having a look on the Steves biography, we can also state that he has additional trait which good leader need to have, to perform effectively. Namely, this is self-confidence and ability to experiment and take a risk. These, according Kouzes and Posner are necessary (2002). All his live Jobs was confident, he deeply believed in all what he has been doing. He profoundly believed in his success, in success of companys strategy and so success of its products (Erve, 2004). This self-confidence and courage led him on the top. Many Journalists suggest that Jobs is egoist (Norman, 2009). Very likely he is indeed. However, this could be perceived also as crucial trait of effective leader, especially here in this case of company founder. Possibly Jobs has dreamed to be billionaire, and so egoism helped him to make this dream come true. Possibly egoism was a driving force which convinced him to create successful teams of employees that were able to develop such a revolutionary products. Jobs possesses also ability to create and develop great teams, consisted of star talents (Young, 2005). This is crucial trait, which is essential i n effective leadership (Kouzes Posner, 2002). This skill combined with great ideas, its vision and capability to manage and motivate his team could be key factors of his overall success. Summarizing the core features of Jobs success as leader are the following: being visionary, innovative and charismatic confidence and trust in: himself, success, his strategy capability to recruit, develop and motivate effective teams built of star talents persistence and resistance for defeats product zeal huge consumer devotion skill to transmit his ideas to the teams for realization; LEADERSHIP WEAKNESSES OF STEVE JOBS There is undoubted fact that overall performance Jobs has to be considered as a successful, because numbers on his bank account do not lie. He is extremely victorious businessman who achieved great financial status. However, there are also numerous of weaknesses, which, Steve Jobs possesses. Here based on the statements of people who have had direct contact with him, we could have a feelings Jobs represents typical for Belbins Shaper weaknesses, such as emotionality, the tendency to irritation or aggressive behavior (Belbin, 2004). Moreover, research performed by Belbin in 2004 to identify behavior of most effective manager indicated shaper team role as a least effective. Jobs represents also autocratic style of leadership. This approach has a tendency to weak decision-making process on the middle management level. Recently Apples management team gives the impression of being more motivated by dread of Steve than by their own inherent aspects (Siracusa, 2007). Webber from Washington Post said (2009) that Jobs had became a living legend in term of leadership style. Since his behavior discredits all existing best practices of leadership. He demonstrated long list of less than advisable behaviors, from public rebuking his employees to disrupting practices within meetings to the time consuming overview of every detail in product designing process. However in contrary experts and academics from leadership area state: Never reprimand your subordinate publicly! Rather, If necessary do it face to face (Walasek, 2010) The most effective leaders maintain wide focus, while leaving details to the others (Belbin, 2004) The most effective managers are calm and they are able to control their emotions (Rzyska, 2010) CONCLUSIONS This hard task to indicate weaknesses of the one of the biggest leaders ever CEO of decades (Fortune Magazine, 2009), whether to indicate the room for improvement in his leadership. Numbers do not lie he had no money when he started making business. Now he is billionaire. In 2009, Forbes magazine listed him on the 43 position wealthiest people on the globe, with $5,100 million fortune. Many traits that Jobs possesses seems to be completely opposite in relations to these indicated by leadership experts as an essential in order to be effective. However, those that he has, such as being innovative, self-confident, persistent for defeats or capability to make its ideas come true seem to be sufficient.

Geert Hofstede Cultural Dimensions Analysis Essay

Geert Hofstede is a social psycologist, originally from the Netherlands. Hofstede is well known globally for his revolutionary research of multicultural organisations and groups. Perhaps his most important work was developing the theory of cultural dimensions. There are 5 dimensions that Hofstede explains in his framework- these are; Power distance index (PDI), Individualism versus Collectivism (IDV), Masculinity versus Femininity (MAS), Uncertainty Avoidance Index (UAI), and Long term Orientation versus Short term normative orientation (LTO). Power distance index is the dimension in which a society can understand and accept inequalities that occur in their culture. It is all about the less dominant members of that culture understanding that imbalances politically, financially and racially for example, occur in their world- and the key issue Hofstede focuses on is how these disparities are handles. For a country to yield a large degree of PDI, then the people must recognise that thes e inequalities will occur and accept a hierarchical order. Therefore societies with a low PDI, make every effort to rid of the differences in status or importance and strive to level the distribution of, for example, wealth or power. The example that Hofstede recently gave to illustrate the impact of PDI is the reaction of Chinese authorities to the fact that a Chinese author won the Nobel Prize for peace, explaining that he is a man that the western part of the world would only perceive as a good, virtuous winner of the prize. Due to the authorities reaction he describes them as feeling threatened by the possible share of power, therefore being a place of high PDI. The second dimension that Hofstede describes is Individualism. This can be explained as a preference of a society that only believes they need to look after themselves and their immediate family. The flipside of this, which Hofstede refers to as Collectivism, represents a preference for a tightly-knit framework in society in which individuals can expect their relatives or members of a particular in-group to look after them in exchange for unquestioning loyalty. A society’s position on this dimension is reflected in whether people’s self-image is defined in terms of â€Å"I† or â€Å"we.† The next aspect of his framework is the Masculinity versus Femininity factor. The masculinity feature is where society in whole is very competitive. It is about achievement, success, and prevailing more than others and gaining material rewards for success. The opposite of this that is illustrated is femininity,  which is a society which is more focused on cooperating, caring for the weak and the general concern for quality of life. In the business context Masculinity versus Femininity is sometimes also related to as â€Å"tough versus gender† cultures. The fourth point that Hofstede portrays in his work is Uncertainty avoidance index. This is explained as being the degree to which the members of a society feel uncomfortable with doubt and ambiguity. Hofstede explains the key issue here is how a society can deal with or accept the uncertainty of the future and how it cannot be known- it is a question of whether society attempts to control what will happen in the future or just simply let it happen. A country with a low uncertainty avoidance index is the latter; the part of society with more of a laid back and relaxed approach to how the future develops, whereas a country with strong UAI has firm beliefs on codes of conduct and behaviour, in order to be able to influence the future as much as possible. The final dimension that Hofstede uses is the Long term orientation versus short term normative orientation. Societies who score low on this dimension, for example, prefer to maintain time-honoured traditions and norms while viewing societal change with suspicion. Those with a culture which scores high, on the other hand, take a more pragmatic approach: they encourage thrift and efforts in modern education as a way to prepare for the future. To conclude this exploration of Geert Hofstede’s framework, I believe that all of the points he makes and focuses on are relevant in societies internationally, regardless of specific cultures. For example, the Power Distance index dimension is an issue that occurs all over the globe. There are individuals in every society that have superior power to others, be it financially, politically or just have a greater status in the social order. However the acceptance of these issues can vary from country to country. For example, I would say that North Korea have a very high PDI, as they are governed by a dictatorship where certain individuals have enormous power over the rest of society, and they just get along with it and accept that fact. However in more democratic states; i.e. the UK and the USA the PDI is much lower as society believes much more in equality.

The Contributions Of DNA Sequences DNA Is Not Destiny

DNA is Not Destiny Deoxyribonucleic Acid (DNA) is made up of nucleotides which contain three parts: a phosphate group, a sugar group, and one of four types of nitrogen bases. DNA then forms a double helix, with alternating phosphate and sugar groups linked to a chain of nucleotides. DNA is important because it gives instructions to an organism on how to develop, survive, and reproduce through DNA sequences. These sequences contain instructions on how to make proteins, which are complex molecules that do most of the work in the human body. DNA Sequences that contain instructions on how to make proteins are genes which also determine physical traits. The complete DNA instruction book, or genome, for a human, contains about three billion†¦show more content†¦The scientific studies conducted for epigenetics have given light and has helped disprove a common fact that DNA is a person’s destiny. A persons destiny is instead due to multiple factors. These factors range from the mother’s diet during pregnancy to the person’s lifestyle (Watters 33). An experiment conducted by Randy Jirtle, a professor at Duke University, has proven the mother’s diet during pregnancy has a profound impact on childs epigenome. The experiment took mice that have the agouti gene and bred them. Typically, the child would have the agouti gene like the parents, which would make them yellow, fat, and prone to diseases, but it did not. The offspring did not phonetically posses the agouti gene but were slender brown mice. This was due to the mother’s rich diet of methyl foods rich during pregnancy which altered the epigenome and phonetically turned off the agouti gene (Watters 33). These methyl-rich foods are the type of victims usually found in the victims pills pregnant woman take so this data can be applied to humans like most mice experiments and results from them. 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Chapter One and Thirty Nine of Great Expectations Essay

Compare chapter 1 of Great Expectations, in which Pip first meets the convict, with chapter 39, when the convict returns. Charles Dickens is considered to be one of the greatest English novelists of the Victorian period. This greatest of Victorian writers was born in Landport, Portsmouth, on February 7, 1812. His father John worked as a clerk in the Navy Payroll Office in Portsmouth. It was his personal experience of factory work and the living conditions of the poor that created in Dickens the compassion, which was to mark his literary works. Dickenss works are characterized by attacks on social evils, injustice, and hypocrisy. Great expectations was Charles Dickens’ second to last complete novel. It was first published as a†¦show more content†¦For thousands of years, families put their children to work on their farms or in whatever labour was necessary for survival – only children of the wealthy and powerful escaped this fate. Until the last one hundred years or so, children were considered by most societies to be the property of their parents. They had little protection from governments who viewed children as having no human or civil rights outside of their parents’ wishes, and Great Expectations brings some of these conditions to light. In the 19th Century children were horrendously mistreated as they were sent to work in dirty, odious factories from the age of 10. At the time orphanages did not exist so people for odd jobs, who paid them just enough to survive, hired orphans. Convicted criminals were also much neglected at this time. Dickens picked up on this and decided that society needed to change, so Dickens wrote this novel, not only to earn a living and entertain but also to inform and notify the audience about the mistreating of orphans and convicts. He also tried to change society by writing other novels based on the same principal such as Oliver Twist and Nicholas Nickelby. 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Deming s philosophies were written in about 200 papers and then many books there afterRead MoreStudents Stressful Experiences On College Students Essay1998 Words   |  8 Pagessome form of higher education at college to ensure their success in the workplace and their future career goals. Although freshmen students often enter college with high expectations and ambitions, many eventually drop out of college. Why does that happen? In an ever-changing and more competitive environment, the demanding expectations on college students now soar at unprecedented heights, creating stressful and unpleasant experiences for many of them as they try to keep up with all the burdens inflicted

Parallels In Power And Othering In 1984 And Imbeciles.

Parallels in Power and Othering in 1984 and Imbeciles Like many I was aware of the eugenics movement in the United States in the 1920’s. However, after reading the story of Carrie Buck and learning more about the nature of the procedurals involved in these sterilizations I have a new found understanding of the roles Power and Othering played in the unlawful tests conducted on Carrie buck and many members of her family. The way in which those elite of the 1920’s mimics the party and the thought police in George Orwell’s 1984, is incredibly interesting to ponder. There are even instances of power and othering having the exact effects among nations today as well. The similarities between these major themes that we have continuously†¦show more content†¦Due to the popularity of the Eugenics movement among the social hierarchy there was ample opportunity for those employed the legal system to get involved such as lawyers and judges. This was such the case in Albemarle County, Virginia with Judge Oliver Wendell Holmes and Dr. John Hendren Bell working very closely together to protect the true intentions of the movement and to keep anyone the deemed â€Å"feeble-minded†, to be sterilized. Their relationship also allowed for the legal cover up and of these events and they also produced falsified documents to further protect the sterilizing program â€Å" Holmes agreed, telling Pollock the discussion make him inclined to believe â€Å"it would be possible to breed a race.† In the five years since his Illinois Law Review article, his phrasing had become more biological: he had gone from wanting to â€Å"build† a race to wanting to â€Å"breed† one† (Cohen, 2016:241-42). Once again, we can see the exploitation of power by those who possess it can lead to severely negative effects for the lesser classes. There is another great parallel example of such the abuse of power by the Party in 1984, with they have the ability to strip a person’s name from ever y record that exists which mean the Party has the power to remove a person’s entire existence. If that is not a clear and blazon example of absolute power over people than what else is? We also see examples this ability to use corrupt political

Please refer to the Message Section. Agrarianism in Southern Literature Free Essays

Agrarianism is defined as a political and social philosophy that emphasizes the importance of farming and the cultivation of plant life for man to lead a happier and fuller life. Thomas Jefferson, one of the chief proponents of Agrarian thought in American history, had mentioned its significance thus: â€Å"Those who labor in the earth are the chosen people of God, if He ever had a chosen people, whose breasts He has made His peculiar deposit for substantial and genuine virtue.   It is the focus in which He keeps alive that sacred fire, which otherwise might escape from the face of the earth (â€Å"Agrarianism†). We will write a custom essay sample on Please refer to the Message Section. Agrarianism in Southern Literature or any similar topic only for you Order Now †   Agrarianism in Southern literature evolved at a time when the culture of the South was supposed to have been attacked by modernity.   To counter the negative impact of modernity on the Southern culture and traditions, a group of twelve traditionalist poets and writers published an Agrarian collection of essays in 1930: I’ll Take My Stand. The thesis of this manifesto was that the past rebukes the present for the latter’s dependency on machines as opposed to nature.   The South was seen as traditionally agricultural, and its people were understood as non-materialistic, religious, as well as well-educated. This viewpoint eventually took shape as an entire genre in Southern literature, as the writers and poets who had written for I’ll Take My Stand showed how Southern agrarianism could be expressed not only in poetry and essays, but also in biographies, novels, and works of literary and social criticism (MacKethan). Nevertheless, Southern agrarianism is considered an offshoot of Southern modernism, seeing that the subject of agrarian literature is alienation – a feeling of being out of place.   Moreover, almost all of the agrarian authors and poets are modern (Grammer). One of the famous Southern agrarians and a contributor to I’ll Take My Stand, Allen Tate has described his writing thus: â€Å"My attempt is to see the present from the past, yet remain immersed in the present and committed to it (Fain and Young 189).†Ã‚   Even so, Southern modernism is considered an altogether separate genre (MacKethan). Influenced by modernism, Southern agrarianism is said to â€Å"produced the South (Kreyling 6).†Ã‚   MacKethan writes that Southern agrarianism was largely a myth which the Southern agrarians – as the contributors to I’ll Take My Stand are called – had succeeded in propagating as reality. So, although Southern agrarianism was a myth, the writers and poets who had advocated agrarianism were successful in portraying the Southern peoples as non-materialist, lovers of nature.   They had managed to make the Southern peoples keep their focus on agrarianism to boot. Even so, as Kreyling maintains, the agrarian movement in Southern literature did not approach a unity of thought that the Southern agrarian writers and poets had claimed to be a mark of their traditional culture. Today, it is not possible to study the literature of the South without the agrarian model in its midst.   Moreover, despite its mythical nature, Southern agrarianism is said to present â€Å"an aesthetically gratifying world of pure form† in literature (Grammer 131). This Southern genre is a widely accepted one.   All the same, some of its proponents have left it altogether.   According to Ransom, Southern agrarianism was a constraint on his imagination. Robert Penn Warren, on the other hand, is known to have immersed himself completely in the philosophy of agrarianism (Grammer).   Regardless, agrarianism continues to be understood as an essential part of Southern literature, balancing the past with the present. Works Cited â€Å"Agrarianism.† Answers. 2007. 10 Nov 2007. http://www.answers.com/agrarianism. Fain, John Tyree, and Thomas Daniel Young (eds.). The Literary Correspondence of Donald Davidson and Allen Tate. Athens, GA: University of Georgia Press, 1974. Grammer, J. M. â€Å"Reconstructing Southern Literature.† American Literary History (Spring 2001), Vol. 13, No. 1, pp. 126-140. Kreyling, Michael. Inventing Southern Literature. Jackson: University Press of Mississippi, 1998. MacKethan, Lucinda. â€Å"Genres of Southern Literature.† Southern Spaces. 1 Aug 2005. 10 Nov 2007. http://www.southernspaces.org/contents/2004/mackethan/5c.v2.htm. Ransom, John Crowe. â€Å"Wanted: An Ontological Critic.† Selected Essays of John Crowe Ransom. Ed. Thomas Daniel Young and John Hindle. Baton Rouge: Louisiana State University Press, 1984, pp. 147-79. How to cite Please refer to the Message Section. Agrarianism in Southern Literature, Papers

Business Significance

Question: Task 1 What does employee engagement mean for employee relations? It means being more strategic and seeing the big picture. It means being familiar with a wide range of techniques and skills, including mediation and communications. But ultimately, it may also mean asserting more strongly the employee interest agenda. In the light of the changing work environment within the UK, you have been requested to produce an informal report which examines contemporary trends and practices within the Employee Relations field. The report should specifically address the following:- Explain the different perspectives taken to manage employee relations and the balance of power between management and individuals. Discuss two (2) forms of industrial action and explain the approaches which can be taken to manage both individual and collective conflict. Evaluate the objectives for employee voice in both unionised and non-unionised contexts. How can such objectives improve organisational performance? TASK 2: Using your understanding of dispute resolution processes, research an organisation with which you are familiar with and evaluate their approach to handling disciplinary issues. Answer: Task 1 Employee Relations And Balance Of Power The business significance of every company depends upon good employee relations. The employee attitudes and the commitments are strongly associated with business performance and the managers see the employee voice as contribution to performance via better employee contributions and productivity gains. The climate of consultation and involvement in the company is associated with the employee satisfaction and commitment. The methods to increase the employee voice are communications, project teams and joint consultations as well as the growing interest in the partnership schemes, electronic media and the attitude surveys. In the Organisational terms the employee relations often suffer from a degree of invisibility as its boundaries are still unclear and no specific function or any individual has any specific responsibility for its managing it. Employee relations continues to be a critical area for the HR to manage. Most of the larger employers in the public as well as the private sectors believe that the establishment of effective machinery or maintain consultation with the employees. In public sector some of the HR displays strong commitment to working in partnership with the trade unions which reflects formal as well as informal committee structures. The companies should be able to deal with their employees in individual as well as representative basis. The emphasis should be on the retention, recruitment and pension (Gennard, 2009). The people involved with the employee relations practice should have or acquire the following skill sets to understand the employee relations more effectively Clear understanding of the labor laws. To know about how the representative structures work. The awareness of the general employment law. Develop facilitation and communication skills. Develop negotiation skills. To understand the methodologies of earning trust and respect of employees. Awareness of employee attitude and feelings. To have deep business knowledge (Van Buren and Greenwood, 2007). Some common views about Employee Relations Employee relations are seen as a skillset or a philosophy rather than as a management function or a well-defined area of activity. The employee relations has been shifted from institutions to relationships. The research lessons about employee voice and psychological contract are now being integrated by the employers and being absorbed in the employee relation policies and aspirations. Even though the line managers and board members are the practioners of these policies, still there needs to be a specialist with a strategic perspective and particular expertise in negotiation. The skills in employee relations and competencies are the most important skills which are important to achieve performance benefits keeping focus on employee involvement and commitment. The employee relations are defined to be strategic in terms of managing business risk. The organizations are likely to be more proactive in managing the employment relationship (Gough and Hick, 2009). Management of employee relation by employee engagement and distribution of power The key issue for the managers is focus and they are continuously trying to direct the attention towards the issues that will really make a difference to business performance. The achievement of business goals and financial returns is increasingly dependent on the delivery of work and performance by the frontline employees. This has emerged from the operation of a mix of HR and high performance work practices in the presence of a supportive management. The new rules of employee engagement can be suggested as a combination of commitment and organizational citizenship and have given a positive outcome (Turner and O'Sullivan, 2013). The recipe for success is job security, recognition, feedback, respect, organization purpose and team work are all present there but what the managers need is an advice in translating these aspirations into practice. Engagement focuses attention on the outcomes side of psychological contract. Engaged employees show commitment and make a willing contribution to the company needs, are less absent, help others within the organization and are less inclined to leave. Excessive focus on short term financial performance has been shown to be counterproductive. The need for the directors and the managers is to focus on the employees and the customers rather than only the shareholders. The policies of work life balance, commitment and performance. The policies on work life balance are being used by the employers to underpin positive workplace behaviors. The employee attitudes have been directly linked to the work life balance, performance and commitment and the request by the employers to give the employees right to flexible working. The managers who have made extensive use of employee information, involvement schemes and consultation are more methods adopted and make positive impact (Simpson, 2013). But the effectiveness of the relationship depends on the quality of the relationship, the degree of mutual commitment and trust. The business perfo rmance model of employee relationship focuses on the implementation of the HR practices by the line managers and on the employees ability, motivation and opportunity to practice discretionary behavior. Employee relations has been seen as the key ingredient though its role is less understood than other elements such as training or reward. The promotion of the two engagement in the employment relationship, the employee relations is considered as the heart of the high performance models. Not only the HR but the directors, the managers and all top management is responsible for the policies and promotion of the culture where the employees deliver high performance (Schlosser and Zolin, 2012). Industrial Actions In Times Of Individual And Collective Conflict Individual conflict The resolutions required to solve any individual workplace conflict has assumed an important place in the policy debates over contemporary work and employment. This has occurred due to the decline in collective industrial actions and parallel rise in the volume of employment tribunal applications. The most significant change has not been in the nature or extent of workplace conflict but to the channels through which it is expressed and potentially resolved. It is not the conflict but the system of conflict resolution that have become increasingly individualized (Ng and Feldman, 2011). There are three key issues i.e. the erosion of trade union and employee representation, the changing nature of the HR function, and the lack of confidence among the line managers in addressing and dealing with the difficult and emotional issues with their staff. It is said that only around a third of workplaces have any structures of employee representation and the majority of the employees have no access to even an on-site representative. Even in unionized workplaces, representatives are under growing pressure due to the increase demand for representational services and restrictions on facility time. This had profound effect on the dispute resolution as even the falling rates of union density has been associated with higher rates of disciplinary sanctions and dismissals. The presence of the unions makes the employers experience less adverse tribunal judgments which clearly shows that the link between improved workplace performance and effective voice of the employees (Mechanisms of Action, 2000). The scale and direction of individual workplace conflict is difficult to measure. The changes in the structures of workplace representation and the changing balance between the responsibilities of HR and line management have had a significant impact on the capacity of organizations to resolve difficult issues in the workplace. The public policy of UKs system of dispute resolution has focused almost exclusively on the impact of legal regulation on employment and economic efficiency. Though the debate on expensive system and limited access to justice undermining employment protection system is polarized but they have shown that very early signs of these changes have triggered a significant reduction in the tribunal volumes. But the reduction of access to the tribunal systems may also drive the workplace problems underground (Massey, 2004). If the employers are freed from the fear associated with litigation, they may be more likely to address issues at an early and may also invest in more innovative approaches such as mediation. There has been undoubtedly an increased interest in promotion of mediation as it is an alternative to conventional rights based disciplinary and grievance procedure and also as a catalyst for deeper organizational change (Kaufman, n.d.). Collective conflict Employee voice and participation are the broad terms which explains about the resolution of industrial conflicts in the organizations. Employee voice is an individual but participation is a group process, involving groups of employees. Representative participation is one of the types of participation that centers on the role that employee or the trade union representatives play in discussions between the managers and the workforce through the mechanism of joint consultation, or worker directors collaborative bargaining. These arrangements raise major issues to do with the distribution of power and influence within the organizations. There are two main variables in collective conflict, strikes and non-strikes collective conflict to capture collective conflict in the workplace. Non-strike forms of collective conflicts represent walkouts, demonstrations and petitions. Both the strikes and non-strikes collective conflicts are determined to a selective degree by the presence of the union delegates. This supports the assertion that the unions are the main instigators of collective conflicts (Kaufman, 2014). Conciliation is one of the skills that is used to prevent conflicts within an organization. The role of the conciliator is to play an active part in trying to solve the dispute, often by the suggestion of options for solutions or paths to a solution. The conciliation procedure is flexible and can be as formal or informal as the situation requires. Mediation is used when two or more parties of high level are involved in a dispute that may result in legal action. The mediators role is to help the parties to negotiate an agreed solution. The mediator is neutral and provides no advice or solution. Their work is just to talk their way through the problem and find a mutually agreed solution (Kaine, 2011). Employee Voice And Organizational Performance The employee involvement study has been restricted to employees direct participation in the day to-day operations, through discovery, diagnosis and resolution of problems related to the workplace issues that is upward and problem solving. The interest in non-union form of the employee vice coincides with the decline in unionism in a number of industries and countries. UK has switched over from representative voice to towards direct employee involvement. It is seen that the firms achieved more economic performance as a consequence of allowing more extensive worker influence though very little evidence was found regarding it. Employee voice describes how employees raise concerns, express their interests, solve problems and contribute to and participate in work place decision making. The employee voice can take place directly between employee and management or via the worker representative. Employee representative usually serve as advisory or information channels of influence on a wide range of corporate level decisions, including investment policy, technological change and corporate level strategy (Butler, 2005). To examine the effects of voice on manufacturing performance the assessment of team voice on every day and work related decision making was carried out on the following fields The use of new technology on the job Who should do what job The way the work will be done i.e. revising methods How many employees should be brought onto the team How many employees should be dismissed from the team Performance evaluations Settling grievances or complaints How fast a work should be done How much of work should be done in a day Selection of the team leader. Team voice improves labor efficiency and productivity but only when the representative voice is taken into account. Involving the expertise of the workers directly in the work process in teams contribute to the industries labor efficiency. Voice shows a positive relationship with productivity when the interaction with direct voice is included. When managers need to improve a plants capability by achieving high productivity they seek to involve key employees in decision making. Managers usually prefer to use direct participation I order to access workers knowledge in such circumstances (Dyne, Ang and Botero, 2003). Task 2 Managing Employee Relations At Itv ITV Yorkshire is the British television service provided by the ITV broadcasting limited for the Yorkshire area on the ITV network. It has said to be having turbulent relations with the broadcasting unions. The upheaval of enforced jobs changes on these new employees and the presence of the new management of a new ITV station and the huge investment by the shareholders provided fertile grounds for the unions. It was also off air for over two months due to the management of the company fighting over the unions (Creeber, 2006). The companys approach to employee relations is based upon engagement with the employees. It is done by a combination of methods i.e. collective bargaining, consultation with elected employee representatives and direct engagement with individuals. Engagement is regarded as the factor which brought success to the company and is now balanced enough to experiment different measures of engagement. The ITV maintains a wide range of direct communications. Communications with recognized unions in collective bargaining and employs 15% workforce from membership and in return gets 50% coverage for collective bargaining purposes. Then the communication with the democratically elected employee representatives which includes 15 different communication groups, 250 directly elected employee representatives and frequent use of twin track consultation (Critical Mention iTV, 2009). The last but very efficient is the communication with individuals, it follows techniques like 60 second updates, managemen t cascade, surveys and engagement in change projects. ITVs intranet, known as the water cooler, provides the individuals daily online update on news affecting ITV and theres weekly water cooler for the offline employees. The 60 second update produced monthly sets out a report on whats going on in the business. Individual development reviews, briefing meetings, individual relationships and workshops with line managers. The effectiveness of the process is monitored by the employee opinion surveys (Schwalb, 2004). The company also engages in collective consultations by the help of the elected representatives as unions represent only 15% of employees and the feedback is required from the whole work force. The scale of change within the organization is so high that the channel needs to consult with its employees as frequently as possible. Therefore it has 15 communication groups centered on different business locations. It uses collective bargaining as a method to retain employees on new working practices. This method has provided the company significant benefits and has helped to reassure the employees their importance in the company. The company uses negotiation and consultation to deal with the recognized unions and elected employee representatives. The management sets out a proposal and collects the responses and then further decides what action is to be taken. Negotiation can break down eventually but consultation gives the flexibility to the managers and the unions to come down to a decision (Haynes, 2005). Conclusion The ideas represented in the report are a sort of indicators that helps the management to monitor the incoming risks in the organizations and the methods to avoid them. It also contains aspirations for the employees to understand, identify with and commit to the objectives of the organization they work for. The employee relation specialists like the mediator and the conciliator have to be familiar with a wide range of techniques and skills to handle the problems that comes their way. One should not assert the interests of the employee or the employer as without the balance a high performing and strategic business is unlikely to succeed. References Butler, P. (2005). Nonà ¢Ã¢â€š ¬Ã‚ union employee representation: exploring the efficacy of the voice process. Employee Relations, 27(3), pp.272-288. Creeber, G. (2006). ITV Cultures: Independent Television Over Fifty Years. Screen, 47(2), pp.261-265. Critical Mention iTV. (2009). Choice Reviews Online, 47(04), pp.47-1741-47-1741. Dyne, L., Ang, S. and Botero, I. (2003). Conceptualizing Employee Silence and Employee Voice as Multidimensional Constructs*. Journal of Management Studies, 40(6), pp.1359-1392. Gennard, J. (2009). The financial crisis and employee relations. Employee Relations, 31(5), pp.451-454. Gough, O. and Hick, R. (2009). Employee evaluations of occupational pensions. Employee Relations, 31(2), pp.158-167. Haynes, P. (2005). Filling the vacuum? Nonà ¢Ã¢â€š ¬Ã‚ union employee voice in the Auckland hotel industry. Employee Relations, 27(3), pp.259-271. Kaine, S. (2011). Employee voice and regulation in the residential aged care sector. Human Resource Management Journal, 22(3), pp.316-331. Kaufman, B. (2014). Theorizing determinants of employee voice: an integrative model across disciplines and levels of analysis. Human Resource Management Journal, 25(1), pp.19-40. Kaufman, B. (n.d.). Employee Voice before Hirschman: Its Early History, Conceptualization, and Practice. SSRN Journal. Massey, C. (2004). Employee practices in New Zealand SMEs. Employee Relations, 26(1), pp.94-105. Mechanisms of Action. (2000). Toxicology and Industrial Health, 16(3-5), pp.113-126. Ng, T. and Feldman, D. (2011). Employee voice behavior: A meta-analytic test of the conservation of resources framework. J. Organiz. Behav. 33(2), pp.216-234. Schlosser, F. and Zolin, R. (2012). Hearing voice and silence during stressful economic times. Employee Relations, 34(5), pp.555-573. Schwalb, E. (2004). ITV handbook: technologies standards. Compute. Entertain. 2(2), p.17. Simpson, B. (2013). The Labor Injunction and Industrial Action Ballots. Industrial Law Journal, 42(1), pp.54-60. Sinclair, A. (2012). (1) ITV Broadcasting Limited (2) ITV 2 Limited (3) ITV Digital Channels Limited (4) Channel 4 Television Corporation (5) Four Ventures Limited (6) Channel 5 Broadcasting Limited (7) ITV Studios Limited v TV Catchup Limited Secretary of State for Business, Innovation and Skills (intervenor). Euro Law Rep, 16(2), pp.187-229. Turner, T. and O'Sullivan, M. (2013). Speaking up: employee voice and attitudes to unions in a non-union US multinational firm. Industrial Relations Journal, 44(2), pp.154-170. Van Buren, H. and Greenwood, M. (2007). Enhancing Employee Voice: Are Voluntary EmployerEmployee Partnerships Enough?. Journal of Business Ethics, 81(1), pp.209-221.