History Part B Free Essays

Controlled assessment part b i. Representation 1 is from the The English Police Force; A Political and Social History written by Clive Emsley, published in 1991. It suggests that the police were ineffective at stopping/preventing major crimes such as robbery. We will write a custom essay sample on History Part B or any similar topic only for you Order Now However, they were effective at stopping minor crimes in the local community. Representation 2 is A Plaint by a P’liceman, a poem published in Punch magazine in the late nineteenth century. It also suggests that the police were ineffective at stopping/preventing major crimes and that limited the effectiveness of the Police. However, the representation also suggests that the police were effective at stopping/preventing minor crimes but that was seen as ‘stop[ing] little boys from playing ball’. Representations 1 and 2 have a number of similarities. First of all Rep 1 and 2 portray the negative attitude towards the Police. This is shown by ‘belief among many of the working class that there was a law for the rich and another, harsher law, for the poor. In some areas, they allowed fights and other law breaking activities, which they would’ve acted against elsewhere’. From representation 2, i can spot that it agrees with representation 1 as it says ‘’The street’s re quite unsafe’ they say, You’re robbed and mobbed in broad noonday But little boys they mustn’t play’’. Representation 1 also gives the impression that the Police were capable of preventing petty crimes but they differ in tone. This is shown by ‘what the police were especially good at, was apprehending those who committed petty street offences . Representation 2 is similar and i know this from ‘Stop little boys from playing ball, or move away an apple stall’. Finally, Representation 1 suggests that the police themselves were not to blame for their ineffectiveness. I know this from ‘The police never had sufficient manpower to suppress disorder entirely’. Representation 2 is similar as it suggests ‘ Well, if from growls you can refrain, it ain’t of us you should complain You’ve got thank SIR RICHARD MAYNE’. Representation 1 and 2 have a number of differences. First of all Rep 1 gives a negative view towards the police but it differs in attitude compared to Representation 2. This shown by the fact that Representation 1 gives negative view towards the police but it gives some positives of the Police, therefore giving balanced argument. However, Representation 2 gives a generally one sided view of the police, which is negative. The representation doesn’t seem to take into account the other side of Policing, creating a one-sided and biased view. Both representations differ in tone. I know this as Representation 1 gives an academic style, due to the language used. You must also take into account that it’s from a textbook. Meaning that it will have to be fair when creating a judgement of the Police. Representation 1 tends to use words such as ‘however’ and ‘although’. Representation 2 is wholly one sided being exaggerated. Emotional language is used, in order to build a negative view image of the police. I know this from the exaggeration and comparison of petty street offenders to boys ‘They bids me chivvy little boys’ In conclusion the two representations are mostly different as the first representation gives a balanced view making a conclusion at the end after evaluating all points. Whereas, the 2nd Representation gives a negative focus and tone towards the Police without even considering the usefulness of the police. The main reason for this is Representation 1 concludes that ‘Although they[working class] may not have liked the Police, they realised that the police force were there to protect and serve the community’. By concluding in this manner, it shows that there is an understanding as to why the police are judged in a certain way but gave a reason as to why the Police were existent and that was to put order in society. Whereas, Representation 2 portrays the Police as useless when considering all the crimes that the Police should prevent. Representation 2 consider’s the Police as people who only put a plaster on the wound rather than healing the wound, in a sense. The downside for Representation 2 is that it is completely one sided which allows a lot of criticism to be made. The most important areas of difference is the tone and focus. I say this because, there is a clear difference because of the tone and focus. Representation 1 is a formal and factual piece focusing on all aspects of policing, thus, allowing the reader to understand the Police properly and leave the reader to make his own judgement. However, when it comes to Representation 2, the piece is informal and focuses only on the negative aspects of the Police. The piece doesn’t allow the reader to make his own judgement fairly. How to cite History Part B, Papers

Work group and team respect to Management - Myassignmenthelp.Com

Question: Discuss about the Work groupand team respect to Management. Answer: Introduction The last few decades have noticed a remarkable change in the organizational work groups and teams, all across the world. Even though there are some strategic, technological and economic imperatives driving the whole transformation, one of the most compelling factors has been the ongoing shift of organized works around the individual jobs to the team based working structures. According to Adams (2014), the ever increasing global consolidation, innovation and competition create a pressure upon the emergence of the teams as a building block of the organizations. Such pressures assist in driving a need of diverse skills, experiences and expertise. They help in necessitating more adaptive, flexible and rapid responses. Work groups and teams enable such characteristics. Moreover, many organizations operate globally through mergers and acquisitions, joint ventures, expansion and more, which helps in increasing the importance of mixed culture teams as well as cross cultural work groups. In addition to this, advanced communication and computer technologies have been successfully providing new and innovative tools for linking the individuals better with their teams as well as enabled the teams to be virtual in nature, that is, distributed in space and time. The purpose of this report is to discuss about the relationship between work groups and teams with conflicts and negotiation. The company selected is Microsoft, in order to understand the workgroups and conflict management. The report highlights the benefits and drawbacks of working groups or teams in association with conflicts and negotiation. Different topics like team composition, team effectiveness and processes, team motivation and leadership, team socialization, development and formation and lastly team conflicts and negotiation. Moreover, the work teams or groups generally comprise two or more individuals. They share common goals and objectives and perform organizationally relevant assignments. In addition to this, the work groups or teams are encouraged to interact socially and responsibly. Ineffective communication can lead to team conflicts, which mar the progress of any organization. Literature review Background of the Company Microsoft Corporation is one of the leading American multinational technology companies, which is best known for software products. Headquartered at Redmond, Washington, the company manufactures, develops, supports, sells and licenses computer electronics, computer software, personal computers and other services. As of 2016, the company is recognized as one of the most valuable companies and the largest software maker of the world (Microsoft.com 2018). Management In an organization, managing and leading people are regarded as an important factor. Managing is associated with leading and a significant part of managing the employees includes guiding them to give their best performances. As per Alexanders (2013) opinion, leading and managing people are often identified with team work, as effectively leading a team can yield better outcomes. Managing an effective work team or group is both immensely simple as well as difficult at the same time. This is the fundamental reason why majority of the team members face difficulties in getting the task execution, relationships and interaction right. On a whole, the success of a team is completely dependent on these particular factors (Li and Lams 2013). However, like every coin has two sides, working in a team can be both advantageous and disadvantageous as well. In many organizations, work groups perform so well and in some, they remain dysfunctional. According to Belbin (2012), each and every team members carry a baggage with them, for good and for ill. Given the complicacy of forming a team, developing an interaction procedure can help in having an effective as well as efficient functioning team. Block (2016) opined that work teams can succeed to a huge extent if they are provided with proper support and appropriate nurture. In addition to this, a number of diverse individuals work with different life and work experiences along with different success degrees for covering a new aim or mission. Such an approach can prove to be beneficial for any organization. Microsoft Corporation on work groups and teams Microsoft Corporation is the worlds largest software maker and has been successfully leading the segment. According to leaked information, it is found that the employees are quite happy, working in groups or teams, which in turn benefit the workplace. It has contributed a lot to the organizations overall development. Working a team is considered to be immensely crucial for the effectiveness of the Microsofts business. The company current chief executive officer, Satya Nadella mentioned that it is highly important that each and every team members are working in groups by giving their best under any situation. An effective work team comprises individuals who try to cooperate with other team members, by using their abilities and skills and also giving a constructive feedback, barring the team conflicts. According to Coghlan and Brannick (2014), work teams or groups must have a common goal or mission, which is agreed upon by all the team members. The clarity of the team is reinforced at certain times, when the organizations have crystal clear prospects and expectations from a specific teams work, accountability, outcomes and goals. Cummings and Worley (2014) mentioned that a work group or team can create a specific environment of working, where the members of the teams will be able to cope up with reasonable risks in advocating positions by taking necessary actions as well as communicating with other team members. Most importantly, team members must be able to trust each and everyone in the group. However, Daft (2012) stated that there are several disadvantages as well, while working in a team. Ineffective communication among the members of a team can lead to the downfall of any company or organization. In such cases, the leader of the organization needs to take full care of the employees, so that they can share their issues and opinions, without any hesitations. Microsoft Corporation consider its team members to be a unique group of individuals who work together and contribute a lot to the organizational success, with their exceptional opinions, knowledge, points of view and experiences. The CEO of the company believes that the work teams do not behave, but the individuals do. However, they do so because they create a team level phenomenon (Katzenbach and Smith 2015). The individuals are often nested within the teams and the groups are linked to a bigger multi level system. This hierarchical coupling and nesting is a major characteristic of the organizational systems, which necessitates the usage of multiple levels, that is, individuals, teams, higher level context and others. This is done in order to gain an understanding and investigating the overall team phenomena (DuBrin 2015). As per Microsofts CEO, the overall purpose of the team formation is considered as an important factor for taking full advantages of the differences in them. In fact, the more a work group is able to bring out different factors, the better it can be presented as well as supported with the facts and evidences. Moreover, Nancarrow et al. (2013) mentioned in one of his researches that innovation, different points of view and creativity are always expected and encouraged by the team and organizational leaders. At times, team members have a tendency to raise issues and comment that we have already done it in this way, or what a stupid concept; this will not work, anyhow. It is immensely crucial that the team members change such mindsets. Leaders of the organization should not support or encourage such statements. In Kozlowski and Bells (2013) opinion, for improving or motivating team spirit, the organizational leaders should create something innovative and exciting as well. However, a work team or group must be able to examine themselves constantly and continuously improve their processes, interactions and practices with other members of a team. Nytimes.com (2017) suggests that such practices will help in introducing diversity among the procedures and policies of an organization. In addition to this, work teams must hold regular meetings for assessing the team members competencies as well as in-competencies. Furthermore, the leaders of the organization must support and encourage the team members to work better and give their best. It is evident that if the team members receive adequate commitment and support from the leaders, they will have an interest to work for the betterment of the organization. According to Thetimes.co.uk (2017), for accomplishing and communicating the progress and success of the team, organizational leaders should provide the team members with constant support and motivation. Work teams and groups make high quality decisions together, and with adequate support and motivation from the leaders, they can yield better outcomes for the company. If a work group gets all the organizational factors correct, they can lead the organization to its betterment. In Turners (2014) opinion, if the team members get all the success ingredients correct and incorporate those in a right manner, the organization will succeed to a huge extent. In addition to this, organizational leaders can conduct several events and corporate gatherings for gaining an understanding of the team members issues. As per Alexanders (2013) opinion, work teams and groups are embedded in the context of an organization and the teams enact the context for their respective team members. The broad area of the organizational context is characterized by the structure, leadership, technology, climate and culture, which drive the teams and in turn, influences their response. The teams also present a specific proximal context for those individuals who construct them. The work teams and groups tend to operate in an interactive context, which are created by virtue of their responses, interactions and attributes. Team level shared perceptions; normative expectations as well as compatible knowledge are commonly generated by the individual interactions. The dynamic team processes create a contextual structure which constrains subsequent team procedures or processes. Galegher, Kraut and Egido (2014) opined that, a team context is generally considered as a joint product of both the top down as well as bottom up influences. Currently, with the ever increasing globalization, the organizations and companies are changing their way of working. Such working styles and natures have helped in yielding new team types on the basis of culture. Those aspects are; cross cultural, transnational, mixed culture, virtual teams and others. For instance; the overall challenge of the cross cultural and mixed cultural teams is to break all the barriers related to different cultural assumptions, fundamental values, stereotypical thoughts and others. This will help in successfully coordinating as well as jointly performing within the group, by maintaining peace and harmony. For instance, Adams (2014) presents a particular model of intercultural relationships, in which he specifies how the individuals and work groups are affected by higher level relationships, while interacting. Essentially, the interactions within the individuals or work groups are highly affected by their cultural factors and identities and relative standing, which are immensely crucial for team interaction. In addition to this, Daim et al (2012) suggests that the variation in the work groups help in dealing with higher level linkage and affects the overall quality of group interaction as well as potential group effectiveness. Identifying these factors can help in designing a specific working environment as well as operational segments, which will further improve the team effectiveness for various team or work groups. Conflicts and Negotiation In Blocks (2016) opinion, it is true that work teams or groups offers the employees with various advantages, however, there are few pitfalls as well, which mars the organizational growth or progress. Organizations need to be aware of such pitfalls, at the time of implementing a working spirit among the work groups or teams. Firstly, the most important thing is unequal participation of the work teams. Members of the team have a tendency to let others work, while they just sit and rest. This causes workplace conflicts which in turn, mars the progress of the team work. Rue, Byars and Ibrahim (2012) recommended that in such cases, it is the duty of the business owners to recognize the efforts of the team members who were responsible for the tasks completion. At times, the business owners fail to understand the team members efforts and admire the whole team for their success. Such issues can give rise to conflicts among the members. Taking full care of these factors can prove to be beneficial for any company; otherwise it will hamper the overall team morale. Another important factor, as mentioned by Hoch and Kozlowski (2014) is that some of the workers have a tendency of working alone. They cannot function well as a part of the work team. These individual workers can excel if they work alone, but when it comes to team work, they are regarded as loners. This results in workplace conflicts, which are not easy to handle. In addition to this, these individual workers may face certain issues while fitting into the environment and culture of the organization, which results into utmost dissatisfaction. If such issues are not handled carefully and appropriately by the organizational leaders, it may lead to conflicts among the work groups. According to De Wit, Greer and Jehn (2012), the work teams and groups can also limit the creativity of team members and innovative thought processes. Working in a team can restrict the team members thinking procedure and at times, the members are so engrossed in team works that they forget to impose their creative opinions and ideas. They try to fit in the concept of work groups, but at times, when they cannot fit, it gives rise to conflicts. It also results into the lack of innovative thought processes. Moreover, these factors prevents the organization to move forward and results into stagnation. In such cases, work teams or groups can take a bit longer time to yield proper results or outcomes. Hoch and Kozlowski (2014) mentioned that generating a work group may require certain processes that include the selection of team members, organization and socialization, in a way which will help in completing the tasks in hand. Team formation can also result into some added expenses as they tie up enormous resources like money, equipments and manpower. In addition to this, Bendersky and Hays (2012) mentioned that when a work team or group is selected for working on a common target or mission, some internal conflicts may occur. This usually happens when different members of the team raise various opinions and views. Contrasting personal styles as well as thought processes may clash and the members of the team may have issues in accepting those. Peer pressure, ego and other factors comes into play, which gives rise to team conflicts. Moreover, such conflicts will hamper team morale and in turn, mar the progress of work groups or teams. De Church, Mesmer Magnus and Doty (2013) mentioned that in team work, there remains a chance of indulging into a blame game at times, when things go in a wrong direction. It usually happens when crisis takes over team performance and the leaders face difficulties in identifying the team members in-competencies. Several times, the team members often resort to the blame games in order to save themselves from troubles. Such issues can even cause among the best of friends. It affects the organizational progress and in turn, gives rise to workplace conflicts among the members. Individual workers often feel reluctant to work in groups for avoiding conflicts. According to Bendersky and Hays (2012), organizational leaders must be aware of such issues and take necessary actions in order to negotiate with the members. For instance; taking Microsoft Corporations case into consideration, it is found that the company is facing a decline in their sales, which hampered the productivity of the company. The CEO of the company found out that the sole reason for this is lack of communication among the employees, which gave rise to workplace conflicts. He understood that communication plays a major role in resolving workplace conflicts. However, it is considered as both the cause as well as remedy of work groups conflicts. He felt that it is immensely crucial for the team members to gain an understanding of how to communicate efficiently and effectively among the work groups. He started conducting training sessions for imparting knowledge on communication as well as conflict resolution skills, in order to create peace at the workplace. He believed in Blocks (2016) opinion of recognizing and addressing the factors can help in reducing the conflicts and in turn, increase the productivity of the workplace. He applied that theory and saw great change at the workplace. According to De Wit, Greer and Jehn (2012), the common sources of workplace conflicts are unclear definition of responsibilities and duties, limited resources and conflicts of interest. In some occasions, team members fail to divide or segregate their duties or responsibilities within the team. This leads to workplace conflicts and if the organizational management fails to take necessary actions, this will mar the teams productivity. Moreover, limited resources like time, money, space, materials, equipments and supplies are considered to be very crucial and immensely necessary for the overall development of the organization. Competition for these resources may lead to interdepartmental and interpersonal conflicts. In addition to this, individual members may consider their personal goals to be more important and forget about the common organizational goals, which is very dangerous for organizational development. Such factors can lead to severe consequences and in turn, hamper the future of the organization. Apart than all these, Bradley et al. (2012) suggested that working in a group or team is immensely important for the success of the organization. Team members must learn to cooperate with other members and communicate effectively. It is immensely crucial for each and every work groups to take part equally and the tasks must be distributed evenly. However, adoption of such procedures will enable a team spirit among the members. In addition to this, Carton and Cummings (2012) mentioned that organizational leaders should be more aware of such issues. If they find out that some members are man-handling the problems, necessary actions must be taken against them. Therefore, it is the duty of the leaders to resolve the issues of the team members, along with their conflicts, in order to build a successful organizational culture and team morale. Conclusion To conclude, while forming a team, the leaders of the organization must be able to gain an understanding of the team members competencies and in-competencies. Moreover, the behaviors and attitudes of each and every member need to be taken into consideration. It is to be kept in mind that ineffective communication among the work groups can lead to severe consequences later, which in turn, will mar the progress of the organization. In addition this, the members of the team must be provided with proper trainings and education on team work. This will help in getting better results. Furthermore, it is evident from the overall report that the team leaders must not let anything hold their respective teams back. They must lead their teams to success. Different work teams and groups have some specific expectations and requirements, which needs to be addressed and acknowledged. At times, it may even occur that a team member may outshine the rest. These factors may create a communication gap among the team members and often cause negative consequences. In addition to this, performing in a dysfunctional group can become a source of enormous stress. None of the team members will succeed if the overall work team is inefficient and ineffective. Furthermore, the criteria of meeting basic requirements also come into play. Therefore, it is highly recommended that all the organizational leaders must implement as well as incorporate certain plans and strategies in order to have a successful work team or group. References Adams, S., 2014. The 10 skills employers most want in 2015 graduates.LEADERSHIP,11, pp.43AM-84. Alexander, K. ed., 2013.Facilities management: theory and practice. Routledge. Belbin, R.M., 2012.Team roles at work. Routledge. Bendersky, C. and Hays, N.A., 2012. Status conflict in groups.Organization Science,23(2), pp.323-340. Block, P., 2016.The empowered manager: Positive political skills at work. John Wiley Sons. Bradley, B.H., Postlethwaite, B.E., Klotz, A.C., Hamdani, M.R. and Brown, K.G., 2012. Reaping the benefits of task conflict in teams: the critical role of team psychological safety climate.Journal of Applied Psychology,97(1), p.151. Carton, A.M. and Cummings, J.N., 2012. A theory of subgroups in work teams.Academy of Management Review,37(3), pp.441-470. Coghlan, D. and Brannick, T., 2014.Doing action research in your own organization. Sage. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Daft, R., 2012.Organization theory and design. Nelson Education. Daim, T.U., Ha, A., Reutiman, S., Hughes, B., Pathak, U., Bynum, W. and Bhatla, A., 2012. Exploring the communication breakdown in global virtual teams.International Journal of Project Management,30(2), pp.199-212. De Church, L.A., Mesmer Magnus, J.R. and Doty, D., 2013. Moving beyond relationship and task conflict: Toward a process-state perspective. De Wit, F.R., Greer, L.L. and Jehn, K.A., 2012. The paradox of intragroup conflict: a meta-analysis. DuBrin, A.J., 2015.Leadership: Research findings, practice, and skills. Nelson Education. Galegher, J., Kraut, R.E. and Egido, C., 2014.Intellectual teamwork: Social and technological foundations of cooperative work. Psychology Press. Hoch, J.E. and Kozlowski, S.W., 2014. Leading virtual teams: Hierarchical leadership, structural supports, and shared team leadership.Journal of applied psychology,99(3), p.390. Katzenbach, J.R. and Smith, D.K., 2015.The wisdom of teams: Creating the high-performance organization. Harvard Business Review Press. Kozlowski, S.W. and Bell, B.S., 2013. Work groups and teams in organizations: Review update. Li, M.P. and Lam, B.H., 2013. Cooperative learning.The Active Classroom, The Hong Kong Institude of Education. Microsoft.com (2018).Microsoft - Official Home Page. [online] Microsoft.com. Available at: https://www.microsoft.com/en-in [Accessed 11 Jan. 2018]. Nancarrow, S.A., Booth, A., Ariss, S., Smith, T., Enderby, P. and Roots, A., 2013. Ten principles of good interdisciplinary team work.Human resources for Health,11(1), p.19. Nytimes.com (2017).How to Build a Successful Team. [online] Nytimes.com. Available at: https://www.nytimes.com/guides/business/manage-a-successful-team [Accessed 29 Dec. 2017]. Rue, L., Byars, L. and Ibrahim, N., 2012.Management: Skills Application. McGraw-Hill Higher Education. Thetimes.co.uk, D. (2017).Teamwork is key to triumph. [online] Thetimes.co.uk. Available at: https://www.thetimes.co.uk/article/teamwork-is-key-to-triumph-70w3x5h38p3 [Accessed 29 Dec. 2017]. Turner, M.E., 2014.Groups at work: Theory and research. Psychology Press.

The Art of Having a Passion free essay sample

The blue paint, vibrant against the green background, sponges into blobs creating a rounded, multiple-pedals effect. As white is added to the very edges, just a tint, the colors slowly blend together. I dip my paintbrush in the bright, lime green paint and glide it from the bottom of the flower to the floor. I add a few more stems, then leaves, and then dip in the darker forest green and stroke my brush down each stem and the leaves, creating a shadow and a three dimensional illusion.One bunch of flowers down, covering about a foot of my canvas, 40 more feet of wall left to cover. Painting a mural for Peregrine’s Landing, a memory care home for the elderly, was my largest project. The outside cement wall I painted covered 50 feet of ground ranging from eight feet high, gradually decreasing to one foot tall. When completed, characters including a cat, some ducks, two deer, numerous birds, several butterflies, two bunnies, and a chipmunk or two decorated my mural, bringing life to the outside patio. We will write a custom essay sample on The Art of Having a Passion or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Although the final piece was impressive, completed after two weeks of hard work, it was the idea that I was making life a little bit brighter for someone, in this case, even a person who would not remember who I was or what I was doing there, that I found the most rewarding. My love for art started when I was small. I would watch my mom, a talented artist herself, sketch animals onto the driveway, her hands decorated with multiple different colors of chalk. My sisters and I called out creatures for her to create, and as I would watch her hands move, that same calling stirred in me as well. Years have passed since those days in the sun as a little girl, and as I grew, so did my talent. Entering high school, I recognized the power that my art could have on my community. Before I know it, I’m standing in a little girl’s newly designed pink room with her face beaming at every piece of furniture. My stomach tightens as she looks up and gasps at the center piece of her room, a large 3 foot by 4 foot painting of her dream horse which I had the pleasure of painting. Her smile triggered my desire to help others through my art. I began painting pictures as gifts for friends, organizing the creation of holiday cards for Yale New Haven Hospital, and eventually coordinating with Peregrine’s Landing to paint the garden mural for the residents. My town library provides me with endless opportunities to share my talent; hence, what started off as just a teen art show freshman year eventually became Cathleen Cole, the director of the Teen Library program, asking, â€Å"How do you feel about teaching an art class for kids?,† and in front of my own eyes, I began to shape a community all of my own. I like to follow the motto I created for myself a few years ago: pictures are stories of the past, art pieces are images of the future. Every time I work on an art piece, I am creating a future for those around me. I have strived to share my experiences and love for art with others. I finally realized that the size of my paintbrush does not matter, but rather it is the foot print I leave through my passion that matters. Art is how I communicate and connect with others for it is a language not spoken and yet has tremendous impacts on those around me. Most importantly, art allows me to create my own future, and improve others’. I am my own art piece.

Josh McDowell asks many questions in the book. What makes

Josh McDowell asks many questions in the book. What makes Josh McDowell asks many questions in the book. What makes Jesus so unique and different? What are some of the claims that Jesus makes these? How can one prove these claims? Is the Bible record accurate and correct? Why were so many willing to give up their lives to support what Jesus said? Why did Jesus have to die? What was the testimony of the apostle Paul about Jesus? What happened at the resurrection? Who was the historical Jesus? Is there only one way to God? Does Jesus change anything? Josh McDowell makes a strong argument for the historical Jesus.Josh McDowell states that Peter, Stephen, and Thomas all claim that Jesus is God. Mark and the other gospel writers claimed that he can forgive sin and that Jesus is the Christ. There is no evidence that he is a liar, he was willing to die for what he believed.American hard rock band members Josh McDowell (lef...

Court System and the Judicial Process Essay Example | Topics and Well Written Essays - 500 words

Court System and the Judicial Process - Essay Example Appellate courts (ibid) accept the complaints on inappropriate decisions of lower courts and re-try them, i.e. hear and re-consider arguments and apply the law to the evidence which has already been confirmed. In these courts, decision-making is delegated to groups of judges (Ball and Cliffs, 1987). "Judicial federalism is the term used to describe the relationships between these independent court systems at the state and national levels, and the various ways individual cases can move between different court systems []The U.S. Constitution also allows for states to maintain their own individual court systems that derive their authority from state constitutions and state laws" (ibid, p. 102). Nevertheless, according to the Constitution Article III, federal questions are tried by the U.S. Supreme Court (Abraham, 1986), a highest U.S. court. The litigation system, adopted in our country, is also known as 'adversarial' system, since it is based upon the plaintiff's presentation of their dispute or problem to an impartial third person, who deals with finding and examining the facts. Another prominent characteristic of the U.S. court system is the obligation to pay litigation fees (approximately $150 for a civil case). As a rule, cases are resolved by the U.S.

Douglas Senatorial Debates Essay Example | Topics and Well Written Essays - 750 words

Douglas Senatorial Debates - Essay Example Lincoln was prophetic in leading the nation to the Civil War until attaining the basic privileges for Black. Firstly, the presence of good people to be governed is an important requirement of a strong government; the second condition is the availability of efficient and effective people who can rule over a mass population without any discrimination or bias; and further for easy and good governance, the government has to develop right qualities, values and skills in its people (â€Å"Good government†). Everyone must have equal opportunities to bring out one’s full potential. Disparity in treatment cannot be tolerated at any point of time. But the condition in America prior to the bloody civil war was really contradicting. Only a half of the population was regarded to be good people to be governed. The rest was not considered as citizens though their forefathers lived there even before the migration of the whites. The people who came to power were also in a disposition to treat them as aliens and slaves. The evidences of the prevalence of slavery even in the early half of the 17th century is available from the plantation economy of southern Virginia. Most importantly, slavery is considered to be the reason for American civil war. American civil wars mainly emerged from the southern part where the evil had been highly endemic. The issues that emerged prior to the civil war were due to the sectional conflict over the slavery issues. The southern part of America was always prospering while the north was in misery. It is the occupants of the north who strongly opposed slavery. As Elliot points out, slavery badly affected the general education in America. While the white people had quality education; the colored and the slave who constituted vast majority of the population was deprived of it. The deprived population was not aware of their rights until some of them got educated. Moreover, the principle upon which the relation between the master and the sl ave was entirely in conflicting with the principles of a free government (117-118). The mass population under slavery and harassment were much need of a new framework that would provide them a better say in all the spheres of the government. As Nosotro points out, subsequent to the emergence of two sections and conflicts in opinions, anti slavery societies were formed in North America and revolutionaries raised their voice publically against the cruelties and injustices inflicted on the colored; and in northern America, many religious groups tried for the abolition of slavery, for they could not agree with the idea of owning a person by another. They published newsletters propagating the idea of prohibiting slavery and giving freedom to the blacks. At this juncture, the downtrodden blacks realized that it was the right time for a combined rebellion. In a country where democratic principles are followed, every citizen has the right to take part in the parliamentary procedures. The pe ople’s rights are not determined on the basis of their caste or creed. Unless everyone is treated equally, there can be no good governance. The economical inequality between the Northern and the Southern states acted as another reason towards the sectional conflict. The states in the Northern part of America were industrially stronger. On the other hand, the Southern states were frequently depending on a single cotton crop. They

Vodafone Is A UK Based Telecommunications Marketing Essay

Vodafone Is A UK Based Telecommunications Marketing Essay In this case report we will provide two detailed strategic options for Vodafone as a telecommunications provider to sustain its growth internationally. We will give reason for our recommendations and evaluate the VRIO Framework of the organization and provide a clear Five Forces Analysis. Vodafone is a UK based telecommunications giant that has been a part of shaping the wireless phone industry as we know it today. Vodafone is present is most European and Asian markets. The company failed in Japan and has yet to enter the American market successfully as an independent company. We have developed two strategies for management to consider. Our first option is highly innovative and requires the company to utilize technology that already exists by forming alliances with providers of internet connections and with phone manufacturers. Our second option suggest that Vodafone should enter the American market as soon as possible providing wireless phone service in the American market place using many aspects of its existing business model. Suggesting the first option involves higher risk than option two. There is however room for sustainable growth with both options. Case 3-11: Vodafone; E Pluribus Enum Mission and objectives of Vodafone: Vodafone is the worlds largest provider of voice and data communication services to consumers and enterprise customers. The company employs about 66,000 people around the world. The company headquarter is situated in Berkshire, UK. Vodafone operates through single reportable business segment: supply of communications services and products. At the end of March 2007, the company had 206 million customers world wide. (Vodafone, 2007) Vodafones strategic objectives: Revenue stimulation and cost reduction in Europe Innovate and deliver on our customers total communication needs Deliver strong growth in emerging markets Actively manage our portfolio to maximize returns Align capital structure and shareholder returns policy to strategy Key issues and problems; Key issues and problems for Vodafone include how the company manages to coordinate its growth and to maintain its competitive advantage in the dramatically changing market environment of the dynamic telecommunication sector. VRIO: Table 1.1 The VRIO framework Value Rarity Imitability Organization Competitive implications Network infrastructure Yes No No Yes Competitive parity Diversified revenue base Yes Yes No Yes Temporary competitive advantage Leading market position Yes Yes Yes Yes Sustained competitive advantage Network infrastructure One of Vodafones key technologies and resources is the strong network infrastructure that supports its operations. To be able to provide mobile services, a strong network infrastructure is fundamental for the company. Vodafone operates 2G networks, through GSM networks, in all its mobile operating subsidiaries, offering its customers services such as voice, text messaging and basic data services. All the networks operate GPRS or 2.5G as well, which enables wireless access with mobile devices to data networks like the internet. Vodafone also controls 3G networks offering its customers mobile broadband data access services allowing data download speeds of up to 384 kilobits per second. 2006 launched High Speed Downlink Packet Access (HSDPA) technology shortens download times significantly with data transmission speeds of up to 3.6 megabits per second and makes the usage of mobile broadband services much more pleasant for the customers. HSDPA is enabled in the existing 3G network with a fter software updates. (Vodafone, 2007) The strong network infrastructure is a valuable resource and enables the company to respond to the growing customer needs with high quality services now and in the future. This valuable resource is not a rarity in the wireless telecommunication industry and therefore it cannot be costly for the competitors to imitate. Many of the worlds large mobile operators have the same access to the same technology as Vodafone and a control over massive networks. Vodafone is very well organized to exploit the full competitive potential of the network infrastructure by providing the employees a productive and safe working environment with attractive performance based incentives. This resource is an organizational strength and generates a competitive parity. Diversified revenue base By acquisitions, stakes in companies, and partner networks Vodafone has strategically expanded its presence to consider the whole world. The company has equity interests in 25 countries. Vodafones partner network arrangements extend to a further 38 countries. (Vodafone, 2007) Vodafone has significant mobile operations in countries such as Germany, Italy, Spain, UK, Egypt, Kenya, South Africa, Australia and New Zealand. In 2007 the largest geographic region was Germany with a contribution of 17.1% to the total revenue, followed by UK 16.3%, Spain 14.1%, Italy 13.5%, and other Europe 13.5%. Arcor and Pacific contributed 9%, Middle East, Africa and Asia 8.2%, and Eastern Europe the rest 9% of the revenues. (Datamonitor, 2007) Vodafones global reach and geographically diversified revenue base is a valuable resource for the company. This valuable resource helps the company to compensate its risks and losses. As diversified as Vodafones revenue base is it is a rarity within the wireless te lecommunication industry. Vodafones strategy is to actively manage their portfolio by investing into markets that offer a strong local position. With strict financial investment criteria Vodafone maximizes its and its shareholders returns. (Vodafone, 2007) Vodafones competitors would not face a cost disadvantage in trying to imitate this resource. It is more about the strategy that a company implements than about the financial resources. Vodafone is well organized to exploit the full competitive potential of this valuable and rare resource. The Boards goal is to make sure that the companys employees are aware of Vodafones strategic goals and mutual obligations. This resource is an organizational strength and distinctive competence and generates a temporary competitive advantage. Leading market position Vodafone is the worlds leading mobile telecommunications company. Vodafone operates in Europe, the Middle East, Africa, Asia Pacific and the US by subsidiary undertakings, associated undertakings and investments. In countries with significant operations Vodafones market shares are impressive; Germany 36%, Italy 33%, Spain 31%, UK 26%, South Africa 58%, US 25%, Egypt 48%, and Australia 18%. (Datamonitor, 2007) A strong market share with the market leader position is an extremely valuable and rare resource which improves the companys brand image and gives it a solid foundation to enter new potential markets. This resource is imperfectly imitable and the competitors would face a cost disadvantage in obtaining or developing it. Vodafones market leader position is based on the passion and effort of the companys employees. The company is well organized to manage effectively its employees to reach their full potential and benefiting them selves and the company. This resource is an organizat ional strength and sustainable distinctive competence and generates a sustained competitive advantage. 5 Forces Vodafone: Rivalry: The threat of rivalry in this business is impacted by the low number of big firms in the market. There are a few numbers of large firms worldwide that competes for the market share; this lowers the threat of rivalry. The firms that are in the business however are very competitive and because of a relative slow market growth in this industry the firms fight over the market shares that are out there and that increase the threat. There is also a low level of switching costs to the consumer and a low level of product differentiation and this further brings the threat level of rivalry up. So in the mobile network industry the threat of rivalry is fairly high. Substitutes: The threat of substitutes for voice and data communication over the traditional network is moderate. People calling over long distances could instead of picking up a phone go to a computer and call through that. The low costs of computer calling could potentially take over most long distance calling. The more local calls and business calls would be more secure for the mobile market, although cell phones with the ability to use the internet to make calls are being made available and will soon take a considerable market share of calls made. The threat of substitutes can be reasonable high in this industry. Buyers: The threat of buyers in this industry can be considered fairly low. The individual buyer has no impact on the price of the products offered. Suppliers: Suppliers power in some aspects of this industry is high. In the cell phone part of the business the suppliers of the phones can have a big impact on the price of products and the condition of the deal they make with the provider. One clear example of this is when apple launched their new I-phone. They made an exclusive contract with ATT so they had the exclusive right to be the service provider to their phone in America. So the suppliers power in this industry is high. New Entry: The threat of entry is highly influenced by the economy of scale of the existing companies. The large well established companies that have a strong foothold in the market and a known brand name would make entry for a new company costly. Although there are some new arrivals the larger firms control the market and will put pressure on any new entries. The threat of new entries is fairly low for the bigger companies. Table 2.1 Market Positioning Grid: High Tele2 TeliaSonera Low DKSonofon Coverage BT Vodafone VirginMobile ATT High Market Share Low Market Share Coverage Main Problem Statement: How can WE revolutionize the wireless telecom industry? Strategic Option 1: There is a lot of buzz in the telecommunication market about 2G and 3G networks. It was the dream of the CEO of Vodafone to bring the 3G network into the hands of the American consumers a few years back, but Vodafones partner in America did not want to invest in the new 3rd generation network. The new technologies that are out in the market now can give Vodafone the opportunity to be in front of all the competition in the American market. What we propose that Vodafone enters the American market with a 6th generation phone and phone service for cell phones. The type of phone is a phone that not only works on the regular network used to day in America but can also use the internet to make calls, not only to other Vodafone customers but to all networks. The technology is not new and exists today in America, but not in the mobile phone market. Vonage and Comcast offer their customers a phone service based over digital networks and not over standard phone lines. The way Vodafone is going to differ themselves from the existing firms is to offer this to cell phones. The way that this system works is that instead of the cell phone using the regular network to connect the calls it makes, it uses any wireless internet access that it can connect to. This means that calling people from you cell is virtually free and you would only pay a monthly charge on you cell phone to Vodafone. If you cannot find a wireless network to connect to, the phone can use a regular phone network as a backup. With a strategy to enter and take a market share in America like this one, you do not have to make large fixed investments in the hardware. Instead you have a 6th generation phone that can be operated on both the old networks and on digital networks. To get these phones and plans out to a large customer group, Vodafone should concentrate on the big cities first, making a encrypted wireless network available in the city that only their phones can access. This way the company can see how the customers like being connected to a faster and better network with a more advanced phone then available in the American market. The latest hype in the American cell phone market is the Iphone; this phone is looked into one carrier and can over the carriers network connect to the internet. The phone is locked to one carrier (ATT) but can be hacked and used by others. The Vodafone would be configured so that you cannot hack it by the software allowing the consumer to connect and call for free to any phone in the world by simply not connecting that person to the Vodafone network. The phone could be free for all providers to sell but some functions on the phone like IP communication would be useless. Since this is one of the biggest selling points for the product you basically lock the customer in to your carrier. To be able to make money of you customers you set a fixed monthly payment for the plan and no extra charges for calling people over the wireless networks, but standard charges for regular charges made from the phones. Strategic Option 2: It is hard to try to develop a strategic option to revolutionize the telecom industry for a company that has already been involved in shaping the industry for many years. Option 2 will differ from Option 1 in multiple areas. For option 2 we propose that Vodafone enters the American market place as soon as possible as Vodafone the company instead of through subsidiaries. Vodafone has always focused their marketing efforts mainly through sponsorships of large sports teams such as Manchester United Football Club and McLaren Mercedes Benz Formula 1 team along with hundreds of others. We believe that Vodafone can copy many of the elements that European customers have been satisfied with directly over to the American market which is currently lagging behind by almost five years compared to Asia and almost two years compared to Europe. Providing 3G service in the United States is needed and we believe that Vodafone could successfully gain market share in the United States. Vodafone has very high brand equity world wide and we believe that it is time to establish a grip on the US market. Recommendation Implementation: It is easy to see similarities between Vodafone and Sir Richard Bransons Virgin Corporation, other than the fact that the logos look similar. They are both UK based companies that are very dynamic and the company cultures are similar. Both companies are not afraid to be innovative and to move in new directions. We therefore recommend that Vodafone choose to move forwards with Option 1. This option involves the most risk, but we firmly believe that the industry is moving more and more towards telecommunication via wireless broadband connections. Just take a look at the Apple iPhone which with just one push on the touch screen switches from WI-FI to pure telephone mode. The iPhone does not provide IP-voice communication yet but we firmly believe that it is just a matter of time before it and others will. Implementing Option 1 we recommend that Vodafone establish strategic alliances with certain US based companies to be able to provide WI-FI hotspots that the handheld devices connect to. Also establish alliances or strengthen alliances with the phone manufacturers. We recognize that there are some privacy issues with Option 1 that needs to be solved, but this could not be done overnight and those issues will apply to the Vodafones competitors, such as ATT as well. We choose to recommend Option 1 because we have identified an opportunity for Vodafone to become the industry innovator and leader also in the United States over time. And we believe that it is possible due to the fact that the company is dynamic and it is not afraid to explore new opportunities. The same level of brand equity can be achieved in the US as in Europe and Asia. Lessons Learned: There are many valuable lessons in this case. First lesson is that in order to sustain growth in an industry as rapidly changing as technology companies always has to look for ways to be innovative and renew themselves in order to stay competitive and current. Another lesson is that a dynamic company without too many constraints to change can be extremely successful in rapid paced industries. We therefore identify a significant opportunity for Vodafone to emerge into new markets in the future. iReferences: Vodafone, (2007). Annual report 2007. Retrieved November 6, 2007, from vodafone.com Web site: http://www.vodafone.com/etc/medialib/attachments/agm_2007.Par. 62252.File.tmp/Vodafone_RA_2007_web.pdf Datamonitor, (2007 July 26). Vodafone group plc, compan profile. Retrieved November 6, 2007, from EBSCOhost Web site: http://web.ebscohost.com/ehost/ pdf?vid=7hid=3sid=6cebab29-68f7-4981-b9c3-485f73f9fcb1%40SRCSM1