“Early Bird” or “Second Mouse” Essay

â€Å"The early bird may get the worm, but the second mouse gets the cheese.† Decide which of the strategies (â€Å"early bird† or â€Å"second mouse†) is the most effective in your life as a student and life in general. The early bird may get the worm, but the second mouse gets the cheese was first recorded in 1605 in William Camden’s book of proverbs and has remained part of the misplaced work ethic ever since. The early bird gets the worm meaning it is best to start the day early and also not procrastinate on things. ‘But the second mouse gets the cheese’ meaning the first mouse got killed in the mousetrap and so you got rewarded for starting late or procrastinating. So let the other eager person screw up and then learn from their failure and then reap the reward. I am neutrally in this option. If the early bird gets the worm, then how can it be that the second mouse gets the cheese? If we need to motivate our staff to get up and get started, then we might want to state that the early bird get the worm, so let’s get up and get going so as to get there early before anyone else. On the other hand, if the competition has come out with something quicker than we have, then in order to get everyone on point we might say, â€Å"The second mouse gets the cheese.† In other words, if we build upon the original idea that may have been invented first, then we can build something bigger and better. â€Å" The early bird may get the worm† meanings that success comes to those who prepare well and put in effort. Preparation is the cost you need to pay in order to be truly rewarded. You can’t just jump in the ring and expect to win the fight without having first learned how to box and prepare your body for the required endurance. From the moment of birth till death, we work very hard to succeed. In childhood, we learn how to walk and communicate with others though persistence and willingness. Throughout our adolescence, we study hard to achieve good marks and to get a proper job. For example as I am a student, it is best to study early and in small increments well before the test. Do not cram the night before the exam is the best advice for me from my secondary school teacher that make me successfully went into university. However, â€Å"second mouse† is another effective strategies in my life as a student and life in general. Sometimes in life it is smart to learn from the risks that others take and the mistakes they make. The dead mouse in the trap saw the cheese and went for it. Did not work. But the second mouse, though still cautious, was in the enviable position of reaping the reward with no risk. We are all human, therefore we all make mistakes, but the one thing that comes out of these mistakes is we usually learn a lesson. Making mistakes is human nature, none of us are exempt. That is even true in writing this paper, I will have to write many drafts without errors, and to meet what I feel is right. It will only be natural for me to make these mistakes. But, just as in making errors on this paper and making the corrections, making mistakes in life and correcting those makes for a better human being. We need to be smart so that we will be the â€Å"second mouse that get the cheese but not the first mouse that in the trap.

Compare and Contrast Essay on the North and South Essay

The United States before the civil war was basically split into two regions, the North and the South. These two regions had very different cultures, economics, and climates which led to different life styles and perspectives. Problems caused by the differences between the North and the South eventually led the nation into a great civil war- the bloodiest war in American history. The North and South had diverse climates and natural features. The North had mainly rocky and infertile lands with humid summers and snowy winters, so farming was difficult. Fast moving rivers and waterfalls were common in the North because of the many mountains. As a result, Northerners started to use waterpower to run factories. Meanwhile, in the South, the weather was usually hot and sunny, with lots of rainfall, making the growing seasons longer. The South’s lands were flatter than the North’s, making it a more ideal place for farming. The Northern and Southern population was very different. The Northern population between the years 1800 and 1860 increased massively. Because of the large amounts of immigrates from Europe, the North’s population increased from five million to thirty-one million. The South’s population, on the other hand, was made up mostly of enslaved Africans. By 1860, one third, out of twelve million people in the South, was slaves. The surroundings in the North and South led its citizens to live in contrasting places. In the North, the crowded and dirty cities along the Atlantic coast served as centers of trade and drew laborers to work in towns. When streets were improved and police forces were created, cities became the center of art, culture, and education. In the South, however, their economy was based on agriculture. As a result, towns were developed slower and trading centers were rarer than in the North. Read Also:  Compare and Contrast Essay Ideas Because of the climates and geography in these two regions, they developed different economies. Economy in the North was based on many different  industries such as shipping, textile, and mining. Because of coal and waterpower, manufacturing in the North developed quickly. Unlike the North’s, the South’s economy was based on agriculture. Crops such as cotton and tobacco made huge profits. Southern farmers had to use large amounts of slave labor for their plantations, so slavery was necessary to the prosperity of the Southern economy. Northerners and Southerners developed individual cultures. Cities had an important role in determining the North’s culture. New businesses brought new ideas to the North. The Northern emphasis on public education led to many schools and churches. The life in the South was really different than the North’s. The South’s agricultural system was controlled by wealthy planters who lived like the country gentlemen of England. The South had few schools or churches. Rich planters would usually hire private tutors to teach their children until they were sent to private schools. One of the few similarities of the North and South are that they both have thousands of roads, steamships, and canals. In 1850, thirty thousand miles of tracks connected far-away parts of the United States. By 1860, there were over eighty-eight thousand miles of surface roads in the North and South combined. The biggest difference between the North and the South is that the South had slavery, while the North did not. Eventually, the issue of slavery and the other differences of these two regions led to the American Civil War, which lasted for four years. However, after the civil war, the North and South, like a family, unite together and became one of the most powerful nations in the world.

Cross Cultural Training Essay

Globalization of business has led to cross border flows of physical, financial and human resources. It has resulted in both a large number of people working abroad, as well as an increasingly multi cultural domestic work environment. To face the ever growing competition, organizations are expanding their businesses, outsourcing and even establishing offices overseas. Organizations are not only searching the world for opportunities to sell or source but also to find intellectual capital- the world’s best talent and ideas. This brings new employees of different origin, language and national culture thus adding complexities to the culture of domestic organizations. Effective use of cross cultural teams can provide a source of experience and innovative thinking to enhance the competitive position of organizations. However, cultural differences often lead to misunderstandings, frustrations, cultural shock etc. These have to be tackled effectively if the benefits of a diverse and talented workforce are to be realized. Another dynamic factor that brings about a cultural change within organizations is cross border acquisitions. Many domestic companies are entering foreign markets and signing merger deals. Other companies such as the ones in the IT sector have businesses which depend heavily upon foreign markets. This has necessitated the development of competent â€Å"global managers† who would be able to work in new environments efficiently and will act as a bridge between the parent company and its subsidiaries. Working effectively in cross-cultural context is becoming of vital competence for aspiring managers. Organizational research has shown that cross- cultural training mitigates or proactively guards against the frustrations, misunderstandings and culture shock often resulting from cross-cultural interactions that lead to poor adjustment and job performance. (Harris and Kumra 2000). This paper attempts to define the possible sources of cross-cultural differences and illustrate a failed cross cultural merger through a case study. It then goes on to highlight the cross cultural challenges and issues to be considered in designing cross cultural training. OBJECTIVES OF THE STUDY: 1. To understand the influential factors that lead to cross-cultural differences. 2. To identify the key cross cultural challenges. 3. To identify issues to be considered while designing cross cultural training. METHODOLOGY: A literature survey was conducted to study the issue and its various implications. Information was gathered from various articles about cross cultural training. An opinion survey was conducted regarding key issues in cross-cultural training. A total of 10 professionals from large multinational organizations both in India and abroad responded to the survey between 1st and 30th November 2009. The responses were collected through interviews and telephonic conversations. This was a preliminary study, and the small size of the sample means that definitive conclusions cannot be drawn, but rather an indicative trend can be observed. Sample 1. 10 respondents from 10 different companies responded to the survey. 2. Positions held within the organizations: Senior Management level 3. Organizations: Financial Services, Consumer Business, Construction, Manufacturing, Import and Export, Telecoms, Media and Technology 4. Size of Organizations: more than 1000 employees Culture is a powerful force which plays an important role in how businesses are run and managerial decisions are made. Professionals in today’s multicultural global business community frequently encounter cultural differences which can at times interfere with the organizational working. The nature of international collaborations is such that professionals need to be aware of differing perspectives and cultures. Working across significant differences in culture is a complex process involving intellectual and emotional challenges. It takes learning and exposure to accurately interpret the vagaries of cross-cultural issues. Sensitivity to other global views- managing in a different culture and new business environment presents challenges for the individuals, their team and the organization. To understand these challenges, one must first understand the definition of culture. Culture can be defined as, â€Å"A perceptual structure of human activities that include, behaviors, values, arts, beliefs, languages, custom, dress, rituals, manners, religion, laws, morality, & code of honors. † It basically refers to a group of people with whom we share common experiences that shape the way we understand the world. It includes groups that we are born into, such as gender, race, or national origin. It can also include groups that we join and become part of. For example, we can acquire a new culture by moving to a new region and even by a change in our economic status. In an organization, culture defines, decision-making practices, communication styles, working styles and influences how we act and respond in the working world. Cultures differ distinctively in the ways they seek to resolve universal problems. These differences can create obstacles to smooth collaborations. When people from different cultural groups take on the challenge of managing international businesses by working together with the global community, cultural values sometimes conflict. One can misunderstand another, and react in ways that can hinder what are otherwise promising partnerships. There are several frameworks which have been developed in making comparisons across cultures. One of the most widely used frameworks in managerial settings, is that of Geert Hofstede. Dr. Geert Hofstede conducted perhaps the most comprehensive study of how values in the workplace are influenced by culture. From 1967 to 1973, while working at IBM as a psychologist, he collected and analyzed data from over 100,000 individuals from forty countries. From those results, and later additions, Hofstede developed a model that identifies four primary dimensions to differentiate cultures. He later added a fifth dimension, Long-term Orientation. Hofstede’s five cultural dimensions: 1. Power Distance Index (PDI) focuses on the degree of equality, or inequality, between people in the country’s society. A High Power Distance ranking indicates that inequalities of power and wealth have been allowed to grow within the society. These societies are more likely to follow a caste system that does not allow significant upward mobility of its citizens. A Low Power Distance ranking indicates the society de-emphasizes the differences between citizen’s power and wealth. In these societies equality and opportunity for everyone is stressed. 2. Individualism (IDV) focuses on the degree the society reinforces individual or collective, achievement and interpersonal relationships. A High Individualism ranking indicates that individuality and individual rights are paramount within the society. Individuals in these societies may tend to form a larger number of looser relationships. A Low Individualism ranking typifies societies of a more collectivist nature with close ties between individuals. These cultures reinforce extended families and collectives where everyone takes responsibility for fellow members of their group. 3. Masculinity (MAS) focuses on the degree the society reinforces, or does not reinforce, the traditional masculine work role model of male achievement, control, and power. A High Masculinity ranking indicates the country experiences a high degree of gender differentiation. In these cultures, males dominate a significant portion of the society and power structure, with females being controlled by male domination. A Low Masculinity ranking indicates the country has a low level of differentiation and discrimination between genders. In these cultures, females are treated equally to males in all aspects of the society. 4. Uncertainty Avoidance Index (UAI) focuses on the level of tolerance for uncertainty and ambiguity within the society – i. e. unstructured situations. A High Uncertainty Avoidance ranking indicates the country has a low tolerance for uncertainty and ambiguity. This creates a rule-oriented society that institutes laws, rules, regulations, and controls in order to reduce the amount of uncertainty. A Low Uncertainty Avoidance ranking indicates the country has less concern about ambiguity and uncertainty and has more tolerance for a variety of opinions. This is reflected in a society that is less rule-oriented, more readily accepts change, and takes more and greater risks. Geert Hofstede added the following fifth (5th) dimension after conducting an additional international study using a survey instrument developed with Chinese employees and managers. That survey resulted in addition of the Confucian dynamism. Subsequently, Hofstede described that dimension as a culture’s long-term Orientation. 5. Long-Term Orientation (LTO) focuses on the degree to which the society embraces, or does not embrace, long-term devotion to traditional, forward thinking values. High Long-Term Orientation ranking indicates the country prescribes to the values of long-term commitments and respect for tradition. This is thought to support a strong work ethic where long-term rewards are expected as a result of today’s hard work. However, business may take longer to develop in this society, particularly for an â€Å"outsider†. A Low Long-Term Orientation ranking indicates the country does not reinforce the concept of long-term, traditional orientation. In this culture, change can occur more rapidly as long-term traditions and commitments do not become impediments to change. India’s ranking on the five cultural dimensions of Hofstede: [pic] India has Power Distance (PDI) as the highest Hofstede Dimension for the culture, with a ranking of 77 compared to a world average of 56. 5. This Power Distance score for India indicates a high level of inequality of power and wealth within the society. This condition is not necessarily subverted upon the population, but rather accepted by the population as a cultural norm. India’s Long Term Orientation (LTO) Dimension rank is 61, with the world average at 48. A higher LTO score can be indicative of a culture that is perseverant and parsimonious . India has Masculinity as the third highest ranking Hofstede Dimension at 56, with the world average just slightly lower at 51. The higher the country ranks in this Dimension, the greater the gap between values of men and women. It may also generate a more competitive and assertive female population, although still less than the male population. India’s lowest ranking Dimension is Uncertainty Avoidance (UAI) at 40, compared to the world average of 65. On the lower end of this ranking, the culture may be more open to unstructured ideas and situations. The population may have fewer rules and regulations with which to attempt control of every unknown and unexpected event or situation, as is the case in high Uncertainty Avoidance countries. Defining Cross Cultural Training: Cross-cultural training in general can be defined as â€Å"Any intervention aimed at increasing an individual’s capability to cope with and work in foreign environment† (Tung, 1981, in Zakaria, 2000). Hence cross-cultural training involves all the methods like lectures, simulation etc. used to make the person familiar with a different culture. It involves interacting with and/ or comparing two or more cultures, & understanding their values, beliefs, & norms. The term cross-cultural training hence is broad enough to include differences in areas like language abilities, business etiquettes, beliefs and values, social system, negotiating styles etc. f any culture. Cross-cultural training has also been defined as â€Å"Formal methods to prepare people for more effective interpersonal relations and job success when they interact extensively with individuals from cultures other than their own† (Brislin and Yoshida, 1994). The advantages from cross-cultural training hav e been listed as following (Zakaria, 2000: 2): 1. A means for constant switching from an automatic, home culture international management mode to a culturally adaptable and acceptable one 2. An aid to improve coping with unexpected events and cultural shock in a new culture 3. A means to reduce uncertainty of interactions with foreign nationals 4. A means for enhancing expatriates coping abilities Design of cross-cultural training: Organizations are required to choose between culture specific or culture general training, which areas of the culture to focus upon and what are the personal requirements of the person who might have to deal with a situation like this or who is shifting to a different culture for work. The study by Hun and Jenkins (1998) mentions following issues for the cross-cultural training: 1. Different aspects of time like punctuality- The time factor here involve two dimensions that are punctuality and relationship dimension. While in some cultures like USA starting and ending on time are very important in others like South American countries that may be considered exceptional. Some cultures prefer to take time for relationship building, which may not be acceptable at all in others. Hence cross-cultural barriers related to time need to be taken care of. 2. Linguistic barriers- English is being used for most transactions but then usage of English tends to change with the country contexts. For example the pronunciation in India is significantly different from the American way. Secondly certain terms may have different meaning in different languages; hence context also plays an important role. In case of countries with different languages the expatriates must be trained in opening dialogues and discussions with the help of translators. 3. Different business practices- Like conduct in meeting and unstructured and open discussion. Hofstede’s (2001) dimensions like power distance can play an important role in situations like conduct during the meetings. In cultures with lower power distance the employees may tend to call their bosses with their first names while this may be impossible in cultures with higher power distances. Hence developing a first hand knowledge about the practices is very important. 4. Cultural stress (ambiguity and difference of perceptions)- The training should also involve methods to counter stress and to interpret situations. The expatriates will have to understand the situations on their own and then form perceptions. The training should avoid any kind of stereotyping where trainees may be lead to believe certain things about any culture. The culture may broadly explain value system of a community or country but every individual is different. Hence any individual with a pre-formed notion about the culture will be shocked to see people different from his beliefs leading to lot of confusion and stress. 5. Body language and greetings- The way emotions are expressed in the various cultures may differ, for example the face expressions and hand gestures may convey different meanings in different cultures. Cross-cultural training should have components related to both general orientation and specific skill development (Harrison, 1994). The component of general orientation here consists of self assessment (dealing with change, stress management and identifying attributes) and cultural awareness (general dimensions, national values and work place incidents). The specific development on the other hand consists of knowledge acquisition (area studies, language studies and host attitudes) and skills training (case studies, area simulation and behavior modeling). Hence the training should focus on providing trainee the knowledge about national cultures and attitudes in the host country in the first phase while in second phase the trainee should be made to go through a rigorous process of handling the situations in a simulated environment. This will help the trainee to acquire hands-on experience. The paper by Nicola (1993) suggests following issues for cross-cultural training: †¢Feed back †¢Getting beyond culturally determined stereotypes †¢How to raise and deal with cultural stereotype How to counsel employees †¢Coaching and team building †¢Resolving conflicts (those including various ethnic groups at work place) †¢Counseling so as to go beyond all kinds of stereotypes and perceptions. After the internet revolution things have vastly changed for various organizations. For example many firms use internet as a medium to coordinate between different employees working in different locations as a team like one of the team members would be in India, other one might be in Europe and third one in South America. The group dynamics in these situations becomes very important; hence the employees must also be trained at handling people from diverse cultures at the same time ensuring equal treatment and opportunities for all. One of the most important factors that is often forgotten while designing the training programs is the requirement of the employees. The design of training program should be made keeping in mind the length of stay in the host country, type of function he/she will have to perform, degree of socialization required by the employee and the personal characteristics of the employees (like interpersonal skills). Hence cross-cultural training program should be customized for each employee to a certain extent. It’s not only the employee who needs to be trained; the family of employee should also be trained on certain issues like cultural differences. Many firms have started giving due importance to the training of spouse because the socialization of expatriate and job success to a large extent will depend upon socialization of his family Key Cross Cultural Challenges: Cultural dissimilarities affect the ability to be effective in a foreign market. Some of the root causes for the problems arising in International businesses result from differences in communication styles, decision-making styles and working styles. †¢ Communication Style – The way people communicate varies widely between and even within cultures. Recognizing the impact of culture on communication style is essential to the success of cross-cultural business communication. †¢ Decision making- Decision- making processes differ from culture to culture. Some cultures emphasize individual autonomy and responsibility while others focus more on group participation. †¢ Working styles- The working styles may differ on the basis of elements such as leadership, conflict management, level of co-operation, competition among colleagues, teamwork, autonomy, etc. Case Study: Daimler Chrysler- A Cultural Mismatch? Synopsis: An example of a cross-cultural failure has been that of DaimlerChrysler. Both sides in the partnership set out to show that intercultural hurdles would and could be overcome in their global merger. Articles in the Wall Street Journal and Business Week suggested however that Daimler Chrysler underestimated the influence of culture, and due to culture clash, almost two years later was still struggling to become a unified global organization. In the period leading up to the Daimler-Chrysler merger, both firms were performing quite well (Chrysler was the most profitable American automaker), and there was widespread expectation that the merger would be successful (Cook 1998). People in both organizations expected that their merger of equals† would allow each unit to benefit from the other’s strengths and capabilities. Stockholders in both companies overwhelmingly approved the merger and the stock prices and analyst predictions reflected this optimism.

Developing leadership Essay Example | Topics and Well Written Essays - 750 words

Developing leadership - Essay Example However, introducing these data systems to health facilities in rural areas that have operated manually for so long may present certain challenges. This is because many of the employees as well as the facility itself may consider the effects of the data systems overwhelming. This paper will discuss the challenges faced by healthcare facilities in their efforts to adopt technology. Healthcare facilities have exhibited their commitment in adopting technology with the purpose of delivering quality services to the customers. The main role of healthcare facilities is to provide quality healthcare to patients. Many factors in the healthcare system and management system of the facility may compromise the quality of the healthcare delivered to patients. For example, the manual system that relies on book records and is the only available form of communication between nurses and doctors as well as other medical practitioners wastes a lot of time that could find use in delivering prompt healthcare to patients. This explains why healthcare facilities are adopting data systems that can replace the manual records. The data systems offer an interconnected platform whereby all the practitioners can consult on the health needs of a certain patients, share data concerning the patient’s progress, diagnostics, prescriptions, and assessments of the efficiency of drugs1. Fr om the reception point in the healthcare facilities, health history of the patients as well as the demographic factors defines the patient’s entry into the data system. Patients can access information concerning their healthcare needs from any of the practitioners because the data systems circulate across the healthcare facility. However, despite the numerous benefits presented by the adoption of database systems in the healthcare facilities, certain challenges are noticeable. One of the

Local Church Leader And Funerals Essay Example | Topics and Well Written Essays - 1750 words

Local Church Leader And Funerals - Essay Example One of the most challenging aspects when it comes to conducting funerals to non-believers is the fact that some of them do not believe in God or in life after death. The bible denotes that the will of God, the father is that everyone who looks unto the Son and believes in the Son, will have eternal life, and such a person will be raised up on the last day. This is one of the major tenets of Christianity, and it is further reinforced by the fact that Christians believed that Jesus Christ, the Son of God, was raised up from the dead. For instance, in 1st Peter Chapter 1verses 3, the bible denotes that God, who is the father of Jesus Christ was able to raise Jesus Christ from death, and on this basis, God has begotten us, and given us hope. Based on these scriptures, therefore, the resurrection is an important belief amongst Christians. However, atheists and non-believers do not believe in God, nor his son Jesus Christ, and on this basis, it is very challenging for a Christian leader to conduct a funeral service amongst the nonbelievers. Scholar denotes that Christian leaders who normally speak about the resurrection of Christ, and of the dead, in a funeral service of a nonbeliever, always risk being jeered at, abused, or even shouted at. Due to these intimidations and hostilities, local church leaders are unable to effectively conduct funeral services to the non-believers. It is important to understand that intimidation and hostilities are not a new phenomenon in the Christian lives.  

Project Research Paper Example | Topics and Well Written Essays - 2000 words - 1

Project - Research Paper Example Boxall and Purcell portend that in addition to industrial relations, human relations includes other human resource aspects such as employee development, employee remuneration and employee safety among others. This makes industrial relations a crucial aspect of management for the current managers. This is because it recognises the importance of human relations in the current business environment. The book asserts that human resource management came into existence due to the impact of the situational variables. These variables led to alteration of the management principles that guided employee behaviour. The universal outlook of dealing with employees had to be abandoned in favour of recognition of the workforce as an asset of any organisation, dynamic in thought and functioning. The changes in the political, socio-economic and technological environment has led to the rise in the management challenges related to globalisation, quality evolution, diversity management, employee ,empowerment and corporate reorganisation. The paper asserts that the impact of the challenges depends on the mode in which the management handles financial resources, machines and workforce. The paper addresses the need for the organisational managers to develop organisational strategies that utilises and develops the human resources in the improvement of the business activities. The proposed strategy guides on the impacts of employee welfare with emphasis on the importance of providing greater opportunities for knowledge sharing and learning as the pillars of motivation. This delineates the traditional aspects of human resource management to the current ones. The findings of Kersley et al survey affirm that human resource management functions deals with the management of people. It includes all the practices that enable proper utilisation of the human personnel in various stages of the employment cycle

IMPACT OF CHRONIC CONDITION ON SOCIETY Case Study

IMPACT OF CHRONIC CONDITION ON SOCIETY - Case Study Example Moreover, they must agree or make arrangements on to take care and supporting Joe while he is in a different physical location and state of health. These adjustments shall strain the family financially considering that Joe and the wife had retired two years ago. The autonomy needed for this case shall call for strong advocacy from all the involved parties so that both Joe and the family shall be accorded both emotional and final support they needed during this period. Chronic diseases are becoming part of the contemporary society; therefore, the society has introduced chronic care management. The chronic care management involves numerous education and oversight activities (Livius and Weichberger, 1932). These activities have been initiated within the health care professions to help improve the lives of persons suffering from chronic diseases and conditions. Some of the initiatives aim at motivating patients especially by directing them to seek necessary interventions and therapies towards achieving reasonable life or improve lifestyle as they wait to die. In most cases, multiple chronic diseases often coexist; thus, it is advisable for a chronic patient never to seek for fragment health care. Moreover, a patient, as Joe suspected for given chronic condition or illness must seek a proper and elaborate therapies and interventions for such medical conditions (Livius and Weichberger, 1932). Despite the introduction of medical care systems and policies of handling chronic diseases, such services are still too expensive for everyone to afford. However, the political leaderships are introducing health care laws that aim at making such treatment to all citizens. With these bills in place, people like Joe who have financial constrain will have some financial relief towards managing their medical