Literature Review and Proposal Essay Example | Topics and Well Written Essays - 1750 words

Literature Review and Proposal - Essay Example However, things did not turned out as expected and it was found that other nations were actually overtaking the national sports of England with relative ease and it was more evident in the last 40 years. According to the fundamental hypothesis it can be stated that foreign influences has much to do with it. This is where the question becomes extremely important. Football is not only the national sports of England it is also an immensely popular sports in the country. It is fundamentally a heritage of England and the current degradation of this sport is a crisis of the national level and it is important to understand the reason behind this. A Qualitative method of study differs from the usual quantitative methods (used in the study of pure sciences) in the sense that it tends to be far more subjective. This is in sharp contrast to the methods used in pure sciences which are exclusively objective. The research methods for marketing are a combination of both quantitative and qualitative methods. Being open to qualitative methods of study also allows social scientists to incorporate non-quantitative data (i.e. non-numerical data, such as words, images, gestures, impressions etc.) in their study. Since human beings tend to operate in terms of such data and not in terms of the terminology used in ordinary sciences this broader outlook is far more applicable in the study of social sciences. In keeping with the methodology employed in marketing researches the theories too are formulated and used keeping in mind that they aren't necessarily applicable to all conditions. Be it psychology, history, political science or economics human events are most likely to influence the rules which define the basic theories of a marketing subject. Success in the field of marketing researches can therefore be achieved if and only if it is understood that the subject has no space or opportunity for water-tight methodologies or theories. (Berkowitz, 2004) It can always be stated that Qualitative research is a process that includes interpretative paradigm under the measures of theoretical assumptions and the entire approach is based on sustainability that is depended on people's experience in terms of communication. It can also be mentioned that the total approach is based on the fact that reality is created on the social formulations. It can also be mentioned that the basic target of qualitative research is instrumented towards social context under normal circumstances where it would be possible to interpret, decode and describe the significances of a phenomenon. The entire process is operational under the parameter of interpretative paradigm that can minimize illusion and share subjectivity under contextualization, authenticity and complexity of the investigation. The basic advantages of qualitative measures are multi fold. Firstly, it presents a completely realistic approach that the statistical analysis and numerical data used in research based on quantitative research cannot provide. Another advantage of qualitative measures is that it is more flexible in nature in terms of collected information interpretation, subsequent analysis and data collection. It also presents a holistic point of view of the investigat

Issue-based memorandum Essay Example | Topics and Well Written Essays - 2000 words

Issue-based memorandum - Essay Example In the case of Henry and Hanna, they had insured their home with Fastpay Insurance Company. However, the insurance policy document made it clear that, in case of a vacancy of up to sixty days, it would automatically lead to suspension of the coverage. Since Henry and Hanna brought their marriage to an end, this meant that their house would remain vacant until that time when there would be a potential buyer. Unfortunately, the house was damaged by wind and fire in a freak Plano tornado. The insurance company turned down their compensation claims on the mere fact that the house was vacated for 60 days prior to the emergence of the Plano tornado. On one, hand, the provisions of the policy document are legally binding, whereas another school thought thinks that this condition should not to be deterrence for denying Henry and Hanna some sought of compensation from the insurance company. Appelle Carnes filed a suit against Texas Farm Bureau Mutual Insurance Company. Appelle Carnes sought t he services of the insurance company because they wanted to insure their cotton picking machine against risks such as fire. The two parties’ rubber stamped an endorsement that was known as â€Å"Endorsement No. ... It is at this point that the machine was damaged by fire. At this point, Appelle Carnes and Texas Farm Bureau Mutual Insurance Company could not come into an agreement on the actual amount of damage payable. This forced Carnes to file a legal suit against the insurance company. The insurance company cited two reasons, both of which meant that Carnes did not stand to be compensated in anyway whatsoever. First, the insurance company argued that Carnes had violated â€Å"Enforcement No. 10† thus Carnes should not claim any payment. Second, the policy document requires Carnes to file a sworn proof of loss and Carnes failed to do so. Hence, this barred Carnes from any recovery based on the terms of this policy. On the other hand, Carnes argued that the violation of â€Å"Endorsement No. 10† could not be used as a point of reference, because the provision is unenforceable under Art. 6. 14 of the insurance code. It is a known fact that Carnes went against the terms set under à ¢â‚¬Å"Endorsement No. 10† because he was using the cotton picking machine more than fifty miles away from the garage. That being the case, the jury concluded that the violation in that particular provision in the policy document, did not contribute to the damage of Carne’s cotton picker by fire. This finding was not challenged on appeal. In fact, the insurance company contends that Carne’s violation of â€Å"Endorsement No. 10† did not contribute to the loss, thus the edict could not apply. Furthermore, it is the contention of the insurance company that â€Å"Endorsement No. 10† is either a warranty or it is merely meant to limit the coverage, but the violation of this statute is connected to the risk, thus it bars recovery. Endorsement No. 10 is often considered to be

Strategic Management and Leadership Essay Example | Topics and Well Written Essays - 3500 words - 8

Strategic Management and Leadership - Essay Example That year it multiplied abroad deals to turn into the #1 air payload organization. In 2001 Fedex hit an arrangement with the United States Postal Service to transport mail shipments and Fedex drop boxes were set in post business locales. Today, Fedex has more than 275,000 individuals worldwide with a normal day by day volume of 7.5 million shipments. It serves in excess of 220 nations. Fedex Corp today positioned number one in client fulfillment in the Express Delivery industry. Our discussion would be the strategic analysis of Fedex as a company and in the event of doing so we will be looking into the business model, sustainability issues, the leadership approach, competitive advantage and the value chain infrastructure of the firm. Fedex is a worldwide shipping enterprise that gives services to purchasers and organizations around the world. Headquartered in Memphis, Tennessee, Fedex is headed by Fedex Corporation, which "gives vital heading and merged monetary reporting for the working organizations that contend altogether under the Fedex name around the world: Fedex Express, Fedex Ground, Fedex Freight, and Fedex Services." These organizations work under the aphorism of "work freely, contend on the whole and oversee synergistically." By working autonomously, every Fedex organization can center solely on conveying the best service for its particular market and abstain from squandering time and assets on issues unaffiliated with its centre business. Contending on the whole under the well-known Fedex name guarantees that the greater part of the working organizations profit from being a part one of the worlds most distinguished brands. Fedex is presently a $29 billion organization and posted incomes in abundance of $35.5 billion in financial 2009. From shipping only 186 bundles on its first day of operations in 1973, the organization has

Ethnicity and the Police Essay Example for Free

Ethnicity and the Police Essay Relationships between the police and minority communities have come a long way, and still continue to evolve as public awareness grows. Although there are still misconceptions about community policing, it is a fact that improvements have been made because of the new and continuously emerging programs, and partnerships that have been created between the police and private citizens. Among these improvements are lower crime rates, higher crime reporting rates, and improved public perception of police effectiveness. The 1960’s were a symbol of inequality within the justice system. The actions of police officers were causing race riots all over the United States. Because of this President Lyndon B Johnson appointed Illinois Governor Otto Kerner to chair the National Advisory Commission on Civil Disorders, otherwise known as the Kerner Commission. It was this commission that brought to light the reasons behind the riots and initiated the change. The commission stated that â€Å"our nation is moving toward two societies, one black, one white—separate and unequal.† and criticized law enforcement for the underrepresentation of blacks on police forces, brutality and abuse of power, and racial bias in the use of deadly force (Policing The Social Crises Of The 1960s, 2013). The police agencies responded to this by starting affirmative action programs to recruit and promote more blacks and women, formulating written policies for the use of deadly force to reduce racial disparities in police shootings, and of course they started police†community relations programs to improve communication between the police and racial minority citizens (Policing The Social Crises Of The 1960s, 2013). This is what paved the way to the attitudes of experts in policing in the 1970’s who began to acknowledge the necessity of both police and the community in their roles as co-producers of community safety. This is a partnership that has been proven to solve  problems before they become more serious (The United States Department of Justice, 2014). Many practices and programs constitute community policing. Some activities are carried out only for the sole purpose of improving the image of police departments (1974). For example: Attending meetings of church groups, and other local organizations, and TV or radio ads asking for citizen cooperation (The United States Department of Justice, 2014). Some activities are of an internal nature within police departments and include: Community relations training, the establishment of specialized positions within a department that are responsible for community relations, and specialized programs used to recruit officers from minority groups (1974). Other activities include police work in the field that makes them appear more visible and personable, such as foot patrols (The United States Department of Justice, 2014). Community policing is diverse and varies from department to department (1974). The Detroit police department, for example, has a program known as the Citizens radio patrol. The patrols were established to help serve as extended eyes and ears for the police department. The department offers classes to those who are interested in making a difference on community watch techniques. The role of the patrollers is to watch over their neighborhoods and report any suspicious activity to a patrol base operator, who in turn contacts the local police precinct or district. Patrols consist of a number of volunteers who commit a small amount of their time each week to serve as a base operator, a driver or an observer with the driver (Thank God for the Shelter, 2011). The Detroit police department also offers programs for youth that are interested in learning how to be good citizens and community leaders. These programs focus on those who have the potential and may be interested in becoming police officers someday. Other programs that assist under-privileged kids get involved in basketball, football, softball, soccer, bowling, golfing, track and field, swimming, martial arts, tennis, and cross country skiing are also available (Thank God For The Shelter, 2011). Even though there are a wide range of different practices among police agencies the one common goal is to achieve better relationships with specific segments of the community (1974). For example, in 1992 a federal grant was awarded to the housing authority and the Fort Lauderdale police department. $250,000 was used to pay off-duty officers to  work special details in the city`s public housing projects. The money is also being used for other programs to help foster better police-community relations. Since the new program began, residents have been getting to know the officers in their neighborhood and tipping them on crimes (Corbett, 1992). So far we have given examples of community policing that have made improvements for minority groups by way of lower neighborhood crime rates, higher crime reporting rates, and a more positive public perception, but what about the perception of the police by foreign born citizens? Unfortunately there has been a lesser impact of community policing efforts observed by communities with a large number of recent immigrants. In A study, known as the Houston community policing experiment, Latinos scored lower measures of awareness, participation, and effectiveness of community policing than blacks (The United States Department of Justice, 2014). It is likely that language barriers, lack of understanding of the new culture around them, and a strong mistrust of the police that has been brought with them from their homeland hinders even the strongest efforts from being effective. Foreign born citizens are not the only people that harbor misconceptions about community policing. The public as a w hole is still comprised of a large number of citizens with doubts. One of the most dominant misconceptions about police community relations is that is restricted only for efforts that regard minority groups. Although it was this that started the ball rolling, nothing could be further from the truth. Police agencies have a vested interest in creating and maintaining good relationships with the entire community no matter the ethnicity. Another misconception is that these practices are done strictly to receive positive reviews from the citizen review board. In most cases these programs are developed by the department themselves and are not subject to review of any kind (Kreps Weller, 1973). Police community relations programs have not only improved the attitude of minority groups, and the entire public as a whole towards the police, but have also created a positive impact on communities by lowering the crime rate. Strategies used for community policing are as diverse as the population of the United States itself, but they all share the common goal of promoting strong relationships with those who in the past were underrepresented and abused. These programs continue to ensure an understanding between the justice system and the public, and  are necessary for harmony between the two. References (1974, May 5). Police community relations. Sun Sentinel. Retrieved from http://search.proquest.com.ezproxy.apollolibrary.com/docview/388977280?accountid=458 Corbett, M. (1992, February 24). Police boost community relations. Sacramento Observer. Retrieved from http://search.proquest.com.ezproxy.apollolibrary.com/docview/388977280?accountid=458 Policing the Social Crises of the 1960s. (2013). Retrieved from http://www.cliffsnotes.com/more-subjects/criminal-justice/development-of-the-american-police/policing-the-social-crises-of-the-1960s Thank God for the shelter. (2011). Retrieved from http://thankgodfortheshelter.com/2011/06/08/detroit-police-deparatment-%E2%80%93-police-community-services/ The Police-Community Relations Movement: Conciliatory Responses, Kreps, Gary A; Weller, Jack M The American Behavioral Scientist (pre-1986); Jan/Feb 1973; 16, 3; ProQuest Central pg. 402 The United States department of justice. (2014). Retrieved from http://www.justice.gov/

How employee wellbeing can become a core value

How employee wellbeing can become a core value Leadership is the ability to effectively use strategic competencies and influence to accomplish organizational goals. It is a partnership between mangers followers and external constituencies and one of the main differences between leaders and managers is power and authority. Leaders yield power which cannot be transferred however managers yield authority due to their position and can be delegated. When organizational requires a fast changing as a result of rapid fluctuation a Transformational leader is called for. Transformational leadership is defined as a relationship between a leader and follower(s) based on a set of leader behaviors perceived by subordinates as exhibiting idealized influence, motivational inspiration, intellectual stimulation, and individual consideration. In todays modern complex organizations, which are going through constant change, it required the roles of management and leadership be intertwined. An organisation that has an environment which promotes a state of contentment allowing employees to flourish and achieve their full potential for the benefit of themselves and the organisation can be considered as employers who puts high emphasis on their employee wellbeing. The concept of wellbeing includes concepts of psychological and physical health. Today increasingly companies are focused more about their employees wellbeing as organisations are seeing its benefits. Organisations such as IBM, established Well-Being Management System (WBMS), the companys holistic approach to managing the health and safety of employees wherever they work. This enables physical and psychological fitness of its employees. When employee wellbeing becomes a shared organisational value deeply rooted in the organisational culture it is evident from the following companies that productivity of the organisations increases as a result of high moral and satisfaction as well as organisations are able to retain their talents. Values influence attitudes and behaviour therefore for transformational leaders to create employee wellbeing as a shared value they need to create trust between leader and employees. This is possible when the leader practice high emotional and social intelligence and honour the psychological contract between the management and employees. Contents Executive Summary 1 Today increasingly companies are focused more about their employees wellbeing as organisations are seeing its benefits. Organisations such as IBM, established Well-Being Management System (WBMS), the companys holistic approach to managing the health and safety of employees wherever they work. This enables physical and psychological fitness of its employees. 2 Contents 3 1.0 INTRODUCTION 4 8.0 CONCLUSION 16 7.0 Appendix 17 1.0 INTRODUCTION This report presents discussions on how employee wellbeing can become a core value shared among the employees of an organization that can be deeply rooted in the organizational culture and the role of transformational leadership in facilitating this change. Transformational leaders are called for when traditional leadership fails to bring about a change aligning the organizational culture to the changes in the environment. As these form of leadership focus on employees in achieving their goal it suits well in an era of fast globalization. In the second part of the report concepts of leadership and their difference from management will be introduced .as well as an explanation of transformational leadership and what it is all about. Third part of the report explains the concept employee wellbeing and its benefits. Companies who are initiating employee wellbeing and the response will be highlighted. The main part of the report will discuss how transformational leadership help facilitate employee wellbeing in the organizational culture that would eventually improve performance. Concepts of how leaders create trusts among employees and towards themselves, how leaders practice emotional and social intelligence and the concepts of psychological contract will be discussed. Finally case evidence will be provided when employees wellbeing is taken care off their performance in terms of absenteeism etc will rise significantly. 1.2 Scope and limitation The scope of the report is limited to the examination of how employee wellbeing can become the cultural norm within the organization and how transformational leadership facilitates in embedding it to the organizational culture as a shared core value. Little robust research exists on the relationship between health and individual job performance. 2.0 leadership Leadership defined by Weiss (2001, p.194) states that it is the ability to effectively use strategic competencies and influence to accomplish organizational goals. It is a partnership between mangers followers and external constituencies and one of the main differences between leaders and managers is power and authority. Leaders yield power which cannot be transferred however managers yield authority due to their position and can be delegated. (Mullins 2002). Whetten et.al (1995, p. 17) states that traditional definition of management is outmoded and irrelevant today. Their argument is based on the similarity between leaders and managers in terms of how they function. And that a good manager functions as an effective leader .a similar view was held by Hodgetts (1990, p.3) and defines management as getting things done through people and leadership influence people towards particular goal. Weiss(2001) referencing Bass (1985,1990 )states that when organizational requires a fast changing as a result of rapid fluctuation a transformational leader is called for. Transformational leadership exhibits behaviors such as idealized influence, motivational inspiration, intellectual stimulation, and individual consideration. And can be defined as a relationship between a leader and a follower based on this behavior (Flood 2008) A number of studies have shown a strong positive relationship between this leadership style and desirable outcomes including organizational commitment, job satisfaction, and decreased employee turnover intentions (Flood 2008) As an example of the magnitude of leadership influence on the attitudes and behaviors of employees, a study of 25,000 workers across a variety of firms by Wilson Learning, a US based management training company; found that 69% of employees job satisfaction related to the leadership skills of their bosses (Davids 1995). A significant productivity lag was associated with a lack of or poor leadership. On the basis of this finding, Davids (1995) asserts that the days of the heroic leader who gets things done by people are numbered, to be replaced by the post-heroic leaders who get things done with people. Hence, mutual understanding, trust and strong communication skills have been growing in importance as factors in the leader follower relationship.(Flood, 2008) 3.0EMPLOYEE WELLBEING An organisation that has an environment which promotes a state of contentment allowing employees to flourish and achieve their full potential for the benefit of themselves and the organisation can be considered as employers who puts high emphasis on their employee wellbeing.(Tehrani et.al 2010) The concept of wellbeing includes concepts of psychological and physical health. According Arnold (2007) they can be distinguished between subjective and psychological wellbeing à ¢Ã¢â€š ¬Ã‚ ¦Subjective wellbeing focuses on the affective (hedonic balance; balance between pleasant and unpleasant affect) and cognitive (life satisfaction) components of well-being (Arnold et.al 2007). Psychological well-being draws on various conceptualizations of mental health (Arnold et.al 2007).Tehrani et .al (2010) described wellbeing as a subjective experience that may involve practical measures such as introducing healthy food or a gym at work, or perhaps less tangible initiatives such as working to match the values and beliefs held by employees with those of their organization. It could be argued that a change in the way employees are engaged in discussions about how their work is organized could have more of an impact on an individuals well-being than the introduction of a corporate gym. Today increasingly companies are focused about their employees wellbeing as organisations are seeing its benefits .Organisations such as IBM, established Well-Being Management System (WBMS) the companys holistic approach to managing the health and safety of employees wherever they work. This enables physical and psychological fitness of its employees. This integrated approach to employee well being ranges from the more traditional aspects of occupational health and safety ,such as industrial hygiene, safety, medical issues and ergonomics-to innovative and proactive wellness initiatives, including a broad array of health promotion options and disease prevention benefits for employees.(IBM , 2010 ) Marks Spencer is known as an employer who values employees. Historically, well-being was delivered through a traditional benefits package, including flexible working and family-friendly policies. In addition, a good physical working environment was provided, including good catering facilities. Other ancillary benefits for some or all employees included hairdressing, chiropody, dentistry and holistic services. As the business moved through a change management program it was realized that more focus was needed on the health and well-being areas that were directly affected by the workplace. (Tehrani et.al 2010) Scota Chropractc Ltd is another company that focused on employee wellbeing . Established in 1986 and currently employs 17 employees working across two sites the growing public awareness of alternative and complementary therapies has been a major driver of business growth. The company works with the NHS and has recently branched out into sports therapy, rehabilitation and ergonomic-based heath and safety interventions. The organization has increasingly concentrated on employee well-being for its own staff during the past five years. (Tehrani et.al 2010) 3.1 Employee wellbeing and culture. Organisational Culture is defined as a set of shared values beliefs which interact with an organisations people ,structureand system to produce behavioural norms. in a strong organisational culture the organisation core values are both intensly held and widely shared. core values are the primary or dominant values that are accepted thoughout the organisation.the more members who accept the core values andthe greater their commitment to those values is , the stronger the culture gets.A strong organisation culture will have a great influence on the bevaiour of its members((Robbins 1998) when employee wellbeing becomes a shared organisational value deeply rooted in the organisational culture it is evident from the following companies that productivity of the organisations increases as a result of high moral and satisfaction as well as organisations are able to retain their talents. According to Tehrani et.al(2010) Marks Spencers three-month wellbeing trial programme demonstrated an 8% reduction in its employee sickness absence for musculoskeletal health issues. Store management teams reported improved morale of the departmental team and the general store, all of which are difficult to estimate in financial terms, further improvement in customer service and improved efficiencies. Nike company employees share a core value of enhancing peoples lives through sports and fitness.nike has created a strong sports oriented culture and promoted it through company practices such as paying employees extra for biking to work instead of driving .( Robbins 1998) Companies adopting such measures aimed at promoting health and well-being among their employees influence several aspects of their employees physical and psychological well-being in ways which result in improved productivity, commitment and attendance. This includes providing good quality jobs which allow employees more control, autonomy and involvement in the way their work is done (Coats et.al 2008) Recently an OEM manufacturer, FOXCONN of china supplies to companies like DELL, APPLE and Hewlett-Packard came under scrutiny for its below standard employee relations and maltreatment.Some estimates put the companys labour turnover in to 50000 a month and reports claim a drop in recruitment standards to just about anyone with an ID. (Engadget 2010) 4.0 Transformational leadership and culture Organisational Culture is defined as a set of shared values beliefs which interact with an organisations people ,structureand ststem to produce behavioural norms. Values influence attitudes and behaviour (Robbins 1998)therefore For transformational leaders to create employee wellbeing as a shared value they need to create trust between leader and employees. This is possible when the leader practice high emotional and social intelligence and honour the psychological contract between the management and employees. Leaders facilitate in creation of value for employee wellbeing and facilitate in embedding it in to the organisational culture. They achieve this by creating trust among employees towards the leader as well as between each other and develop emotional and social intelligence of employees and honouring the psychological contract. 4.1Trust trust is a characteristics of high performance teams where the relationship between members is based on integrity ,competence, consistency, loyalty and openness (Robbins 1998 ) According to Rosen (1996 ) trust is one of the major principles in leading people.it binds people together creating a strong resilient organisation. It cannot be achieved over night according to Kouzes et.al ( 1987) but takes years to learn however an instance to loose it. Idealised influence dimension of transformational leadership helps create such relationship of trust and confidence through its attribution charisma. They are thought to display certain attributes (eg.percieved power, focus on higher order ideals and values. When this happens the followers develop an emotional tie to their leader which ultimate results in the trust specified above.(Arnold 2007) Transformational leaders gain follower trust by maintaining their integrity and dedication, by being fair in their treatment of followers, and by demonstrating their faith in followers by empowering them. It has been suggested that one way that charismatic and transformational leaders can demonstrate their dedication and build follower trust is through self sacrificial behaviours.Leaders can self sacrifice by taking on a proportionately larger workload, by foregoing the trappings of power (e.g. Gandhis peasant lifestyle), or by postponing rewards, such as Chryslers Leelacocca and Apples Steve Jobs deciding to work for 1$ a yr ..(Bass et.al 2006) Transformational leaders build trust by practicing open communication between employees and leaders. mistrust comes from what people dont know as from what they do know (Robbins 1998 ).They are excellent team players ,and they lead by example, support the teams through words and actions and demonstrating loyalty as well as treating them with respect and considering their perception in terms of objectivity and fairness in decision making. They show consistency in basic values that guide their decision making and they maintain confidences and become someone who teams can rely on. 3.2Emotional intelligence Goleman (1995) describes emotional Intelligence as self-awareness, managing our emotions effectively, motivation, empathy, reading other peoples feelings accurately, social skills like team work, persuasion, leadership and managing relationships. Transformational leaders have high emotional intelligence. They properly manage emotions that drive trust, loyalty, and commitment. The leader enables People to recognize their own emotions as well as others ,differentiates those emotions to make choices for thinking and action.(Cooper et.al 1997).It is an intelligence that may be learned, developed and improved (Perkins 1994). Emotional intelligence is the ability of a person to use his awareness and sensitivity to detect, identify or understand the feelings underlying interpersonal communication and avoiding to respond on impulse and thoughtlessly, Instead to act from receptivity , authenticity ad candor.(Ryback 1998). Emotional intelligence is about influence without manipulation or abuse of authority. It is about perceiving, learning, relating, innovating, prioritizing and acting in ways that take into account and legitimize emotions, rather than relying on logic or intellect or technical analysis alone (Ryback, 1998). Transformational Leaders are highly self aware facilitating them to read ones emotions and recognize their impact while using gut feelings to guide decisions. Their social awareness enables them to sense, understand and react to others emotions while comprehending social networks. As a result of these qualities and the ability of transformational leaders to manage self inspire employees influence them and develop these qualities among them by managing conflict. This successfully results in resolved issues of workplace bullying and increase in employee satisfaction leading to higher performance. Goleman, (2010 )have shown that high levels of emotional intelligence can create climates in which information sharing, trust, healthy risk taking and learning flourish. as well as how workplace competencies based on emotional intelligence can exert greater impact on performance than do intellect or technical skills. 4.3Psychological contract When an employer distributes a performance bonus every year since it inception, employees within that particular company will expect to receive it in the coming years as well, because of the fact that every year the company distributes it. The point here is that Humans beings are very adaptable to situations .the more leaders practice employee wellbeing initiatives within the organisation the likely it will become an expectation in the psychological contract between employers and employees. Psychological contract defined by Robbins (1998) states that it is an unwritten agreement that sets out what management expects from the employee and vice versa. It sets out mutual expectations. Everyone performs different roles both at work place and society. And each role demands attitudes and behaviours consistent to that particular role. Therefore both the organisation and the employee have certain expectations of that role which could mean acceptable working conditions, clear communication and a fair days work etc for employees and for organisations demonstration of a good attitude following instructions and showing loyalty to the organisation.(Robbins 1998) However when these expectations are not met trust between the employees and employers is lost, resulting in negative effects on employee performance and satisfaction. Globalisation and work force diversity further complicates the situation. Although Members of different groups share common within their group common values, attitudes and perceptions much diversity exists within each of these categories. (Bateman et.al 2009).similarly in multi racial societies such as the United States for example values shared among Asian Americans differ from values shared among Asians living in Asia. Since values influence the attitudes and behaviours of employees attaining a common shared value among the multi ethnic groups and multinational groups within an organisation is a challenge to the transformational leaders. As each of these groups will have different expectations from employers. 4.4 Social intelligence However the transformational leaders ability to connect with individuals at a personal level enables them to build a relationship of trust and influence their behaviour and attitude to share a common value which is emotional and psychological wellbeing of employees. Many leaders are appointed because of their drive, ambition and business expertise but often they are unable to work with or get along their director colleagues, colleagues and direct reports, or with others on whom their own success depends. Building on his work on emotional intelligence, Daniel Goleman coined the phase Social Intelligence, in which he enlarges his focus to encompass our capacity to connect with one another.We are wired to connect Neuroscience has discovered that our brains very design makes it sociable, inexorably drawn into an intimate brain-to-brain linkup whenever we engage with another person. (Goleman 2010) Therefore in order to identify the attitudes , values and perceptions of people the leader needs to have social intelligence skills to connect to the individuals or initiate emotions in order to gain trust which ultimately leads to acceptance of ideologies and behaviours the leader intends to communicate which in turn becomes the norm of the organisation. 5.0 Employee wellbeing, Culture and performance Harter etal (2002 ) believes that worker quality of life and performance originates with the behavioural, cognitive , and health benefits of positive feelings and positive perceptions.according to him proponents of the well being perspective argue that the presence of positive emotional states and positive appraisals of the worker and his or her relationships within the people seek out interesting , meaningful, and challenging tasks.when demands match or slightly exceed resources, individuals experience positive emotional states (e.g. pleasure ,joy, energy) and they perceive themselves as growing , engaged, and productive .From the wellbeing perspective, a healthy workforce means the presence of positive feelings in the worker that should result in happier and more productive workers. a survey carried out by Aon Consulting on UK workers found out that more than 35 million sick days a year are taken for personal reasons rather than for a genuine illness and one in three UK workers (33 per cent ) say that the last time they took a day off from work as sick leave were addressing personal issues including looking after a family member, letting repairmen into their home, grieving a dead relative or pet, or feeling down after breaking up with a partner and they did not have anything wrong with them . 52 per cent of British say they would not feel forced to take a day as sick leave if they could just be honest and have access to flexible working hours or social days, said Peter Abelskamp, director of health and benefits EMEA, at Aon Consulting. Of course, employers should also not ignore the fact that 16 per cent of people say that more interesting work would keep them in the office (PM Online, 2010) In 2003 the Royal Mail sickness absence levels were 7 per cent (an average of 16 days per employee per year) As a result their Customer service standards were affected and incurred a daily cost of  £1m.the company had been experiencing issues of long-term absence for many years which was commonly due to musculoskeletal health. Therefore Royal Mail introduced a range of integrated measures to counter the problem such as as à ¢Ã¢â€š ¬Ã‚ ¢ Health screening à ¢Ã¢â€š ¬Ã‚ ¢ Health clinics at 90 sites à ¢Ã¢â€š ¬Ã‚ ¢ Fast access to occupational health services à ¢Ã¢â€š ¬Ã‚ ¢ Access to physiotherapy à ¢Ã¢â€š ¬Ã‚ ¢ Employee assistance programme (EAP) à ¢Ã¢â€š ¬Ã‚ ¢ Incentive scheme à ¢Ã¢â€š ¬Ã‚ ¢ Rehabilitation centres focusing on improving back, neck and shoulder injuries à ¢Ã¢â€š ¬Ã‚ ¢ Phased and partial return to work (RTW) à ¢Ã¢â€š ¬Ã‚ ¢ Case management four years later, it was reported that sickness absence levels had fallen to 4 per cent (10 days per employee) and saved Royal Mail almost  £230m. Up to 3,600 more staff were available to work each day as a result of these measures (Scribed,2010) 8.0 CONCLUSION In this fast changing global environment organisations are increasing needing leaders who concentrates on building relationships with their employees in order to increase productivity and meet the global demands. Emphasis on employee wellbeing has become a trend in todays companies which is seeing its benefits. However in order to produce a full impact leaders need to create wellbeing as a shared core value deep rooted in the culture of the organisation. This can be achieved only when the leader creates trust among employees as well as between him. This is only possible if the leader has high emotional and social intelligence and promotes it within employees and finally honouring the psychological contract between them. Therefore transformational leadership can bring about a change in organisational culture by creating values which will in turn influence the attitude and behaviour of the employees in this case employee wellbeing as a core value in the organisational culture.

Untypical Western Genre in Jim Jarmusch’s Film Deadman :: Movie Film Essays

Untypical Western Genre in Jim Jarmusch’s Film Deadman In the film Deadman by Jim Jarmusch we follow the character of William Blake, who shares his name with a nineteenth century British poet, as he travels on a train to the town of Machine where he has promise of work. Upon arriving Blake finds that his accounting job is already occupied and when he tries to confront the boss he is greeted with a shotgun. Deciding that leaving with his life is more important than leaving with a job, he quickly leaves the office, though not the premises as he gets lost in the many twists and turns of the building. After spending the last of his money on a bottle of alcohol he meets a former prostitute turned flower girl. He returns home with her as he has no where else to go and they are found in her bed by her fiancà © who proceeds to shoot her and Blake and Blake returns the favor. Blake is the only one to survive, although he is gravely injured. Blake proceeds to steal a horse and leave town before he passes out only to wake up to find an Indian name d Nobody tending to him. Blake and Nobody then seem to go on a skewed version of a vision quest while they are pursued by three bounty hunters who want Blake’s head. After quite a time of journeying and killing by Blake, who appears to have turned into a strange sort of Billy the Kid, he finally drifts into the sunset. Deadman appears to be a play on the typical Western genre. It opens with a train scene, a familiar enough scene in a Western, and uses such expected devices as the use of the moving train wheels and pistons to represent the movement of time as well as quick blackouts which permeate the movie. We watch Blake as he views the other characters on the train, at first attired as we would expect in frontier type clothing, but slowly the characters and their clothing change. At first there are men and women, but slowly we get more men and then nothing but men. As this change continues the people begin to wear more clothing and appear more rugged as is proven by the scene of Neanderthal like men who wear bear skins and shoot buffalo from the train window.

Biography of Isaac Newton :: Sir Isaac Newton Essays

Newton was born on December 25,1642. He was an English mathematician and physicist, considered one of the greatest scientist in history, who made important contributions to many fields of science. His discoveries and theories laid the foundation for much of the progress in science since his time. Newton was one of the inventors of the branch of mathematics called Calculus. He also solved the mysteries of light and optics. Formulated the three laws of motions, and derived from them the law of universal gravitation. Newton's birth place was at Woolsthorpe, near Grantham in Linclonshire. Where he lived with his widowed mother, Until around his third birthday. At this time his mother remarried, leaving him in the care of his Grandmother and sent to grammar school in Grantham. Later, in the Summer of 1661, he was sent to Trinity Collage, at the University of Cambridge. Newton received his bachelors degree in 1665. After an intermission of nearly two years to avoid the plague, Newton returned to Trinity, Which elected him to a fellowship in 1667. He received his master degree in 1668. Newton ignored much of the established curriculum of the University to pursue his own interests: mathematics and natural philosophy.   Ã‚  Ã‚  Ã‚  Ã‚  By joining them in what he called the Fluxional method, Newton developed in the autumn of 1666 a kind of mathematics that is now known as calculus. Was a new and powerful method that carried modern mathematics above the level of Greek geometry. Although Newton was its inventor, he did not introduce calculus into European Mathematics.   Ã‚  Ã‚  Ã‚  Ã‚  Always Fearful of publication and Criticism. Newton kept his Discovery to himself. However, enough was known of his abilities to effect his appointment in 1669as a Luciasian Professor of Mathematics at the University of Cambbridge. Optics was another area of Newton's early interests. In trying at explain now colors occur, he arrived at the idea that sunlight is a heterogeneous blend of different rays each of, which represents a different color-and that reflections and refraction cause colors to appear by separating the blend into its components. Newton demonstrated his theory of colors by passing the beam of sunlight through a type of prism, which split the beam into separate colors.   Ã‚  Ã‚  Ã‚  Ã‚  In 1672 Newton sent a brief exposition of his theory of colors to the Royal Society in London. In 1704 however, Newton published appliquà ©s, which explained his theories in details. During the following two and a half years, Newton established the modern science of dynamics by formulating his three laws of motion. Newton applied there laws to Kempler's law of orbital motion-formulated by the German astronomer Johannes Kempler-and derived the law of Universal Gravitation. Newton is probably best