Factors for Going Public Through an Ipo Essay Example for Free

Factors for Going Public Through an Ipo Essay When an organization is private they have decisions to make. Going public through an initial public offering, or IPO is one decision they can choose. When going through an IPO there is going to be increased capital. A public offering will allow a company to raise capital to use for various corporate purposes such as working capital, acquisitions, research and development, marketing, and expanding plant and equipment (FindLaw, 2013). Other advantages of choosing an IPO would be liquidity, increased prestige, valuation, and increased wealth. Weaknesses Even though going public has some advantages, it can also have some disadvantages too. The time and expense is probably one of the biggest disadvantages with this choice. It can take over a year and much money for fees to even start the process of an IPO. Other disadvantages to going public through an IPO would be disclosure, decisions based on stock price, regulatory review, falling stock price, and vulnerability. Disclosure is another part that can be costly when starting an IPO. That means that the organization has to make all financial records available to the public. Opportunities Going public is a way to increase public awareness of the company. The company will have more exposure of its product line. This awareness will increase sales because the product will be introduced to a new group of potential clients. An opportunity to increase clients will have an increase in market share. Investors will have a positive reaction to the company as it increases its market share. Threats As a public company, there will be accounting practices that will need to be met. The SEC requires public companies to comply with the regulations. The cost to comply with SEC regulations can be expensive in addition to the regulations the SOX Act will require an external accounting firm to audit the company adding additional cost. Since Lafleur will now be operating as a public company, they will have the pressure to perform for the market. â€Å"The actions of the companys management also become increasingly scrutinized as investors constantly look for rising profits. This may lead management to perform somewhat questionable practices in order to boost earnings† (K. Balasubramaniam, 2009). Factors for acquiring another organization in the same industry Strengths An organization can also acquire another organization in the same industry. A major strength with acquiring another organization is that Lafleur Trading Company would be the owner of both organizations and would hold the power of both at the same time. The new organization loses its power and sometimes even loses the name. Acquiring another organization might be done to save the original smaller company while boosting sales for the larger company. If Lafleur would choose to keep the client list of the new organization it would be strength for them and those clients. The clients would still be able to receive the same products, but under new owners. With the new organization being in the same industry Lafleur would not have to buy any additional equipment for the new product. They could just bring the product over to their buildings. Weaknesses Acquiring another organization has its weaknesses too. Customers can become upset over this because they want to be loyal to the previous owners over the newer ones. Lafleur would have to pay a premium to the affiliate of the organization to keep the customers happy (if they can) and without upsetting cash flow. Opportunities There is opportunity in a company’s strengths. Lafleur can take advantage of the successes the acquired company has accomplished in the areas of product, marketing, research and development, and staffing. They can also avoid mistakes that have been made in the past. Using a synergy strategy in this process of acquisition will require Lafleur to be knowledgeable in the operations of the new company. Threats The threat of acquiring another company in the same industry is in its customer base and product line. Lafleur may not be gaining new clients or offering new or improved products. The sales team may be making the same sales calls to the same customers the other company. In this scenario, Lafleur will be gaining the company’s debt without the benefit of expanding resources for future growth. Merging with another organization Strengths Mergers are different than acquiring a new organization because when two companies merge they work together instead of taking full control of the weaker company. Mergers can help both organizations while also benefiting the public. The new firm will have increased market share, which reduces competition (Economics Help, n.d.). The merger will help financially because the company will get a better interest rate for the size. Efficiency is strength for mergers because the companies can bring the more experienced employees from both organizations together. An important strength of a merger is having diversity between the two original organizations. Other strengths would be research and development, avoiding duplication, and regulation of monopoly. Weaknesses Mergers have weaknesses just like any other choice to expand the organization. Mergers mean higher prices for products because competition is cut when two organizations become one. A merger also means fewer choices of products for customers. One of the biggest weaknesses for a merger would be fewer jobs in each organization. This means that Lafleur would have to let go of some of their employees while the organization it mergers with would have to also let go of some. The employees that are left might experience diseconomies of scale. This means that the employees will feel like they are part of a big corporation and their motivation will start to go away. Opportunities Opportunity lies in a merger with a larger well known company. Lafleur will gain the experience of growth from a larger company. There is also the opportunity of better benefits, salaries, increased revenue, and the expansion of offices in other markets. There must be research to be done to choose a company that will aid in future growth. This company will need to be a worthy partner and not a company that needs a lifeline to survive. Threats If a company does not have a growth opportunity on its own, it will not have growth opportunity when it merges with another company. The threat of Lafleur not benefitting from shared resources can result in failure for both companies. Another threat to a merger is mis-management. If the other company is poorly managed, Lafleur will suffer with unrealistic strategic goals, poor communication, and uncertain future success. It is because of these reasons that most companies do not experience more than one merger in their lifetime, they usually fail. Balasubramaniam, K. (2009). Advantages and Disadvantages for a Company Going Public. Retrieved from http://www.investopedia.com/ask/answers/06/ipoadvantagedisadvantage.asp

Tasks on Management and Leadership Skills

Tasks on Management and Leadership Skills 1.1 INTRODUCTION: This academic essay is related to strategic management and leadership in McDonalds. The purpose of this assignment is to understand the impact of decision making in an organisation i.e. McDonalds. In this cut throat competition which is prevailing in the market, it is my understanding that leadership and proactive strategy plays vital role in overall organisations success. In addition to this it has become apparent that strategic management and leadership operate at parallel level in an organisation. 1.1.1 STRATEGIC MANAGEMENT: It deals with the most fundamental and basic question that involve the very existence of the whole organisation and guide the whole companys future. (Mullins,1985) Strategic management entails both strategic planning and implementation, and is the process of identifying and executing the organizations strategic plan, by matching the companys capabilities with the demands of its environment.(Gadiesh and Gilbert, 2001) In laymans term strategic management provides overall direction to the organisation. This in turn entails specifying the organisations mission, vision and objectives, developing plans etc. 1.1.2 LEADERSHIP: Leadership is defined as influence, that is the art or process of influencing people so that they will strive willingly and enthusiastically toward the achievements of the groups mission. Visionary leadership inspires the impossible: fiction becomes truth. (Lynch, 1997) In leadership, people run the organisation to one place or another for the achievement of its objectives. Leadership is a great tool in achieving success for the organization, not just through charisma, but through good judgement,proper motivation of employees effective utilization of materials. 1.1.3 LINK BETWEEN STRATEGIC MANAGEMENT AND LEADERSHIP: Due to a rapidly changing world, organizations face incredible pressures in delivering immediate results. This necessitates for strategic management because there is a great need to maximize every available resource to achieve the organizations goal. To manage an ever increasing demand for company effectiveness, there is a great need for strategic leadership to approach these conditions priorities. For any ongoing business, it is mainly important to implement strategies through effective leaders. Real strategic leadership means taking responsibility for the future as well as what is happening today. A primary goal of strategic leadership is gaining a better understanding of the business conditions, the environment and the leading indicators that identify new trends and situations that may arise. According to the situation, leadership styles can be varied like autocratic, democratic and charismatic and so on. In any organisation it is required to have a good strategic management with good leadership skills. These two must be in parallel positions for the organizations success. 1.2 LEADERSHIP STYLES ON DIFFERENT SITUATION IN MCDONALDS As I have taken McDonald as case study, I would like to discuss the management style that operates in this company. Based on my understanding, McDonald operates with a Democratic style of management. This realisation comes to me while I am working with the company and it gives freedom and flexibility of change according to different situations. In this style, the employee and people associated with the company have more participatory role in the decision making process. McDonald has a democratic style and there is a less gap between manager and employees. They have two way relationships between them. They have a comfortable working pattern. So the manager can easily get the feedback from the employees. Also on the other hand, the employees understand the situation and they follow the rules without any difficulty. There are same levels of working. According to the different situation they have a different style of leadership. In this particular approach, the store manager has all power to run the branch but still allows employees to share their ideas and insights. Also in McDonald, every employee has a participative role in the decision making process. All employees have to work with their strengths and provide input on how to delegate work within the team. The management gives more importance to work in a team rather than doing individually. In McDonald, ideas move freely amongst the group and discussed openly thus ultimately achieving their objective. This works both ways for the company by fulfilling individual objectives in line with the overall objective of organisation. The management of this organization motivates the employees to do more work by involving them into decisions which really affects the objective of the organisation. This particular approach influences the productivity of employees and they feel important to be a part of the organisation by providing a value. They lead all the employees to the same level and the manager always tries to know the strengths and weakness of employees. To overcome these difficulties, they provide appropriate training career development programmes. McDonald has flexible working hours which provides stress-free environment. They are free to ask with the manager about schedules. The way McDonald management adapts to different situations, a strong relationship is being formed between the subordinates and the managers. 1.2.1 OBJECTIVE OF MCDONALDS: The main objective of McDonald is to make people aware of each product on offer, feel positive about it and remember it. The right message has to be communicated to the right audience through the right media. Because of this, McDonald need to give importance understand the value of both employees and customers. Happy employees serve well and results to satisfied customers. This serves as a win-win situation for both organisation and employee. McDonald has continuously done internal marketing this is important as it precedes external marketing. It goes in line with the ultimate aim of creating not just service leadership but management service. This delivery process is the key to achieving the aim of the company. 1.3 IMPACT OF LEADERSHIP STYLE ON STRATEGIC DECISION: Good leadership is adapting to any changes at any time doing the right things at the right time. Because of democratic style of leadership, employees can work comfortably and they can share their ideas and insights with the management. Also in McDonald, managers effectively delegates work to their subordinates and give them full control and responsibility to the tasks. Managers welcome feedback on the result of initiatives and the work environment. Strategic decision has to be made by leaders who have the ability to take effective decisions and adapt to changes in any situation. Because of democratic leadership, employees and managers easily understand the situation and cope with it. They work freely and comfortably. In McDonald all employees have a right to participate in the objective of organisation. McDonald has a strategic decision which is implicated and formulated by leaders and managers of the organisation. First they decide the future plans and objective of McDonald and how to get there in minimum time. They also motivate people to do more work and they appreciate their work by giving the performance award at the end of month. 1.4 CONCLUSION: From above discussion, I came to a conclusion that in adapting democratic style McDonald is really effective in providing value to employees. Although this style may bring out differences in ideas, it still ends up with formulating a common decision. McDonalds management leadership style is useful as well as to other organisations where managers and employees easily understand the situation and work accordingly. Strategic management and leadership correlates with each other. Without making any effective strategic decision, leadership cannot work and it cannot reach to the final objective of an organisation. 1.5 Bibliography: 1 Gadiesh and gilbert Arit and James(1998)Harvard Buisness Review on Leadership(U.S.A) 2 LYNCH, Richard(1997) Corporate Strategy (third edition published 2003) 3 MULLINS,Laurie (1985) Management and organisational behaviour(Eight edition) 4 http://www.coaching-business-to-sucess.com/leadership-styles.html 5 http://www.scribd.com/doc/36681688/Mcdonalds TASK 2 LEADERSHIP STRATEGY 1 INTRODUCTION: These case will focus on how leadership and management theories emphasis on current thinking on strategic decision in an organization. It is focused on how these theories help the organization to meet success. In leadership strategy, the leaders of the organization should create the unique and valuable market position, while the goal is to support the organization with activities that fit together in a complementary way. In recent years increasing business competitiveness and the need for the most effective use of human resource has focusing attention on how leadership strategy revitalize organizations. Early leadership theories focused on what qualities distinguished between leaders and followers, while subsequent theories looked at other variables such as situational factors and skill levels. There are many theories on leadership that are emerging in todays work environments. While leadership styles may differ, the one thing they all have in common is their objective to lead individuals toward a unified goal. 2 LEADERSHIP STRATEGIES: 2.1 Transformational leadership: Transformational leadership is also known as relationship leadership and it focused upon the connections formed between leaders and followers. It is a process of engendering higher levels of motivation and commitment. The emphasis is on generating a vision for the organization and the leaders ability to appeal to higher ideals and values of followers, and creating a feeling of justice, loyalty and trust. Transformational leadership motivates followers to do more than originally expected and the extent of transformation is measured in terms of the leaders effects on followers. Transformational leadership motivate and inspire people by helping group members see the importance and higher good of the task. Leaders are focused on the performance of group members, but also want each person to fulfil his or her potential. Leaders with this style often have high ethical and moral standards. Leaders with this style often have high ethical and moral standards. 2.2 Participative leadership: Participative leadership is one that takes the input of others into account. These leadership encourage participation and contributions from group members and help group members feel more relevant and committed to the decision making process. In participative theories, however, the leader retains the right to allow the input of others. Involvement in decision making improves the understanding of the issues involved by those who must carry out the decisions. In this leadership, people are more collaborative when they are working on joint goals. Also in this style, a participative leader, rather than taking autocratic decisions, seeks to involve other people in the process, possibly including subordinates, peers, superiors and other stakeholders. Participative leadership is a style of leadership that involves all members of a team in identifying essential goals and developing procedures or strategies for reach those goals. 2.2 Leadership theory work in ALICON company: Alicon group is committed to green environment and is in the process of achieving ISO management systems standard. Alicon group is working with various OEMS on the innovative projects for reducing the weight of Aluminium components for protecting the environment through improving the fuel consumption of vehicles. Alicon group is creating to various domains including Auto, Agriculture, Marine, Medical, Locomotive, Extreme sports and Power sector. Alicon group has been in the forefront in developing new and challenging products for its customers. As Alicon is conducting many sectors, communication is a key element in relationship, and also transpires into key elements for leadership strategies. By practicing outstanding skills, leaders can maintain strong relationships with those they are leading. Alicon generates greater awareness of the products including them to transcend their own self-interests for the sake of the organization. Relationship-building is an important quality for leaders to possess because it builds trust between the followers and the leaders. Leaders of Alicon give special concern to the growth and developmental needs of the followers. Leaders are more likely to give importance towards success, demonstrate self-confidence and emphasis positive aspects of the vision of company. At the end of the month they evaluate performance of the employees and motivate them towards achieving the overall aim of the company, and based on their performance the employees are getting bonus, promotion. By making the right dec isions, they demonstrate their commitment to turning that vision into reality; and by doing so successfully, they instil in the others the confidence to trust in their leadership. On the other hand, in the participative style in Alicon, where the leaders sells the idea to the team. They also describe objectives of the company and they discuss with the team that how to achieve that to meet the companys requirements. In Alicon, participative leadership helps bring more minds together and hence there are more ideas and suggestions that are generated. However because of this style, several people belonging to different levels of activity are asked to contribute to the worth of a particular decision, new ideas emerge. So the decisions become more practical and implement able and creatively rich. In Alicon, there has a less gap between leaders and followers. Since everyone has put in some or the other effort towards the planning process and everyone has a feeling of importance, it is quite evident that they will work towards implementing their own suggestions as well. It becomes easier for leaders to generate results. 2.3 Trait theory: In Alicon, except these two theories, according to me Trait theory work better in an Alicon. The trait model of leadership is based on the characteristics of many leaders, and therefore it is used to predict leadership effectiveness. The most important thing is that it is not responsible to identify whether a person will be a successful leader or not, but they are essentially seen as preconditions that endow people with leadership potential. It can be applied by people at all types of organization. Also managers can know their strengths and weaknesses and thus they get an understanding of how they can develop their leadership qualities. The major advantage is that, company know that which talents leaders have. Even if there are certain inborn qualities that make one a good leader, these natural talents need encouragement and development. Because in this leadership self-confidence is developed, honesty and integrity are a matter of personal choice, motivation to lead comes from within the individual, and the knowledge of business can be acquired. In trait theory, people inherit certain qualities and traits that make them better suited to leadership. Trait theories often identify particular personality or behavioural characteristics shared by leaders. As in Alicon is dealing with so many sectors like auto, sports and power systems, so its necessary to have different skills for different sector. 2.4 CONCLUSION: In general there are lots of theory and all the theories have some effect in and other way on the organisation. Ledaership strategy is very useful in an organisation for both the leaders and followers to communicate with each other. And also it motivate them to reach the goal of an organisation with the use of this theory. And it works towards the satisfaction from the management and leaders. 2.5 Bibliography: 1 http://www.alicongroup.co.in/products.php 2 http://www.strategies-for-managing-change.com/transformational-leadership-theory.html 3 MULLINS,Laurie (1985) Management and organisational behaviour(Eight edition) 4 http://psychology.about.com/od/theoriesofpersonality/a/trait-theory.htm TASK 3 PLANNING FOR LEADERSHIP 3.1 Introduction: This case will identify the requirements that needed in successful planning for leadership. Also it emphasis plan for development of future situations requiring leadership in this competitive world. Todays world is changing drastically in technology and it affects in the development of leadership skills. A critical skill for leaders is the ability to manage their own learning that the highly motivated, self-directed and satisfied ways to the development of leadership skills. The leaders must be well-planned and they have a strategies to deal with the problems and to overcome with their skills. 3.2 Leadership Requirements: In this modern world, leaders need to have an innate ability to have the courage to make decisions that can take their organisation well ahead of the competition. Leaders need to involved their organisation well ahead of the competition. Leaders need to be co-operative with their staff and gain support and respect of their staff so that they will follow their lead. Talented leaders address the critical issues that are having the biggest impact on positively to their job responsibilities. Successful leaders do not just recommend change and develop new processes, they become the champions of change. Dynamic leaders take a look at what changes need to occur and implement those changes to happen. 3.2.1 E-LAEDERSHIP: E-leadership is similar form of effective leadership. It requires highly participative nature of the e-world between e-organisations and e-customers and the interconnectedness between leader and follower. Being a leader in this modern world, e-leadership takes a closer to each and every activities around the world. In future leader can easily take their organisation towards the success if they have this type of qualities. Change is one of the factor that affect to the development of leadership skills. At the basis of the change is the need for the management to recognise that organisations are in fact social systems and that the emergent technology property of the system, the e-world, needs to be well integrated in whole organisational system itself. Because of e-leadership world becomes closer to the activities and also it is possible to communicate to different countries for the leader and they can easily deal with the activities related to their business. So e-leadership concept h as given more importance in this fast growing world. 3.2.2 Globalisation: Globalization is one of the most important factor in todays world. Because it affects to each and every place also it is the system of interaction among the countries of the world in order to develop the global economy. Globalisation includes technological, economic, political and cultural exchanges made possible largely by advances in communication, transportation, and infrastructure. Being an leader, they have to think about the expansion of their business at globally. Also they need to think about how they can expand to their business around the world. Because of globalisation , the number of countries where products can be sold or purchased has increased dramatically and it leads to improvement of international trade. The leaders need to compete globally, governments have upgraded their level of technology. Large companies refer to the countries is called a multinational so there has a increasing influence of multinational companies. Another effect of globalisation is the strengt hening power and influence of international institution such as World Trade Organisation (WTO), International Monetary Fund (IMF), and World bank(WB).Globalization allows countries to source their manpower in countries with cheap labour. The manpower shortages in Taiwan, south Korea, and Malaysia provide opportunities for labour exporting countries such as the Philippines to bring their human resources to those countries for employment. Also leaders outsource their business processes to other countries so at the end they can achieve their goal. 3.3.3 DIVERSE TEAMS: Each organisation has its own distinctive culture. It is a combination of the founders, past leadership, crises, events, history, and size. These impact individual behaviour on what it takes to be in good standing and directs the appropriate behaviour for each circumstance. Being a leader, they need to know the climate thats the feel of the organisation , the individual and shared perceptions and attitudes of the organisations members. Culture is the nature of the organisation that is a result of long-held formal and informal systems, rules , and customs, while the climate is a short -term phenomenon created by the current leadership. Climate represents the beliefs about the feel of the organisation by its members. The leaders must know that what the people believe about the activities that occur in the organisation. These activities influence both individual and team motivation. Organisational climate is directly related to the leadership and management style of the leader, based on the values, attributes, skills, and actions as well as the priorities of the leader. Culture represents the shared expectations and self-image of the organisation. Individual leaders Cannot create or change culture because culture is the part of the organisation. Culture influences the characteristics of the climate by its effect on actions and thought processes of the leader. 3.3 EFFECTS OF LEADERSHIP SKILLS: The leader must need an effective leadership skills so they can easily communicate with their followers. In this competitive world, it is required to have an efficient qualities in the leader that it help them to do more work and carry a smooth relation with their followers. Because of these leadership skills, leader can take maximum outcome with using minimum resources in an organisation. 3.4 DEVELOPMENT OF LEADERSHIP SKILLS: There are different methods of developing leadership skills with formal and informal learning style. Leaders are the backbone of an organisation. Because of this leadership skills that they have , they can held seminars, training, self- help projects the leaders can know the picture of their organisation in the future. And according to that they can brief out their staff deeply that how work can be done in a more effective way. 3.4.1 JOB ROTATION: Job rotation means employees are moved between two or more jobs in a planned manner. Job rotation is important in developing leadership skills because it includes the aspects related to work environment also along with other individual attributes . It helps to make satisfaction derived from balanced distribution of work load, working conditions and learning opportunities. A well planned job rotation in an organisation has immense positive impact on job satisfaction. Being a leader, job rotation helps employees to get different experiences and wider variety of skills to enhance job satisfaction. Also it helps to improve poor performance and settling scores from arising organisation politics. 3.4.2 SEMINARS: Seminar means formal presentation by one or more experts in which the attendees are encouraged to discuss the subject matter. Seminars are intergral to most programs so because of this the leaders can know the issues which are raised and they can develop their skills by giving better ideas. The success of the seminar is dependent on the groups ability to work together through intelligent discussion, develop an understanding of the material that the leaders had already think before. 3.4.3 TRAINING: For the leader to develop the skills training helps them that at which level they are standing not matter that how good or bad the leader is but then they will further improve their skills. It involves the acquisition of knowledge, rules or changing attitudes and behaviours through professional development. It helps to adhering a plan for the organisation. Through training leader can improve their quality of work and work life. Also it develop the morale of work force in leader. 3.5 CONCLUSION: To conclude this, leaders required a skills to the betterment of an organisation through different method of developing leadership skills. Comparing to old times there has a competition in the world so leaders must acknowledge certain skills that really useful in an organisation towards the success.

Essay --

Reason, Desire, and Sexuality: The Meaning of Gender in Northern Afghanistan This article by AUDREY C. SHALINSKY, discuss the life of men and woman during the year that citizen of Uzbekistan was migrated from Uzbekistan to northern Afghanistan known as the Muhajiren. â€Å"The Meaning of Gender in Northern Afghanistan† article talks about the life men and women and sexual relationship and the forbidden of sexuality in the religion of Islam also, it views gender as symbolic meanings mediated and interpreted through social experience and discourse. AUDREY C. SHALINSKY also, talk over the two interrelated sets of gender that are the symbolic statements about the nature of men and women and the other symbolic statements about the interaction of men and women. Similarly the author finally mentioned the ideas about marriage, veiling, and adultery. This article also talk about the Alimaste â€Å"witchlike figure† the statements about a woman`s passionate and uncontrolled nature. In the analysis this article focuses on traditional, norms, values, and a ttitudes and about the Islamic rule and current society of Afghanistan. These data’s were selected during the year of 1976-1977 in Kundoz a province of Afghanistan located in the Northern of Afghanistan. The Islamic terms, which are used in this article, are nafs, aql and fitna and there were mosques that educate both men and women about these Islamic theories. This article also covers about the Good women and the Bad women and describes the meaning of good and bad. In addition the author firs discussed about the Islamic theory of individual and gender. In this theory the Muhajirin who are the migrants of Uzbekistan used three terms, which are aql, nafs, and fitna and learned these terms in mosques i... ...o sisters and a brother. Because, it’s something common to now a days happening in the rural areas of Afghanistan. We have many stories of teenage girls who are raped by such powerful and wealthy people in far provinces of Afghanistan. And has it mentioned in the book that the girl is blamed, harassed and punished harshly for the sin or crime she has not committed. It`s too similar to life of today’s teenagers and younger girls of Afghanistan. Whom, do their families sell for money or in gambling to powerful and wealthy people? Not only this but the idea of woman not getting education. Still Afghan woman suffering the same problems is a far province and they are banned to get education. However, in Islam it`s not forbidden and Quran says equal education for women and men. But the traditionalist people use their own ideologies and stop women from getting education. Essay -- Reason, Desire, and Sexuality: The Meaning of Gender in Northern Afghanistan This article by AUDREY C. SHALINSKY, discuss the life of men and woman during the year that citizen of Uzbekistan was migrated from Uzbekistan to northern Afghanistan known as the Muhajiren. â€Å"The Meaning of Gender in Northern Afghanistan† article talks about the life men and women and sexual relationship and the forbidden of sexuality in the religion of Islam also, it views gender as symbolic meanings mediated and interpreted through social experience and discourse. AUDREY C. SHALINSKY also, talk over the two interrelated sets of gender that are the symbolic statements about the nature of men and women and the other symbolic statements about the interaction of men and women. Similarly the author finally mentioned the ideas about marriage, veiling, and adultery. This article also talk about the Alimaste â€Å"witchlike figure† the statements about a woman`s passionate and uncontrolled nature. In the analysis this article focuses on traditional, norms, values, and a ttitudes and about the Islamic rule and current society of Afghanistan. These data’s were selected during the year of 1976-1977 in Kundoz a province of Afghanistan located in the Northern of Afghanistan. The Islamic terms, which are used in this article, are nafs, aql and fitna and there were mosques that educate both men and women about these Islamic theories. This article also covers about the Good women and the Bad women and describes the meaning of good and bad. In addition the author firs discussed about the Islamic theory of individual and gender. In this theory the Muhajirin who are the migrants of Uzbekistan used three terms, which are aql, nafs, and fitna and learned these terms in mosques i... ...o sisters and a brother. Because, it’s something common to now a days happening in the rural areas of Afghanistan. We have many stories of teenage girls who are raped by such powerful and wealthy people in far provinces of Afghanistan. And has it mentioned in the book that the girl is blamed, harassed and punished harshly for the sin or crime she has not committed. It`s too similar to life of today’s teenagers and younger girls of Afghanistan. Whom, do their families sell for money or in gambling to powerful and wealthy people? Not only this but the idea of woman not getting education. Still Afghan woman suffering the same problems is a far province and they are banned to get education. However, in Islam it`s not forbidden and Quran says equal education for women and men. But the traditionalist people use their own ideologies and stop women from getting education.

Colombian Independence Movements :: essays research papers

Colombian Independence Movements   Ã‚  Ã‚  Ã‚  Ã‚  A series of independence movements had marked most of South America, or â€Å"Nueva Granada† in particular during the vast time period of the early 16th century up until the late 18th century – early 19th century. An introduction of the time period which dates back to the late 15th century, illustrates how the Southern portion of the now Colombia had become a part of the Incan Empire whose central base had been located deep into Peru. Only the enlightened historians and those that have done thorough research of the time period have noted the existence concerning the various Indian tribes that roamed freely throughout portions of the land much before the emergence of the Spaniards into the territory.   Ã‚  Ã‚  Ã‚  Ã‚  Beginning in the early 16th century, we begin to see the arrival of a substantial number of Spaniards throughout several portions of New Granada (Nueva Granada in Spanish). One must also take into account that Colombia was not the only country in New Granada: †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ecuador †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Panama  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  In addition to Colombia, these three counties formed †¢Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Venezuela  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  what had been referred to then as New Granada. The first permanent settlement on the European mainland, Darien, had been found and conquered by the Spaniards in 1510. This had marked the surfacing of the Spaniards across South American lines as many more were to follow. An additional notable conquering had occurred when Pascual de Andagoya had reached the San Juan River in 1522. The term New Granada itself had not been instituted until the actual foundation of the colony in 1538; it had remained as New Granada up until 1861 which was when it was called the United States of Granada as a result of the rewriting of the constitution. Moving ahead in time periods until the early 18th century, Bogotà ¡ (the present capital of Colombia), became the capital of the new Spanish Viceroyalty of Nueva (New) Granada, which also ruled over Ecuador and Venezuela. While studying the independence movements of Colombia, many historians have also noted that the Indians initially tolerated the influx of the Spaniards but rebelled when the colonists tried to enslave them and take possession of their lands. Almost immediately, a large part of what became Colombia had been conquered by the Spanish, and a number of towns, including Cartagena (founded in 1533), were prospering. In 1544, the country was incorporated into the viceroyalty of Peru, where it remained until 1739 when it became a part of New Granada (comprising the territories of what are today Colombia, Venezuela, Ecuador and Panama, as previously stated).

Flagstaff, Arizona :: Flagstaff Personal Narratives Essays

Flagstaff, Arizona Could a town really change me as much as I think? Flagstaff, Arizona is one of the coolest towns that I have ever been, but at the same time; one of the quirkiest. Is Flagstaff a small mountain town, a big city, a hip university town, or a large industrial center? The environment and culture of Flagstaff is extremely diverse, making it difficult for outsiders to find their place in Flagstaff. I often wonder how I ended up in this little town in the mountains. I came from a relatively large city in Indiana, but knew that I had to escape the Midwest’s conservative grasp. I never really intended to end up in Flagstaff. For as long as I can remember, I had wanted to go to the University of Arizona and live in Tucson. I obviously didn’t end up in Tucson. From the first time that I visited Flagstaff, I knew that this town was special. Perhaps it holds more draw for outsiders than locals, but its environment and culture has definitely drawn me in, changed me, and changed my life. When I decided to attend Northern Arizona University and be a Lumberjack, it was initially due to its reputation as the best teachers college in Arizona, but ironically, I have never been an education major, or taken any education courses. Education was an overcrowded field, so I entertained the idea of being a Computer Science major. Ha! That lasted less than a month before I knew that was going to fail. Early on the path towards graduation, I still held a primarily etic point of view of Flagstaff. For about the first two years in Flagstaff, I viewed Flagstaff as a cool town, but still considered Indiana to be my home. I either didn’t realize or wasn’t allowing myself to become a part of this town. Once I realized that I was part of this town, my notion of Flagstaff changed, and the town began to change me. As I began to understand how this town ticks I wanted to find a way to become a bigger part of this town. I understood that this town was heavily reliant on tourism for it economy. This is how I came to be a Parks and Recreation Management major. Flagstaff, Arizona :: Flagstaff Personal Narratives Essays Flagstaff, Arizona Could a town really change me as much as I think? Flagstaff, Arizona is one of the coolest towns that I have ever been, but at the same time; one of the quirkiest. Is Flagstaff a small mountain town, a big city, a hip university town, or a large industrial center? The environment and culture of Flagstaff is extremely diverse, making it difficult for outsiders to find their place in Flagstaff. I often wonder how I ended up in this little town in the mountains. I came from a relatively large city in Indiana, but knew that I had to escape the Midwest’s conservative grasp. I never really intended to end up in Flagstaff. For as long as I can remember, I had wanted to go to the University of Arizona and live in Tucson. I obviously didn’t end up in Tucson. From the first time that I visited Flagstaff, I knew that this town was special. Perhaps it holds more draw for outsiders than locals, but its environment and culture has definitely drawn me in, changed me, and changed my life. When I decided to attend Northern Arizona University and be a Lumberjack, it was initially due to its reputation as the best teachers college in Arizona, but ironically, I have never been an education major, or taken any education courses. Education was an overcrowded field, so I entertained the idea of being a Computer Science major. Ha! That lasted less than a month before I knew that was going to fail. Early on the path towards graduation, I still held a primarily etic point of view of Flagstaff. For about the first two years in Flagstaff, I viewed Flagstaff as a cool town, but still considered Indiana to be my home. I either didn’t realize or wasn’t allowing myself to become a part of this town. Once I realized that I was part of this town, my notion of Flagstaff changed, and the town began to change me. As I began to understand how this town ticks I wanted to find a way to become a bigger part of this town. I understood that this town was heavily reliant on tourism for it economy. This is how I came to be a Parks and Recreation Management major.

Institutional Discrimination Essay

Sociologists often follow (Merton 1972, p. 20) in defining discrimination as the treatment of a functionally relevant status (such as race or sex) as relevant for the distribution of some reward or penalty. While legal standards of discrimination have changed since the passage of Title VII (Blumrosem, 1993, p. 110), legal scholars theoretically concur that discrimination involves the desperate treatment of similarly situated individuals because of their sex, race, color, national origin, religion or some other protected characteristics (Belz 1991; Blumrosen 1993, p 50). Diversity is defined as real or perceived difference among people that affect their interactions and relationships. (Bell, 2007). Knowing how to deal professionally with racism and racial discrimination in the workplace is important in managing the situation quickly and effectively and with the least upset possible. In the fiscal year 1997-2008, the United States EEOC received 28,372 charges of sex discrimination. EEOC resolved 24,018 sex discrimination charges in FY 2008 and recovered $109. million in monetary benefits for charging parties and other aggrieved individuals (not including monetary benefits obtained through litigation). Causes: Sexism, gender and racial discrimination are more common in the patriarchal societies. The term patriarchy refers to a society where men are granted the majority of social and political power. When thought of in this way, the cause of gender or racial discrimination has to do with unequal power where men and people of a particular race are granted more power than others. Institutional discrimination begins with recruitment process. Most jobs, especially the better ones, are not openly advertised. Knowledge of their existence is usually limited to friends and colleagues of those in power in the institutions, and in turn their friends and associates. Much institutional discrimination results from judgments made on secondary rather than primary characteristics such as educational background employment history, supervisory experience, age, income, etc. Misconceptions about employment experiences of women of color, particularly black women abound. Black women are often stereotyped as being unwilling to work, preferring nstead to use welfare to support her children (Bell 2007). Consequences: Cost associated with doing a poor job by not integrating workers from different background and gender could be very high. Organizations that do not value diversity reduce employee relations and also increase the cost of staff turnover. Costs associated with turnover include exit interviews, lost productivity while positions are unfilled and recruiting cost for replacement of employees. Cox, T. , & Blake, S. (1991). Talked about non-resourceful acquisition. Cox and Blake describe an organization’s ability to attract and retain employees from different backgrounds as resource acquisition. Employees from diverse backgrounds may include women, people of color, older workers, workers with disabilities and minorities, therefore organizations who do not have diverse workers are not resourceful in acquiring employees. An organization that does not value diversity lacks creativity and problem solving capability. Organizations composed of the same group of people, with same background would lack creativity and the problem solving ability of these competitive business environments. Research indicates that groups composed of people from different backgrounds bring with them different experiences that result in greater creativity and problem solving ability. These abilities stem from different life experiences, language abilities, and education that groups composed of different members have. An organization that discriminates or does not appreciate diversity in the workplace lacks system flexibility. System flexibility is the final way that Cox and Blake proposed that valuing diversity provides organizations with a competitive advantage. They argue that women have a higher tolerance for ambiguity than men. Tolerance for ambiguity is associated with cognitive complexity and success in uncertain situations. Other researchers have pointed out women’s ability to† multitask,† successfully handling multiple tasks concurrently. Organizations that discriminate against women therefore lack the flexibility and thus poor turnover. Due to amount of media attention focusing on lawsuits and damage settlements, an organization that discriminates in hiring employees from different ethnic groups and cultures might be at risk for law suits. Firstly to find solution to discrimination one has to be aware of one’s own stereotypes and biases, making conscious efforts to challenge and address them. Evaluation of current system of recruitment and promotion in the workplace is also very important. The current system of recruitment and promotion in a workplace needs to be examined and evaluated. Occupational hierarchies need to be examined both to determine the actual content of jobs and to remove barriers to mobility built into such hierarchies which serve to discriminate (Jo Freeman 1970). Not only are efforts to recruit and hire people from diverse backgrounds important, efforts to ensure that they are treated fairly after employment are also critical to successful diversity programs. Managers and professionals should be made to understand the importance of diversity in the workplace. The benefits of diversity is not farfetched, if an organization develops a reputation for valuing all types of employees, it would become known as an employer of choice, increasing its ability to attract and retain workers from a variety of backgrounds. Valuing diversity can also benefit organizations in the areas of cost, resource acquisition, marketing, creativity, and problem solving and system flexibility. As a manager or supervisor that is hiring in an organization, pay particular attention to relevant information and ignore irrelevant, race-based stereotypes. This will help to eliminate what is not necessary and help to focus on necessity. Applying sanctions for violation of anti-discriminatory norms by employers is very important to stop discrimination in workplaces. Title VII of the civil right act of 1964 (Title VII) prohibits employment discrimination based on race, color, religion, sex or national origin. Federal and state law has expanded the rights afforded employees, giving them greater opportunities to bring claim against employer. The 1991 civil rights act specifically permits both punitive and compensatory damages for most type of discrimination and grants the right to a jury trial for such claim. I will also advice employees if they have suffered an insult, an injury, or a wrong at work to go slowly. Decide what you want to gain. If an apology from your employer would suffice, save yourself the time and expense of filling a legal action. Finally in light of societal changes, responsible managers and professionals at all levels should acknowledge the need to reassess the influence of culture and diversity on achieving expected organizational outcome. The deliberate attempt to discover and apply the positive benefits of cultural variation promotes respect and a celebration of the value of diversity, whereas perpetuating prejudice fosters narrow-mindedness and contempt.

My name is margaret

â€Å"My Name is Margaret† Our name identifies us in many ways. It connects us to who we are and connects us to our family. White people have had the power to express what identifies them best and black people really never got the chance to experience what identity is, it has always been prearranged for them. This passage's main point is about identity and breaking out of the silence that the whites have had over the black people, about taking control and breaking the norms. In this story, Margaret is angry with the fact that Viola Cullinan calls her by ‘Mary ust for her convenience because Margaret is too long. Twenty years. I wasn't much older than you. My name used to be Hallelujah. That's what Ma named me, but my mistress gave me ‘Glory,' and it stuck. I likes it better too. † -Miss Glory Miss Glory, the cook, mentions that her real name was ‘Hallelujah' and that her mistress gave her the name ‘Glory and it stuck. It stuck for twenty years but claims she likes that name better anyway and â€Å"It's shorter too. † This shows how much power the whites had over the blacks. They were a much more superior race. Margaret entions Mr. Cullinan only briefly. Margaret states â€Å"Her (Mrs.Cullinan) husband remains, but in my memory, undefined. I lumped him with all the other white men that I had ever seen and tried not to see. † So I thought that she didn't have any kind of relationship with Mr. Cullinan if she tried to ignore and not face him. It then starts talking about how he has two daughters with a colored woman and from my assumption, I think that he raped the colored woman since this did often happen in the 1930s. Margaret talks about the girls' father and then says â€Å"l was unable to emember what he looked like, although I had Just left him a few hours before, but I thought of the Coleman girls. I was troubled by this. What does Margaret mean she just left him? And if she did Just leave him, why was she unable to remember his face? I didn't know what this meant at first and I kept rereading this and came to the realization that she was raped. This is why she had hatred toward not only Viola, but her husband. I can imagine Margaret trying to close her eyes and trying not to see this man while raping her. It all makes sense now. But the sad thing is, she was aped by other white men as well if you read the paragraph about Mr.Cullinan again. As I read her story, I have to uncover something that isn't pleasant; in fact, it devastates the young girl and, one assumes, her family. Now, it doesn't say much about Margaret's family besides her mother and I was getting concerned whether I should include this as part of my essay. After trying to fgure out what I was being asked to include, I came to an understanding. Margaret is pregnant. There are so many hints such as her throwing up her lunch and talking about her stomach.Margaret breaks the china and it could be her mood swings taking cont rol. Her and her baby would make a family and it's devastating how such a blessing can come from something so tragic. At first I thought Margaret was angry because of her new name, but it was much more than that. Each race has their own prejudice toward one another; however, the whites v. blacks will never truly fade away. There will always be jokes and seriousness about this situation. The contlict will always go on. This story does need to be decoded with a close reading.There was a more personal reason for her anger. The author has made this an allusion. She is lost in wonderland, someone else's definition of her own identity, she was raped, and she is now pregnant and Just imagine all the pain and emotion. In the end, Margaret left that house with dignity. She didn't want to quit but Margaret's mother wouldn't let her quit for any reason. So she conducts a plan to get fired. She drops and empty serving tray and a casserole and two of the green glass cups that was Viola Cullinan' s mother's china from Virginia. Mrs.Cullinan cries as she bends down to pick up the broken china. Miss Glory comes running in and asks â€Å"Who did it, Viola? Was it Mary? Who did it? † Mrs. Cullinan then says â€Å"Her name's Margaret, goddamn it, her name's Margaret. † How ironic is that? Miss Glory is calling Margaret, Mary. â€Å"Mrs. Cullinan was right about one thing. My name wasn't Mary. † And during Margaret's tenth year, a white woman's kitchen became her finishing school. Margaret has found herself and will not be taken advantage of again, she is now the one holding power upon herself. My name is margaret â€Å"My Name is Margaret† Our name identifies us in many ways. It connects us to who we are and connects us to our family. White people have had the power to express what identifies them best and black people really never got the chance to experience what identity is, it has always been prearranged for them. This passage's main point is about identity and breaking out of the silence that the whites have had over the black people, about taking control and breaking the norms. In this story, Margaret is angry with the fact that Viola Cullinan calls her by ‘Mary ust for her convenience because Margaret is too long. Twenty years. I wasn't much older than you. My name used to be Hallelujah. That's what Ma named me, but my mistress gave me ‘Glory,' and it stuck. I likes it better too. † -Miss Glory Miss Glory, the cook, mentions that her real name was ‘Hallelujah' and that her mistress gave her the name ‘Glory and it stuck. It stuck for twenty years but claims she likes that name better anyway and â€Å"It's shorter too. † This shows how much power the whites had over the blacks. They were a much more superior race. Margaret entions Mr. Cullinan only briefly. Margaret states â€Å"Her (Mrs.Cullinan) husband remains, but in my memory, undefined. I lumped him with all the other white men that I had ever seen and tried not to see. † So I thought that she didn't have any kind of relationship with Mr. Cullinan if she tried to ignore and not face him. It then starts talking about how he has two daughters with a colored woman and from my assumption, I think that he raped the colored woman since this did often happen in the 1930s. Margaret talks about the girls' father and then says â€Å"l was unable to emember what he looked like, although I had Just left him a few hours before, but I thought of the Coleman girls. I was troubled by this. What does Margaret mean she just left him? And if she did Just leave him, why was she unable to remember his face? I didn't know what this meant at first and I kept rereading this and came to the realization that she was raped. This is why she had hatred toward not only Viola, but her husband. I can imagine Margaret trying to close her eyes and trying not to see this man while raping her. It all makes sense now. But the sad thing is, she was aped by other white men as well if you read the paragraph about Mr.Cullinan again. As I read her story, I have to uncover something that isn't pleasant; in fact, it devastates the young girl and, one assumes, her family. Now, it doesn't say much about Margaret's family besides her mother and I was getting concerned whether I should include this as part of my essay. After trying to fgure out what I was being asked to include, I came to an understanding. Margaret is pregnant. There are so many hints such as her throwing up her lunch and talking about her stomach.Margaret breaks the china and it could be her mood swings taking cont rol. Her and her baby would make a family and it's devastating how such a blessing can come from something so tragic. At first I thought Margaret was angry because of her new name, but it was much more than that. Each race has their own prejudice toward one another; however, the whites v. blacks will never truly fade away. There will always be jokes and seriousness about this situation. The contlict will always go on. This story does need to be decoded with a close reading.There was a more personal reason for her anger. The author has made this an allusion. She is lost in wonderland, someone else's definition of her own identity, she was raped, and she is now pregnant and Just imagine all the pain and emotion. In the end, Margaret left that house with dignity. She didn't want to quit but Margaret's mother wouldn't let her quit for any reason. So she conducts a plan to get fired. She drops and empty serving tray and a casserole and two of the green glass cups that was Viola Cullinan' s mother's china from Virginia. Mrs.Cullinan cries as she bends down to pick up the broken china. Miss Glory comes running in and asks â€Å"Who did it, Viola? Was it Mary? Who did it? † Mrs. Cullinan then says â€Å"Her name's Margaret, goddamn it, her name's Margaret. † How ironic is that? Miss Glory is calling Margaret, Mary. â€Å"Mrs. Cullinan was right about one thing. My name wasn't Mary. † And during Margaret's tenth year, a white woman's kitchen became her finishing school. Margaret has found herself and will not be taken advantage of again, she is now the one holding power upon herself.