Agriculture Cooperatives in India Research Proposal

Agriculture Cooperatives in India - Research Proposal Example These farmers face several constraints and do not receive timely information. Inefficient water management, land holdings, credit facility, marketing of their produce and lack of value addition at the farm level are some of the constraints that the farmers face. Thus managing these farmers and providing support services is what led to forming agricultural cooperatives in India. Since the 1950s, cooperatives in various segments in the Indian economy have made a steady progress. Today India has the largest number of cooperatives in the world with a membership of over 200 million. Around 28 percent of the total cooperatives are the agricultural cooperatives with 137 million memberships dealing directly or indirectly with the agricultural sector (Ramesha, 2003). Agriculture contributes around 25% of the GDP and employs 65% of the workforce in the country. Agriculture and agriculture marketing is covered both by the states as well as the central government (AMR, n.d.). The cooperatives cover all the villages in the country and supply about 46 percent of the total rural credit. They are also responsible for distribution of fertilizers. The agricultural cooperatives credit structure has seen quantitative expansion but have structural defects and operational deficiencies. The main deficiencies are due to weak recycling of credit, poor resource mobilization, ineffe ctive lending and poor recovery. It was in 1958 that department of agriculture formed a Department of Cooperation under the Ministry of Community Development. In 1966, the Ministry of Community Development and Cooperation was merged with the Ministry of Food and Agriculture, which then came to be known as Ministry of Food, Agriculture, Community Development and Cooperation (Agricoop, 2007). In 1971, this was again renamed as Ministry of Agriculture with four departments – department of agriculture, department of

Global Theroy and Plan Essay Example | Topics and Well Written Essays - 500 words

Global Theroy and Plan - Essay Example Furthermore the impact that this would have on other dimensions such as human resource management planning would be vast. The first and foremost element of my personal theory of global executive management development is centered around three principles which are aligning the needs of employees with the organizational objectives of the company, ensuring regular cross-cultural communication training takes place and finally putting in place policies that ensure positive relationship building. Aligning the needs of employees with the objectives of the organization is important to personal management development. It can be the case that in many organizations there is disequilibrium between these two parties. For example an organization may stress the importance of business ethics, but in some circumstances there may be pressure on employees to act in an ethically questionable way. These policies could theoretically result in employees feeling frustrated or isolated. According to Connors & Smith (1999) having a common goal and sharing accountability is an important element to an organization staying united and productive. When addressing the importance of regular cross-cultural communication training it is important to consider that an increasing number of employees are taking international assignments particularly people working for multinational corporations. A study conducted by Liu and Lee (2008) concluded that cross-cultural training had a significant impact on the overall expatriate adjustment in a host country. By preparing a manager to meet the needs of an expatriate position there would be a reduced risk of employee turnover as well as better overall employee job satisfaction. Even if an employee does not take an overseas position the benefit from a cross-cultural training could theoretically be very important to meet the needs of an increasingly diverse workforce and client base

Race-Based Jury Nullification Essay Example for Free

Race-Based Jury Nullification Essay Internet research clearly showed a long history for jury nullification in the US. An explanation of jury nullification, and in particular race based jury nullification, is that it is a method whereby juries nullify unfair laws by declaring guilty defendants not guilty. Race based nullification is where a jury acquits and individual based on their race. This is commonly found in homogenous juries where there is little jury diversity. Past cases such as runaway slave laws and current cases such as police shootings show that race-based nullification is still an issue in modern courtrooms. The conclusion being that jury nullification is an important power necessary for the checks and balances of the judicial system Jury nullification is a right enjoyed, but not understood, by all jurors in the US. This right gives jurors the ability to interpret laws for themselves and return not-guilty verdicts for guilty defendants allowing them to nullify laws. (Emal, 1995) The most common admonishment by judges is that jurors must decide the case based on facts, and that they are not in fact interpreting the fairness of laws. The fear is that if jurors knew or understood this power, it could undermine the authority of the US judicial system. Allowing juries to interpret laws is in fact a right given as a foil against a too powerful central government. Historically there is a tremendous precedent for jury nullification much of it involving race. In the North pre-civil war era juries commonly refused to convict runaway slaves because they felt that the law was unfair. This was an example of jury nullification, where the jury was aware that the defendant was guilty, but refused to return a guilty verdict, in effect nullifying the law. (Emal, 1995) More recently in the 1930s many courts refused conviction for minor alcohol infractions because they felt the law was unfair. Another example of this trend were the civil rights trials of white supremacists in the south in the 50s and 60s; in these cases all white juries would refuse to convict white defendants of the murder of black  people or civil rights workers. (Emal, 1995) These cases clearly show that there have been many examples of jury nullification in the past in our country. Since a return of a not guilty verdict allows the jury to effectively end prosecution with no appeal allowed by the state it means that juries actually have final say about when and if a law is utilized. This allows juries the power to actually use their conscience when voting to convict or release a defendant. One possible outcome of jury nullification is the possibility of a major increase in hung juries. Race has figured in many instances of jury nullification so there is a clear precedent for race based jury nullification. (Emal, 1995) Recently all white juries have refused to convict white police officers in wrongful shooting trials where the victim was black. Also black juries have refused to convict clearly guilty defendants of crimes on the grounds that there are too many black people in prison already. (Butler, 1995) Another possible reason for jury nullification is to punish prosecutors and police for tactics, which the jurors find unpalatable. Many people recently felt that the O.J. Simpson trial was race based jury nullification; similarly the Rodney King trial would be an example. In both of these cases many people felt that the individual was guilty but that they were released because of their race. Some states have proposed that juries should have racial quotas in order to avoid possible race based nullification. In this system jurors who should be excused could be kept even if they were unsatisfactory if they fit some particular racial need. These attempts to eliminate jury nullification point to the seriousness with which this power is viewed. Some black lawmakers have said that since a jury is representative of a community then jurors should have the right to decide which people they will allow to live among them. (Butler, 1995) This basically means that jurors exercise their power based on conscience and not based on the facts of the case. This means that black juries would acquit non-violent black defendants even in cases where they were clearly guilty to nullify the effects of a predominantly white judicial system. The belief here is that the laws are  inherently unfair because they were created by and for white people. (Butler, 1995) Clearly there is a place for jury nullification in the US. There has been a long history of unfair laws and practices in the country and allowing the jury the power to overturn or nullify them is a good way to keep the government in check. (Jones, 2004) The real question is more about race-based nullification. Should race be a factor when juries consider nullification as an option? The answer to this is complicated if a jury really feels that a defendant was targeted unfairly based on race shouldnt they have some power to affect the trial. (Butler, 1995) Also without a complete revamping of the legal system (scary thought) how would one go about fixing the problem? Can nullification be eliminated with our current system? The idea is to really re-examine the selection process. With nullification as a real possibility then prosecutors can act to eliminate it by paying more attention to homogeneity during the selection process. Any prosecutor who allows a homogenous jury runs a real risk of losing the case based on nullification. Also race based jury nullification has been a useful tool in the past. (Jones, 2004) If not for northern juries how many runaway slaves would have been returned to torture and beatings in the south. In this case we had a manifestly unfair law which juries exercised a legitimate nullification against. Overall race based jury nullification is a scary prospect when taken to the extreme but it is a prospect that bears some consideration. Since it has been used righteously in the past it is a hard decision to contemplate getting rid of it. If there was no jury nullification of any kind then the country would have missed out on juries taking a stand against poorly thought out laws. The answer is that jury nullification has played a dual roll in our history. At times it is a useful tool as in the cases involving slavery or differential prosecution, at times allowing racists to go free. So having weighed the merits of the situation it is best left as is currently. There is a real risk for overuse if everyone were aware of the  power but in its absence the government would exercise too much power unbalanced by the power of the people. The conclusion would have to be that there is too much risk in eliminating jury nullification as a whole. Race based nullification is probably not necessary and would be nice to eliminate but there is no effective way to combat this. One possibility mentioned earlier is for prosecutors to consider nullification during the selection process to help combat this problem. References Butler, Paul. (1998). Racially Based Jury Nullification: Black Power in the Criminal Justice System. Yale Law Review, 105, 677-725. Emal, Russ. (1995). Jury Nullification: Why You Should Know What It Is. Retrieved on 11/21/04 from http://www.greenmac.com/eagle/ISSUES/ISSUE23- /07JuryNullification.html Jones Iloilo Marguerità ©. (2004). American Juror. Retrieved on 11/21/04 from http://www.fffija.org

Leadership in the UK Banking Sector

Leadership in the UK Banking Sector Banking industry in the United Kingdom, where has around 50 scheduled commercial banks, is one of the most competitive sectors and has a direct influence on this country economy. The story started 18 months ago, when global economic crisis spread in the UK. Following results of it caused some of the most successful British bank leaders have been forced to resign. In this assignment, the current and future leadership requirements of the British bank industry and the methods and techniques of developing leadership skills will be discussed. 2. Table of contents Executive summary Table of contents Introduction Aim and Objective Scope Methodology The Bank Leadership Requirements in the UK The Current Bank Leadership Requirements in the UK High self-confidence High energy level and stress tolerance Conceptual Skills Social Intelligence Participative leadership behaviour 7.2. The Predicted Future Bank Leadership Requirements in the UK 7.2.1. Power Motivation 7.2.2. Achievement Orientation 7.2.3. Technical Skills 7.2.4. System Thinking Leadership Development Supporting Leadership Development Special Technique for Leadership Training 8.2.1. Behaviour Role Modelling 8.2.2. Case Discussion 8.2.3. Business Games and Simulation 8.3. Developmental Activities 8.3.1. Multisource Feedback 8.3.2. Job Rotation Program 8.3.3. Mentoring 8.3.4. Executive Coaching 8.3.5. Outdoor Challenge Programs 8.3.6. Personal Growth Programs 8.4. S Conclusion and Recommendations 9. Supporting Leadership Development after the Training 10. References 3. Introduction Leadership means  ° process of getting things done through other people. The qu °rtà Ã‚ µrb °Ãƒâ€˜Ã‚ k moves the team towards  ° touchdown. Being a là Ã‚ µÃ‚ °dà Ã‚ µr is an  °dvà Ã‚ µnturà Ã‚ µ because you can never be sure whether you will reach your goals. So a leader always needs to improve his related personal skills and behaviours by getting new training. However, some of leadership sciences believe the most successful leaders learn from their life experience and apply them in their working behaviours (Tengblad, 2001). After, recent economic crisis and its results in the different sectors, there are some new effort to apply more leadership behaviour in their own organization. Following pages will be discussed particularly about leadership requirements in the UK bank sector. 4. Aim and Objectives The core of these pages is to identify the leadership requirements of the United Kingdom bank sector and find appropriate methods and techniques to reach these demands in current and future of bank industry. 5. Scope The ц¢Ãƒâ€˜Ã‚ opà Ã‚ µ of this study rà Ã‚ µvolvà Ã‚ µÃƒâ€˜Ã¢â‚¬ ¢ around the UK banking ц¢Ãƒ Ã‚ µÃƒâ€˜Ã‚ tor and will be limited through  ° ц¢Ãƒ Ã‚ µÃƒâ€˜Ã‚ ond °ry  °n °lyц¢iц¢ of the topic and ц¢Ãƒ Ã‚ µÃƒâ€˜Ã‚ ond °ry rà Ã‚ µÃƒâ€˜Ã¢â‚¬ ¢Ãƒ Ã‚ µÃ‚ °rÑ h data. 6. Methodology This assignment is base on secondary data. The research involves studies in details of newspapers, journals, leadership books and online material on the web. The rà Ã‚ µÃƒâ€˜Ã¢â‚¬ ¢Ãƒ Ã‚ µÃ‚ °rÑ h was Ñ onduÑ tà Ã‚ µd through various ц¢ourÑ Ãƒ Ã‚ µÃƒâ€˜Ã¢â‚¬ ¢, including libr °rià Ã‚ µÃƒâ€˜Ã¢â‚¬ ¢ and the Internet. à Ã‚  research library was visited for gathering useful data from textbooks and journals. The Internet was also an important tool to find relative information, là Ã‚ µÃ‚ °ding to the ц¢Ãƒ Ã‚ µÃ‚ °rÑ h for variety  °rtiÑ là Ã‚ µÃƒâ€˜Ã¢â‚¬ ¢ in journals and nà Ã‚ µwц¢p °pà Ã‚ µrц¢ from d °t °b °Ãƒâ€˜Ã¢â‚¬ ¢Ãƒ Ã‚ µ. 7. Bank Leadership Requirements in the UK The requirements for the UK banking sector will be presented in two different parts: current and future requirements. 7.1. The Current Bank Leadership requirements in the UK In the current situation, British government has lent too much money to bank industry to overcome their problem such as mortgage crisis and the credit crunch. Due to this, nowadays, the UK government has more shares in some banks and give time to them to lock for new rescuer and funding some new options to firstly, end up this situation and then pay back the money, although some banks like Lloyds TSB already did, they still are supported by the government. Another important area that the government has asked banks is: keeping this lending information secret and prevent any panic among bank customers that may decline the numbers of investors. The British governor advice bank industry to prevent any wrong decision because any mistake can cause a huge fail for them (Sorkin, 2009). According to current scenario, the leadership requirements of bank industry are: High self-confidence High energy level and stress tolerance Conceptual Skills Social Intelligence Participative Leadership Behaviour 7.1.1. High self-confidence Self-confidence consists various related concepts like self-esteem and self-efficacy. High self-confidence is the exactly thing that high-level leaders in bank sector need in crisis situation. Managers with high-self confidence are more likely to attempt difficult tasks and overcome the crisis situation. Leaders with this feature have more motivation to solve problems Self-confidence is particularly essential for bank leaders to act confident and be decisive in current situation that usually their behaviour is followed carefully with Media and newspaper that it can cause an extra pressure for them(Yuki,2008,p53). There are some disadvantages for high self-confidence such as making rash decision and autocratic.However, being optimistic about the crisis is extremely helpful for bank leaders to overcome the problems. 7.1.2. High energy level and stress tolerance High energy level and stress tolerance help bank leaders to cope with changing situation and long working hours, thus it make it easier to overcome the stressful interpersonal situations like rapid change in economic system, control by Media and government demands. The success key for these leaders to making better decisions is: having high level of energy and stay calm. 7.1.3. Conceptual Skills Generally, conceptual skills consist of good judgment, creativity, intuition, foresight, and the ability to discover meaning and order in uncertain event and crisis situation. Nowadays, bank leaders need to identify complex relationships in economic al environment, creative the best ways to solve the current problems and predict future bank industry events from the current trend. It is essential for bank managers to have enough capability to analysis current issues in the external environment which will impact the bank sector, to identify how different parts of global bank industry related to each other and how changes in one aspect influence the UK banks, and to find new opportunity for bank sector (Yuki, 2008, p63). 7.1.4. Social Intelligence Social Intelligence is the capability to identify the requirements for leadership in special situation. Social perceptiveness prepares the ability to finding the functional demands, drawbacks, and opportunities that related to banks. If a bank manager has high social perceptiveness, he/she can motivate the group to work more effective. Behaviour flexibility helps bank leaders to use different behaviour correctly in crisis, and it is provided by self monitoring from leaders. One important aspect of social intelligence ability is having political skills which are extremely essential in todays bank situation. 7.1.5. Participative Leadership Behaviour Participate Leadership consist of applying different decision procedures that allow other people some influence on leaders decisions. In todays bank situation leaders need to involve other people in their decision particularly by consultation, joint decision and delegation. Bank leaders should try to encourage their colloquies to help them that cause more part of bank involve in the crisis and create a cooperative bank environment as well as help leaders to reduce the number of wrong decisions. If participative leadership behaviour imply correctly now, it can help bank leaders to rebuilt bank structure in the future. 7.2. The Future Bank leadership requirements in the UK In my opinion, current banks crisis will be continuing just for a few more time however, it affects the sector deeply. As it mentioned before, the UK government inject lots of money in the bank industry to prevent many drawbacks, but by doing this British government have more stocks in the bank industry, so the UK banks will be more dependence to the government. As a result of this, the next generation of the British bank leaders will be more selected by government and political environment will influence bank sector widely. The government wants to controls banks more than before and also do not want to loose profit again. Therefore, the United Kingdom government try to change some policies such as restriction on banker bonuses because wants to reduce bankers risk and create safer environment, control bank assets price, and change bank structure. It asked bank leaders to focus on some area like inflation and unemployment in bank industry. So, the future of this sector will be changin g in structure in the next five years in several parts, more autocratic environment by leaders that government selected, and need motivated leaders because of restriction on banking bonuses. As a result of this situation, future requirement for bank leadership are: Power Motivation Achievement Orientation Technical Skills System Thinking 7.2.1. Power Motivation Power motivation define as a ability and power to influence people and events .Managers with personalized power are more likely to create leaders who seek position of authority, aggrandize their-selves and satisfy personal demand for esteem and status. However, socialized power helps leaders to behave more for other peoples benefit .They use this power to influence subordinates, peers, and superiors to build up the bank sector and make it successful. Due to their orientation, these kind of leaders use more participative and coaching style of managerial behaviour, what exactly bank leaders need when they want to re-built the bank structure (Yuki, 2008, p55-56). 7.2.2. Achievement Orientation Achievement orientation consists of need for achievement, willing to assume responsibility, focus on task objective, and drive to success. If bank leaders have high achievement, they will focus on changing sector, solving problems, and high performance objectives. These kinds of managers maybe have lack of delegating and it is a drawback for this feature. However, if they can control it, banks leaders successfully can re-build bank structure and motivate other people to do it as well (Yuki, 2008, p58-60). 7.2.3. Technical Skills Despite the fact that high level manager does not need high level of technical skills, in future of bank industry leaders strongly need to have high technical knowledge about the are that in bank sector should be changed. If they do not have enough information about new policy and regulation they can make several mistakes in their decision that will be effect lower level leadership in their organisation and also they will not be able to show lower managers the current future. Therefore, they need to have enough knowledge about the future bank structure, new rules, management system, required employment characteristics, their new customer demands, and their bank opportunities in new situation. 7.2.4. Systems Thinking Systems thinking is what exactly bank leaders need when they are making effort to change their bank structure in the next five years. Systems thinking help them to identify the changing processes, dealing with new challenges, and improving efficiency. Change in one part of bank structure will affect the other parts as well and it usually has some reaction that maybe destroys the process. Bank leaders should clearly know what will be happen after their new decisions, identify following problems, and be ready to prevent any challenge. 8. Leadership Development In this part, the techniques, methods and other related subject to development the UK bank industry requirement will be discussed. 8.1. Supporting Leadership Development before the Training If we want to have an effective leadership development in the UK bank sector, we need to support our leaders for their training which are particularly important for intermediate level leaders. First of all, an effective development program needs to fully describe for its trainees. Being a bank leader usually requires long-working hours, so their work schedule should be more flexible that managers can attend especially in todays bank work environment. Also, they need to have enough time off for their preparations. Supporting leadership training is more essential in current crisis rather than predicted future situation. Therefore, bank leaders should have some programs that do not need too much preparation or are more flexible. 8.2. Special Techniques for Leadership Training There are varieties of techniques which are suitable for the UK bank leadership training. Some of effectives ones are: Behaviour Role Modelling Case Discussion Business Game and Simulations 8.2.1. Behaviour Role Modelling Behaviour role modelling is one of the most effective methods for managers and it usually combine with demonstration. Trainee can play a especial role for current bank crisis or future changing environment in small group or in front of the class. By playing different roles, bank leaders can get an appropriate feedback about their behaviour, especially if they record their plays. However, there is not enough evidence that measured actual behaviour change back on the job or improvement in managerial effectiveness. Behaviour role modelling can be useful for intermediate bank leaders not for executive ones who usually do not like to attend in this kind of training due to their position. However it can be full of fun and help bank leaders to reduce their stress level in crisis as well as improve their social intelligence, conceptual skills, system thinking, energy-level, and system thinking. Role playing prepare bank leaders to be more judgment about the situation and their decision, creative new solutions, and also identify special bank leadership behaviour style during crisis and for future. 8.2.2. Case Discussion Case discussion can be use in bank environment to develop its leaders analytical and decision-making skills and is suitable for high-level bank leaders. In this technique, managers can discuss about current and future the UK bank industry issues by exchanging their personal experiences. It helps bank leaders to increase their understanding about bank crisis, find the appropriate behaviour, make recommendations for the UK bank scenario, and predict banks future opportunities and threats. So, case discussion can improve bank leaders technical, decision making, power motivating and achievement orientation skills. 8.2.3. Business Games and Simulation Business games and simulation help bank leaders to analysis complex bank problems make decision and receive feedback about their decisions. It usually combines with role playing and group problem-solving exercises. Improvement in communication technology make it easier to use virtual meeting between bank leaders in different part of the United Kingdom and even all around the world and generally, it is short time training thus; it saves bank leaders time in current over-crowded bank working environment. Most business games stress on quantities financial information, market conditions, organization chart, and the tasks and responsibility for their positions which are essentially important for bank leaders to correctly understand the British bank sector situation. Finally, with this method, bank leaders can improve their confidence, system thinking, making decisions skills. (Yuki,2008,p430-432). 8.3. Developmental Activities There are several activities which can help bank leaders to learn from their experiences on the job and is so useful for development leadership skills due to being informal, applying by boss or co-workers, and combining with formal activities. These kinds of activities are particularly suitable for current bank situation because they are informal and usually do not take too much time of bank leaders and also give feedback to the leaders thus; according to this feedback bank leaders can improve their skills in short time. However, they have some advantages for predictable bank future as well. Some of these activities that are more appropriate for the UK bank industry are: Multisource Feedback Job Rotation Program Mentoring Executive Coaching Outdoor Challenge Programs Personal Growth Programs 8.3.1. Multisource Feedback Multisource feedback or 360-degree feedback is extremely popular for management development and it normally use to provide leader behaviour feedback in large organizations. Therefore it should be appropriate to apply in the UK bank sector. 360-degree feedback emphasizes board discrepancies among self-rating by leader and what other think about leaders behaviour. In this way, managers are received information about their behaviour or skills from questionnaires who are their subordinates, peers, superior, and clients. A feedback workshop with a facilitator usually is more helpful for enhancing the influence behaviour of bank managers rather than only giving them a feedback report (Barclay, 2007). 360-degree feedback can be valuable in current situation not in the UK banks future because in the future most of the British bank executive leaders are selected by the government and they should be more autocratic and powerful thus, questionnaires normally will be afraid to answer the questions honestly and the feedback will have not enough worth. 8.3.2. Job Rotation Program In job rotation program, bank leaders are given to work in various functional subunits of the bank sector for different period of time from 6 months to 3 years. These changes are for developmental reasons such as facing with new challenge, improving cooperative relationships, dealing with new types of technical problems, and developing a huge network of contacts in different part of bank. Job rotation programs are more appropriate for the future requirement of the UK bank industry, when this sector is trying to rebuild its structure. By doing these programs, high-level bank leaders can clearly understand the new problems in different parts, identify variety of behavioural reaction to the change, create a friendly environment in the whole banking sector which is essentially necessary for the time of change, and exchange their experiences and knowledge. In my opinion, these kind of programs are not suitable for the current bank crisis because bank leaders are under too much pressure from external environment especially Media and newspapers thus, changing their position can increase their personal stress. 8.3.3. Mentoring Mentoring programs are useful to simplify management development in bank industry. During the mentoring programs which are for high-level managers, more experienced leaders help less experienced ones. Mentoring programs are appropriate for both current and future bank requirements. By applying mentoring programs in the UK bank sector, we can reduce leaders stress level, facilitate adjustment to new change, create a stronger banking communication, and rise bank leaders satisfaction (Noe, 1991, p129-173). However, there are some factors in the UK bank industry that maybe reduce the beneficial effects of mentoring programs. For instance, more successful banks leaders can promote their position in bank sector, government or even political community thus; some of them maybe refuse sharing all of their experience with other bank leaders. Furthermore, female leaders usually have more difficulty to find successful mentoring and during bank crisis, these kinds of programs can increase their stress level and it is normally difficult to applying a program by separation between leaders according to their genders. 8.3.4. Executive Coaching Executive coaching has known as a great type of developmental intervention for middle and executive leaders. In this program, bank leaders can have an external or internal consultant. Executive coaching can help bank managers to implement recent and future the UK bank sector change, deal with their new bosses particularly in predicted bank future who are more related the British government, and gain more knowledge and information about new bank policy and structure. In current bank crisis, the decisions are made by bank leaders are so essential and effective for banking sector thus; a consultant can help to bank leaders to make correct decisions as well as reduce their stress level. Despite the fact that executive coaching is convenient, flexible and confidential, the high cost of it and shortage of bank competent coaches result in limitation of applying it (Yuki, 2008, p443). 8.3.5. Outdoor Challenge Programs Outdoor challenge programs are one of essential informal programs for bank leaders who are under too much of pressure due to crisis and changing bank environment. Outdoor programs can help bank managers to reduce their stress level, increase their self-control, self-confidence, energy level, and risk taking. However, there are some drawbacks about these programs .First of all, due to long-working hours in bank sector especially in todays situation, leaders need to receive strong support s to change their working hours for a short time. Secondly, because of overwhelming working situation, some bank leaders need to efficiently encourage attending in outdoor programs. 8.3.6. Personal Growth Programs After restriction in banker bonuses and crisis, the UK bank leaders need to more improve their self-awareness, emotional and moral level which can be provided by personal growth programs. The programs normally consist of several psychological exercises that help bank managers to find their living and working goals, how human development happens, how bank environment change, and how the role of leadership in bank sector change. Personal growth programs can help bank leaders to improve their emotional level, decrease their stress particularly in current bank crisis, and understand the change that will be occur in the future of the UK bank such as it will have more political environment. However, there is a fear of some negatives effects in bank leadership behaviour because for instance older bank leaders maybe indirectly encourage leaving their stressful jobs and more enjoy their personal life thus; these programs should apply carefully particularly in their subject selections (Yuki,20 08,p445-446). 8.4. Supporting Leadership Development after the Training Having an effective bank leadership development needs some supporting behaviour as well. It is important that leaders can apply their new skills in bank thus; providing an environment that they use their newly learned skills is essential. Also, leaders need to review what they learnt so, we can hold periodic review sessions or ask them to train these new skills to lower positions managers. By doing this, we can spread leadership development skills and behaviours among different part of banks and provide a friendly bank environment to cope with crisis and later changes. Conclusion and Recommendations The UK banking sector has experienced a trouble time recently that lake of leadership behaviour and skills is one important lateral factor to occur. However, by identifying and applying developmental leadership requirements such as participative leadership, system thinking, social intelligence we can cope with current issues and improve bank leaders skills by different training and methods to prevent more problems for the UK banks future. Furthermore, developing and implementing bank leadership requirements require a broad effort from whole the UK bank sector, the British government, bank clients, and also the media and newspapers.

madonna Essay -- essays research papers

Have you ever heard a song once and was never able to get the tune out of your head no matter how hard you tried? I know that has happened to me on several occasions. Whether we enjoy the songs or not, there is something about music within popular culture that drives the American public wild. Sadly, for quite sometime the music industry was largely closed off to women. Of course there were obvious exceptions to this, since talented female artists have existed through the ages, but on the whole there were not many female artists that got a lot of airplay and certainly none were considered significantly influential in the music industry. Recently the United States has begun to experience a women’s musical renaissance. Women’s roles in pop music are steadily growing. There have been many outstanding female musicians and vocalists in the past that have aided in making the music industry less of a male opinionated society, from Aretha Franklin, Mo Tucker, and Ella Fitzgerald to pop icons like Courtney Love, Queen Latifa, and Melissa Ethridge. Along side these, there are two women who have conquered most obstacles they’ve faced and, in addition, forced the music industry to become more of a female friendly environment. Those two women are Madonna and Brittany Spears. Madonna is an artist that most Americans are very familiar with. From rudeness to charity, she is always in the public eye. Madonna took women and sex through a quantum leap and her unique style and flair has been imprinted on pop culture forever. Besides creating major trends in music she was responsible for many fashion statements throughout the eighties and nineties (Gandee 307). Up until 1982, female sexuality was largely a suggestion of cleavage and tight-fitting jeans, then Madonna showed up in 1983 wearing her Victoria's Secrets on the outside, and all hell broke loose. Madonna Ciccone was born in 1958 near Motown, to an engineer father and homemaker mother, the eldest of eight children. The one thing baby Madonna wanted more than anything was to become famous. She trained on piano and dance, and signed up for almost any activity that would put her face in public view. By the time she turned twenty, she felt she had waited long enough for fame to find her, and went out looking for it. Throughout her career as one of America’s superstars, Madonna maintained much of her creative control while... ...stry seem obtainable to everyone. Their accomplishments represent many of the recent victories won by women in the music industry; Accomplishments like Lilith Faire and Rock for Choice. Though many doors have been opened there are many that have remained shut. For instance, the way that many labels choose to market female artists like sex symbols instead of relying on their ability to perform. A women musician are becoming more and more visible, and with this visibility comes power. Ani DiFranco and Madonna are just two examples of women who are starting their own record labels and signing their own bands. By doing this they are insuring that female artists get heard. Obviously, not every women musician can have this kind of determination, but the fact that they are on stage playing what they love, music, makes them powerful. O’Dair, Barbara. "Introduction". The Rolling Stone Book of Women In Rock. Ed. Barbara O’Dair. New York: Random House, Inc., 1997. Udovitch, Mim. "Madonna". The Rolling Stone Book of Women in Rock. Ed. Barbara o’Dair. New York:Random House,Inc.,1997. Gandee, Charles. "In The Closet With Madonna". Vogue Oct. 1997: 306-313, 378.

Definitions of Tourism and Tourists :: Travel, Non-residents

According to Smith (1988), an author of a specialist dictionary on tourism, the word ‘tourist’ was reportedly introduced in 1800 and the word ‘tourism’ in 1811. However, what exactly is tourism? Who are tourists? Regardless of the fact that both terms have now been part of the English language for over two centuries, there is still no universally acknowledged effective definition for either. For over many decades, researchers and practitioners have produced many precise definitions for both ‘tourist’ and ‘tourism’ but no definition of either term has become widely recognised. According to Smith (1988), he suggests that there â€Å"probably never will be a single definition of tourism† as economists, psychologists and geographers perceive certain things about tourism in their field (Smith 1988 as cited in Leiper 1995:3). However, any approach to defining tourism can be useful for the persons proposing it and for those who perc eive the world in the subjective way. In this essay, academic authors such as Krapf and Hunziker (1942), Stear (2005) and McIntosh and Goeldner (1977) each define ‘tourism’ in different methodical approaches. After discussing ‘tourism’, the focus then shifts to ‘tourists’ where again, Stear (2005), Leiper (1979) and Weaver and Lawton (2006), defines ‘tourists’ and its heuristic concepts. One of the first attempts to define tourism was that of two Swiss academics, Professors Hunziker and Krapf of Berne University. They defined tourism in a 1942 study as a complex of environmental impacts: â€Å"the sum of the phenomena and relationships arising from the travel and stay of non-residents, in so far as they do not lead to permanent residence and are not connected to any earning activity.† This definition has been acknowledged by many international associations including the International Association of Scientific Experts on Tourism (AIEST). The advantages of this definition are is acknowledgements of wide-ranging impacts; it bases a very large number of issues that is studied under the name ‘tourism’. Additionally, Krapf and Hunziker’s definition is highly intellectual as they manage to distinguish tourism from migration however; its theory is based on â€Å"travel and stay† making an assumption that this is necessary for tourism, thus preventing day tours. While the definition’s approach is reasonable, the definition is noticeably â€Å"too vague† (Leiper, 1995: 17) as it includes a huge amount of human activity that few thinking individuals would regard as coming within the scope of tourism. Because of their broad definition on tourism, prisoners, hospital patients, boarding students and soldiers at war can easily fit in the definition, thus exposing a major defect.

The Iroquois Confederacy to Six Nations

Northern Kentucky University The Iroquois Confederacy to Six Nations Thesis: Examine how the Seneca, Mohawk, Onondaga, Oneida, and Cayuga, and the 1722 addition of the Tuscarora, resulted in the Iroquois Confederacy or Six Nations and their influence on the creation of the Constitution. Nicole Cushingberry Cultural Anthropology Michael Striker December 16, 2011 Nicole Cushingberry Instructor: Michael Striker Anthropology 100 The Iroquois: Confederacy to Six NationsThe Iroquois Confederacy, also known as Five Nations or Six Nations after the 1720 inclusion of the Tuscarora, was a collective of tribes that occupied the upper region of New York state around Lake Ontario, Pennsylvania, and Southern Ontario and Quebec. The term Iroquois is an English deviation from a French deviation of an offensive Algonkian (group of Native American Indian languages used from South Carolina to Labrador, Canada and west to the Great Plains) term for â€Å"real snakes†.Originally, the members of th e confederacy described themselves as Kanonsionni (compound word – kanonsa meaning â€Å"house† and â€Å"ionni† meaning extended) or â€Å"people of the longhouse† whereas today the term Haudenosaunee is used which translates to â€Å"people building an extended house†. The literal meaning of these terms describes the housing arrangement of the Iroquois – a dwelling typically 60 feet long (as large as 300 feet long) constructed of young, bendable trees, covered with bark.Historically and by native traditions, Dekanawidah, a Huron tribe member and shaman, is credited with creating the Great Law of the Iroquois Confederacy, also known as The Great Law of Peace, between the fifteenth and sixteenth centuries. The Great Law of the Iroquois was communicated orally, believed to be one of the earliest collections of governing principles equivalent to the constitution, and was utilized as a justice system to be applied to tribe members by their chie fs.Chief Hiawatha, an Onondaga living amongst a Mohawk tribe and an equivalent to a modern day politician, was persuaded by Dekanawidah to teach The Great Law of the Iroquois in hopes of eliminating the ongoing conflicts between the tribes resulting in the raiding of villages to obtain captives, retaliation, and murder. Dekanawidah also hoped that by uniting the Cayuga, Mohawk, Oneida, Onondaga, and Seneca, they would be able to defend themselves against European invasion. Tribal SocietySeveral tribes of the Northeast region spoke the Iroquois language but not all of them were members of the confederacy (at left, map shows the tribes and regions in New York State; the Haudenosaunee (Iroquois) Confederacy is shown in red). The Five Nations, was formed when the Cayuga, Mohawk, Onondaga, Oneida, and Seneca agreed to abide by the principles of The Great Law of the Iroquois Confederacy; Six Nations was created when the Tuscaroa, a tribe from North Carolina, Requested admittance into the confederacy to gain protection from European colonization oreover, enslavement. The Six Nations of the confederacy is comprised of clan groups of matrilineal descent, with members being part of the mother’s family (all members of each clan were related to other clans via the mothers) automatically at birth and will remain as such for their lifetime. Family kinship was determined by bifurcate merging, with unilineal descent. The Iroquois were matrilocal; when a man was selected as being worthy to join their longhouse as a husband by the elder women, after marriage, the couple resided in the longhouse of woman’s birth.Though women were in the position of power commonly held by men, they did not dominate the society. The most senior woman lead her clan and was charged with the naming of children, working her advisors to elect a chief to represent the clan and remove him if he did not meet his obligations, food production and distribution, making clothing, participating in medicinal groups, and as a pastime, took part in gambling. Men were responsible for hunting, managing military tasks, fighting in wars, and acting as a representative, if selected, of his longhouse.The Iroquois mode of subsistence was agriculturally based society, which their staple crops being corn, squash, and beans. Their diet was enhanced by gathering fruit, roots, and nuts some of which was often dried for later use. During hunting season, the men trapped squirrels, rabbits, beaver and hunted bears and deer. They traded goods such as pipes, beaded clothing, furs, and food items. Religion consisted in devotion to â€Å"The Great Spirit†, creator of the world. All things in the Iroquois existence were taken care of by the spirits of the trees, plants, wind, rain, and other aspects of nature.They believed that a world of supernatural powers existed, with both good and evil entities and felt these spirits could alter the course of their lives. The religious specialists of t he Iroquois were known as the â€Å"Keepers of the Faith† and were male or female and held the position part-time. The keepers were selected by the elders and were tasked with arranging and conducting religious ceremonies, such as funerals or fighting illness and disease. Constitutional Influence The main authors of the Constitution of the United States, Benjamin Franklin and Thomas Jefferson, were highly influence and inspired by the principles of the Six Nations.Iroquois chiefs were invited to the Continental Congress Hall where on June 11, 1776, the focus of discussion was on the topic of independence. The chiefs presented a speech that detailed an on-going friendship between the Iroquois and the new Americans, and this relationship would only continue if both groups acted â€Å"as one people, and have one heart†. There are many similarities between the constitution and the principles of the Iroquois. Researchers Vine Deloraia, Bruce Johnson, and Donald Grind have f ound that the very foundation of both sets of principles mirror each ther (Johansen 1998:79): life, liberty, and happiness (Declaration of Independence); government by reason and consent rather than coercion (Albany Plan and Articles of Confederation); religious tolerance (and ultimately religious acceptance) instead of a state church; checks and balances; federalism (U. S. Constitution); and relative equality of property, equal rights before the law, and the thorny problem of creating a government that can rule equitably across a broad geographic expanse (Bill of Rights of the United States Constitution). Native America had a substantial role in shaping all of these ideas. Payne 1996:607, quoting Grinde and Johansen, Exemplars of Liberty, xx) Further, Johansen found that Franklin was using quotes from the Onondaga and advising Americans in their ill feeling towards England: Our wise ancestors established union and amity between the five nations. This has made us formidable. This ha s given us great weight and authority with our neighboring nations. We are a powerful Confederacy, and by your observing the same methods our wise ancestors have taken you will acquire much strength and power; therefore, whatever befalls you, do not fall out with one another. Johansen 1998:8) In closing, to think that the Constitution of the United States is based upon the life principles of a group of people once thought to be savages, is both a revelation and a disappointment. It is truly amazing that some many people with a common language can come together as one group for the benefits of all – socially, economically, and for the protection against a common enemy. The people of the Six Nations lived lives based on survival rather than greed by our current day definition.However, what I find disappointing and disheartening, is the fact that we as Americans came to this country to escape oppression from the crown. Yet upon arrival in this new land, we turn and do the simila r oppressive acts to the Native Americans. We called them savages and treated them as if they occupied a status lower than animals, yet we base the very document that makes use Americans on their life principles. A statement by issued during a discussion at Albany Franklin summarizes my point of view: â€Å"It would be a strange thing†¦ f Six Nations of ignorant savages should be capable of forming such a union and be able to execute it in such a manner that it has subsisted ages and appears indissoluble, and yet that a like union should be impractical for ten or a dozen English colonies, to whom it is more necessary and must be more advantageous, and who cannot be supposed to want an equal understanding of their interest. † Works Cited Daly, Janet. â€Å"Iroquois constitution united states. † IPOAA Magazine. Social Science Journal, n. d. Web. 19 Nov. 2011. . Hale, Horatio. â€Å"Iroquois Book of Rites Index. Internet Sacred Text Archive Home. N. p. , n. d. Web. 16 Dec. 2011. . â€Å"Iroquois Confederacy (American Indian confederation) — Britannica Online Encyclopedia. † Encyclopedia – Britannica Online Encyclopedia. N. p. , n. d. Web. 19 Nov. 2011. . Kahionhes Fadden, John. â€Å"Chp 8: A New Chapter, Images of native America in the writings of Franklin, Jefferson, and Paine, â€Å"Exemplar Of Liberty†. † rat haus reality, ratical branch. N. p. , n. d. Web. 14 Dec. 2011. . Malinowski, Sharon, Anna J. Sheets, and Linda Schmittroth. UA†¢XA†¢L encyclopedia of Native American tribes.Detroit: UA†¢XA†¢L, 1999. Print. Myers, Merlin G.. Households and families of the Longhouse Iroquois at Six Nations Reserve. Lincoln: University of Nebraska Press in cooperation with the American Indian Studies Research Institute, Indiana University, Bloomington, 2006. Print. â€Å"New York Indian Tribes and Languages. † Native American Language Net: Preserving and promoting indigenous American Indian la nguages. N. p. , n. d. Web. 16 Dec. 2011. . â€Å"Understanding Haudenosaunee Culture-1. † Syracuse Peace Council. N. p. , n. d. Web. 16 Dec. 2011. .