Political Leadership Essay

governmental Leadership and the Problem of the Charismatic king Author(s) Carl J. Friedrich Source The Journal of Politics, Vol. 23, No. 1, (Feb. , 1961), pp. 3-24 Published by Cambridge University Press on behalf of the Southern Political Science Association Stable URL http//www. jstor. org/stable/2127069 Accessed 04/08/2008 1734 Your use of the JSTOR archive indicates your acceptance of JSTORs Terms and Conditions of Use, available at http//www. jstor. org/page/info/about/policies/terms. jsp.JSTORs Terms and Conditions of Use provides, in part, that unless you have obtained prior permission, you may not download an entire issue of a journal or multiple copies of articles, and you may use content in the JSTOR archive only for your personal, non-commercial use. Please contact the publishing company regarding any further use of this work. Publisher contact information may be obtained at http//www. jstor. org/action/showPublisher? publisherCode=cup. Each copy of any part of a JSTOR transmission must contain the same copyright notice that appears on the screen or printed page of such transmission.JSTOR is a not-for-profit organization founded in 1995 to ca-ca trusted digital archives for scholarship. We work with the scholarly community to preserve their work and the materials they rely upon, and to build a common research platform that promotes the stripping and use of these resources. For more information about JSTOR, please contact supportjstor. org. http//www. jstor. org POLITICAL LEADERSHIP AND THE PROBLEM OF THE attractive POWER* CARLJ. FRIEDRICH Harvard University.introduced sociology into and its derivatives, THE TERM charisma slicey a(prenominal) years ago by a Germansociologist, has lately been spreading into policy-making science here and a all-inclusive. The intellectuals desire to sound profound by the use of unfamiliar words may have a share in this fad, but it would seem that the term likewise responds to a very real need. One youthful wr iter goes so far as to define charisma as the right to rule by virtue of what they (the leaders) have been and are. Needless to say, such vagueness is a far cry from the original usage.1 In order to be able to assess the utility of the concept of attractive leadership, charismatic authority (and legitimacy) and charismatic actor and rule, it will be necessary to clarify the phenomena of power, rule and leadership which are supposed to be qualified by this quality of being charismatic. Power is a central concern of political science. It is a phenomenon which is universally recognized, but difficult to understand. Like all data of the real world, it defies rigorous definition. Most historied among the attempts at definition is that of Hobbes.He states that power is the present means to secure some future ostensible good. (Leviathan Chap. 10) Such a definition (while historically grievous as a challenge to the traditional notion that what is good can be authoritatively known)2 is both too broad and too narrow. Too broad, because it makes it unattainable to distinguish power from wealth for what is wealth but a present *Based upon a paper delivered at the 1960 Annual Meeting of the American Political Science Association, New York, on September 9, 1960.The problems here discussed will be more fully developed within a systematic context in a forthcoming book on this and related issues. Max Weber, Wirtschaft und GeselIschaft, 1922, Part I, Chap. 3, paras. 1014 Part III, Chap. 9, and elsewhere. An abbreviated edition of Talcott Parsons and Henderson was published under the title The Theory of friendly and Economic Organization. The discussion of charisma and charismatic leadership is found on pp. 358ff. The statement quoted on charisma is found in M. S. Lipsett, Political Man (1959) p. 49.2Hobbes, in consequence, denied the notion of a summum bonum these Doints were rightly stressed in comments by David Spitz. 3 4 THE JOURNAL OF POLITICS Vol. 23 means to secur e some future apparent good? Hobbes reply to such an objection would have been, of course, that wealth is a form of power he says as much in the discussion that follows his definition. some(prenominal) may be the argument here on broad philosophical grounds, it is operationally important today to draw this distinction, in order to differentiate political from economic concerns and thus politics from economics.Actually so broad a definition as Hobbes really identifies power with the totality of resources available to a man to realize his values or purposes. If power is thus defined, what does it mean to say that life is but a ceaseless search for power after power unto death-the famous claim of Hobbes and recited to this day? It simply says that men seek that which they desire, which is little short of tautological. But Hobbes definition is not only too broad it is also too narrow.For it talks of power as if it were a thing, something to have and to hold, and may be to sit upon like a bag of gold. Power at times possesses this quality, but at other times not at all, and it is important to see it in its dual nature, because only this Janusfaced quality gives to power the bewilder dynamic quality which men feel but find it difficult to account for. Power is not only a thing, a possession, but it is also a relation, as Locke insists in his Essay on Human Understanding (Bk. II, Chap 21) where he states are (powers relations, not agents. If power is looked at in the property of time, it becomes clear that its relational quality is the more evident, the longer the time span involved. For it is in the rise and the decline of political power, whether of individuals or of larger groups that the relational quality, the incident that power is always power over other men, becomes evident. In a certain sense, therefore, it is possible to say that the stress upon its quality as a thing, a possession to have and to hold, is the pass of an illusion. But such a statement i s not wholly justified.Due to the institutionalization of power relationships, presently to be discussed, the power committed to a certain office is a thing, a possession to have and to hold. To be sure, the office may be lost as a result of the way the power is used, but while the office is held, the power is in the hands of him who holds it. Therefore it is appropriate to say that power is to some extent 8It is odd and has been noted occasionallythat Locke in his Essays on Civil Government (I1,4) builds the argument upon Hobbes concept, though the other notion, implicit in his general philosophy, also plays its part.1961 POLITICAL LEADERSHIP AND CHARISMATIC POWER 5 a possession p(l), and to some extent a relation p(2). It is the ratio of the two ingredients which political science must continuously be concerned with. The difference between political phenomena in which the ratio of p(l) and p(2) is greater than one, and those in which the ratio of p(l) to p(2) is smaller than one is familiar to the study of politics. The first is typically a stabilized office, such as that of an hereditary monarch, or of an official of a firmly established republic. The second ratio, p (l)

Generation gap Essay

When we address about thinking, then in right aways fast changing scenario, the junior extension frame more practical, more wild, more assertive and ambitious then the senior(a) generation. Now days, Success reach a buzz word in between the younger generation and younger generation is assay to achieve this word at any cost. Now, the question is arises that What is the major reason behind this deep deviation? Lots of conclusions are overly there but I think over ambition, greed of money, becharm world attraction is the major reasons behind this difference. Due to these reasons, we have to face lots of problems like suicide rates have gone up, which is a matter of concern. The crime rate is also going on and it is done by between 16 to 22 years old younger childrens, which is not tidy at all. In most of the crimes we found that most of the students or children have done crime in the first time of their life. This is not good news at all. The cut throat competition encourag es our younger peoples to develop the new strategies to take instant decisions, and decide their own future direction as they want. on that point is no sense of satisfaction and contentment in young generation. Now, if we are talking about older generation then in earlier, the fame, money and satisfaction was come with their maturity level and with their age also. old generation have more practical experience. Famous Today, Forgotten Tomorrow is the main aim of todays generation. I think, this topic is an everlasting topic and a very long topic which bounce a lot of conclusion. We cant deny the age factor and the age difference also but there are some factors that are responsible like todays on the loose(p) made life make younger generation life so easy. They (young people) can easily hold out what is the current affair, who is online, what are new invention and many more. I admit that sometime the younger generation becomes more over board but it is also important for them to r espect their older generation thoughts. So, I can safely said that younger generation is far ahead than their previous generation isnt.

Chilhood memories of Frankie Lennon and mine

variation Frankie Lennon feels standardized you become fibre of the story, you feel connected and k nonted at every pellet that unfolds. The characters she introduces narks it more vivid and real, you cant help but view of your bear family and relatives that present been fragment of your past and shaped your possess present livelihood. You begin to look top at your own childishness and adolescent years and rec both the many struggles you went through to become the soulfulness you atomic number 18 outright. It makes us recollect spur and wonder how we got over the conflicts and complications and been able to confront them. Readers connect to the stories callable to similarities in culture, race, sexuality, and childhood.The germ give tongue to in an interview, and to quote herI narrate stories starting with my childhood and yield you with me on my turbulent life journey and struggle to find redundantdom from the many prisons that bind me.I split stories tha t make you withdraw and re-evaluate issues. I offer the reader the chance to see and induce my naked feelings, conflicts, fears, and struggles and you modernize the chance to experience my trials and tribulations a dogged with me. It volition be exciting, funny, and heartbreaking. And it will never be dull.The Mee Street Chronicles hearty up Stories of a Black Womans Life is a turn pager recital of blunt memories in her struggle to live her own life and sexual identity. The bulk passes through generations dealings with sensitive issues like racism, oppression, homosexuality, and alcoholism that still exists in our society today. It lets us enter to places never seen ahead but will make us aware of our own feelings, in what we love and fear of, of our desires and what we time value in life. The book mirrors that presents to readers what has happened and still happening in our lives. Many people identify and unconsciously theorize with at to the lowest degree adept story in the book. In a special elan, it surprised and fey readers on their own personal journey.Like the author, we overly preserve our memories through journals, diaries, photographs, and keep it in our hearts. We become e tapnt of these memories because it is what our identity is all about. We pass them on to our children to tell them who we are to reveal secrets setting us free from denial. This book reminds us that we are not alone in our struggles. We may intend we are exotic and has a wickedness past, but who doesnt? It inspires to move on no matter how bad it seemed or what people scram done or said or how bad it appeared. Others out there also went through the like difficulties and survived. Others who repeat the same mistakes nevertheless when they pee lifted themselves up, and picking themselves back in shape and has at long last found their bearing.In it, stories on childhood life were depicted like it was your own. Significant characters were depicted as if the y were your own family. It is amazing to associate because you leave your own aunty , grand father, uncle, and cousins who can be get to and unpleasant when they are around you, on the other hand you truly adore. People who in one way or another have contributed in shaping your life as a full-page.One chapter in the book authorise Adversaries narrates some fragments on the childhood events in the authors life. At a very new age she could still look on clear features and accounts of family members and various emotions in facing her auntie and the tense encounters that prevail between them. You feel a little bit at the sharpness of your seat as words and emotions are revealed that causes you to be anxious and empathize with the girl..Somehow, upon reading this particular story, I was able to relate to the characters and circumstances that the author encountered. Similar events and people I grew up with. I remember these people and what they signify had an jar in my life, may it be good or bad memories. Reading through it brings back memories of kids being punished for reasons not explained very clearly would sometimes make you think now that it was senseless. folks back then were not even aware that we kids need to be handle fairly sometimes. They simply come lashing out of nowhere and give you spanking for all the dry land to see. I had my own taste of that cruelty back then. I experienced some old schooling discipline where I can get so ashamed of myself for something I have done wrong, just because the crime is against the olders rules.Characters like aunt were also part of my so called privileged childhood. My pay offs child would sometimes go on a vacation in our house and would hang in for a long time I think for decades and my life miserable. I remember her as the lady who keeps an eye on me, scary sometimes because she would watch every move I make. She was so cornerstone and uptight and she is so particular about being proper.She made a great deal of impact in the whole household with her continuous bickering, comparing her life to my mothers. Whats worse is we have to bear with her and leaves us no choice, but be under her rule when my parents are away for a few days. I did my best to please her and make her feel that I liked her though I was faking it. I misrepresent hard to be somebody else just for her to accept me and have a harmonious relationship altogether. She is now a stigma among us cousins and her grand kids because of the character she played in our lives.The author in the story had to go through that kind of misery. The emotions she felt in some instances and the way she describes Auntie in detail like her appearance, reactions, and attitude made me think back and reminds me of my own aunt. I was moved(p) so overmuch by the incident that her aunt would bad mouth her father. I cannot forget the way my aunt would back-stab my mother and insult her in front of us and for other people to hear. She compares her life and her way of raising her kids to that of my parents. She boasts of a mitigate life and material things compared to my mother who has to work harder for a better life.My aunt and I did not talk too much. I tried the best I could to avoid her, not to be in the same room with her and even look her in the eye. I was not current if it is because I was fright of her or hated her. She, like Aunt seemed to be so powerful to make us panic-struck of her. Picturing Aunt in my mind while reading makes me feel panic-struck just by recalling how my own aunt was.However, unlike the author, I was never confrontational. I never talked or fought back. Frankie had the courage to go Aunt from hitting her. I had my share of hard spankings courtesy of not besides of my aunt, but in some instances from my own parents. But I just take it as part of growing up and that is how I should be disciplined. Sometimes I would ponder, regretting that I did not question or prevent it fr om orgasm or could have ran away.If only I had the choice and wishes come true, I could have spent more time with my mother and have spent more loving moments with her. I could have understood it better if the she did the spanking herself.REFERENCE Sundararaj, A. ( 2007, March 14). How to Tell a Story, A BeginnersGuide to Storytelling. Interview with Frankie Lennon. RetrievedMay 23, 2007, from www.howtotellagreatstory.com/byot/byot70.html 60k-Chilhood memories of frankie lennon and mineReading Frankie Lennon feels like you become part of the story, you feel connected and involved at every scene that unfolds. The characters she introduces makes it more vivid and real, you cant help but think of your own family and relatives that have been part of your past and shaped your own present life. You begin to look back at your own childhood and adolescent years and recall the many struggles you went through to become the person you are now. It makes us think back and wonder how we got ove r the conflicts and complications and been able to confront them. Readers connect to the stories due to similarities in culture, race, sexuality, and childhood.The author said in an interview, and to quote herI narrate stories starting with my childhood and take you with me on my turbulent life journey and struggle to find freedom from the many prisons that bind me.I tell stories that make you think and re-evaluate issues. I offer the reader the chance to see and experience my naked feelings, conflicts, fears, and struggles and you get the chance to experience my trials and tribulations along with me. It will be exciting, funny, and heartbreaking. And it will never be dull.The Mee Street Chronicles Straight up Stories of a Black Womans Life is a turn pager narrative of blunt memories in her struggle to live her own life and sexual identity. The book passes through generations dealing with sensitive issues like racism, oppression, homosexuality, and alcoholism that still exists in ou r society today. It lets us enter to places never seen before but will make us aware of our own feelings, in what we love and fear of, of our desires and what we value in life. The book mirrors that presents to readers what has happened and still happening in our lives. Many people identify and unconsciously reflect with at least one story in the book. In a special way, it surprised and touched readers on their own personal journey.Like the author, we also preserve our memories through journals, diaries, photographs, and keep it in our hearts. We become proud of these memories because it is what our identity is all about. We pass them on to our children to tell them who we are to reveal secrets setting us free from denial. This book reminds us that we are not alone in our struggles. We may think we are strange and has a dark past, but who doesnt? It inspires to move on no matter how bad it seemed or what people have done or said or how bad it appeared. Others out there also went thr ough the same difficulties and survived. Others who repeat the same mistakes just when they have lifted themselves up, and picking themselves back in shape and has finally found their way.In it, stories on childhood life were depicted like it was your own. Significant characters were portrayed as if they were your own family. It is amazing to relate because you have your own aunt , grandmother, uncle, and cousins who can be irritating and unpleasant when they are around you, on the other hand you truly adore. People who in one way or another have contributed in shaping your life as a whole.One chapter in the book entitled Adversaries narrates some fragments on the childhood events in the authors life. At a very young age she could still remember clear details and accounts of family members and various emotions in facing her auntie and the tensed encounters that prevail between them. You feel a little bit at the edge of your seat as words and emotions are revealed that causes you to be anxious and empathize with the girl..Somehow, upon reading this particular story, I was able to relate to the characters and circumstances that the author encountered. Similar events and people I grew up with. I remember these people and what they signify had an impact in my life, may it be good or bad memories. Reading through it brings back memories of kids being punished for reasons not explained very clearly would sometimes make you think now that it was senseless. Folks back then were not even aware that we kids need to be treated fairly sometimes. They just come lashing out of nowhere and give you spanking for all the world to see. I had my own taste of that cruelty back then. I experienced some old school discipline where I can get so ashamed of myself for something I have done wrong, just because the crime is against the elders rules.Characters like Auntie were also part of my so called privileged childhood. My mothers sister would sometimes go on a vacation in our house and would stay for a long time I think for decades and my life miserable. I remember her as the lady who keeps an eye on me, scary sometimes because she would watch every move I make. She was so stern and uptight and she is so particular about being proper. She made a great deal of impact in the whole household with her continuous bickering, comparing her life to my mothers. Whats worse is we have to bear with her and leaves us no choice, but be under her rule when my parents are away for a few days. I did my best to please her and make her feel that I liked her though I was faking it. I pretended hard to be somebody else just for her to accept me and have a harmonious relationship altogether. She is now a stigma among us cousins and her grand kids because of the character she played in our lives.The author in the story had to go through that kind of misery. The emotions she felt in some instances and the way she describes Auntie in detail like her appearance, reactions, and attitud e made me think back and reminds me of my own aunt. I was touched so much by the incident that her aunt would bad mouth her father. I cannot forget the way my aunt would back-stab my mother and insult her in front of us and for other people to hear. She compares her life and her way of raising her kids to that of my parents. She boasts of a better life and material things compared to my mother who has to work harder for a better life.My aunt and I did not talk too much. I tried the best I could to avoid her, not to be in the same room with her and even look her in the eye. I was not sure if it is because I was scared of her or hated her. She, like Aunt seemed to be so powerful to make us frightened of her. Picturing Aunt in my mind while reading makes me feel scared just by recalling how my own aunt was.However, unlike the author, I was never confrontational. I never talked or fought back. Frankie had the courage to stop Aunt from hitting her. I had my share of hard spankings courte sy of not only of my aunt, but in some instances from my own parents. But I just take it as part of growing up and that is how I should be disciplined. Sometimes I would ponder, regretting that I did not question or prevent it from coming or could have ran away.If only I had the choice and wishes come true, I could have spent more time with my mother and have spent more loving moments with her. I could have understood it better if the she did the spanking herself.REFERENCE Sundararaj, A. ( 2007, March 14). How to Tell a Story, A BeginnersGuide to Storytelling. Interview with Frankie Lennon. RetrievedMay 23, 2007, from www.howtotellagreatstory.com/byot/byot

Cultural Issues of Human Resource Management

Inter content ledger of demo Based instruct and Mentoring Vol. 5. no 2 August, 2007 Page 45 Carrying Cultural Baggage the contri just nowion of socio-ethnical anthropology to cross- heathen manager-and-fouring Barbara St Claire-Ostwald, CINCRA International coaching job & Training Consultancy, UK Email fit emailprotected com Abstract This choose examines the cultural aw argonness of professionals working in organisations.Given the multicultural nature of todays workforce, it is becoming increasingly important for companies and coaches alike to take into account how cross-cultural differences may affect day by day working practices. The study draws on a review of current query into cultural dimensions and looks at the daedal relationship between nature and refinement our cultural baggage. In order to explore the opinions and cultural sentience of participants, a questionnaire was developed.The purpose of the questionnaire was to identify themes and orientations to cross-cultural issues in terms not only of communality but as well of paradoxes. The results highlighted a high level of recognition of cultural dilemmas and a perceived penury and willingness to solicit and correct them. However, the diversity of opinions about the potential difference benefits of specific methods of addressing cultural dilemmas suggested considerable uncertainly about treating with cross cultural issues.Key Words Cross-cultural, cultural baggage, cultural dimensions, coaching, mentoring, socio-cultural anthropology Introduction The aim of this paper is to report on the results of a study designed to explore the emerging discipline of cross-cultural coaching (Rosinski 2003) and to establish the levels of ken about, and attitudes to cross-cultural issues the patterns and/or relationships between sentience, attitudes and cultural dimensions among notees and business consultants, coaches, mentors and coaching/mentoring organisations.I began this study from the perspective that while in that location has been some research into mentoring and coaching, on that point appe atomic number 18d to be lesser that focussed specifically on cross-cultural entices. In my review of the available literature, it became increasingly clear that the integration of a cultural perspective into coaching was real much at the pioneering stage. The main aims of this study were to try and establish levels of awareness bout, and attitudes to cross-cultural issues and to study the patterns and/or relationships between awareness, attitudes and the cultural dimensions developed by Hofstede and Trompenaars and HampdenTurner among businesses and business consultants, and coaching organisations. Cross-cultural coaching addresses the mode in which cultural differences affect the daily lives of volume, and raises awareness of cultural differences and the effect they hobo clear on the military operation of managing others and doing business in general.In today s world(a) economy organisations understand that to sustain successful and unrecorded businesses and to keep their competitive edge, they must develop employees who understand their spheric business, and employ people with global skills. Rosinski (2003) and Trompenaars and Hampden-Turner (1997) have developed pioneering work in cross-cultural competencies and coaching methods. At a fundamental level, their International diary of tell apart Based Coaching and Mentoring Vol. 5. No. 2 August, 2007 Page 46 work has been based on the works of socio-cultural anthropologists Hofstede (1980) and Schwartz (1994).Their contribution in overcoming cultural miscommunication, tension and conflict, including the perils of stereotyping and mono-culturalism, has jocked to formulate and explore the hypothesis of this study. Cultural baggage a by-product of cultural bodys Socio-anthropological speak uping is based on the premise that all humans are born with the same basic physical characterist ics, but depending on where they grow up, each soul is subject to different climates, foods, languages, religious beliefs etc.Therefore, are we really self-made or did our parents, teachers, families and friends have a hand in it? (Trompenaars and Hampden-Turner, 1997, p. 54). Thus, one could argue that the socioanthropological perspective on culture takes a holistic view, describing culture as a pattern of learned and divided behaviours of people and/or groups consisting of belief systems and languages and of social relationships be they soulfulnessal, organisational, or institutional. ( dorm room, 1963 Hall and Hall, 1987 Hofstede, 1980 Kondo, 1990 Levi-Strauss, 1966 Schwartz, 1994).Therefore, at a fundamental level, it could be argued that culture is a representation of a complete behavior of life of a people who share the same attitudes, tax and practices. Csikszentmihalyi (1997, p. 7) crystallises the distinction of personal identity by victimisation snowflakes as a metaphor They look identical as they fall, but taking a surrounding(prenominal) look, we soon discover that they are not identical. Hence, he argues, rather than seeing identity as a single unitary self, perhaps cultural identity should be viewed as be multi-faceted, i. e. cknowledging that people have a number of selves or identities depending on mise en scene and setting. For example, the biggest barrier several(prenominal)s and/or employees encounter is not necessarily that they come from different parts of the world, or that they speak a different language or even occupy a different physical space, it is the baggage they carry in their own cultural suitcases which of necessity to be explored. Trompenaars and Hampden-Turner maintain that what people expect depends on where they come from, and the meanings they give to what they have or are experiencing.They argue that expectations occur on many different levels, from concrete, explicit level to implicit and subconscious ones (1997, p. 21). Furthermore, they describe culture as consisting of versatile layers The outer layers are the products and artecircumstances that symbolise the deeper, more basic determine and assumptions about life. The different layers are not single-handed from one another, but are complementary . The shared meanings that are the core of the culture are man-made are incorporated into people within a culture yet transcend the people in culture. (1997, p. 7) Cross-cultural dilemmas Trompenaars and Hampden-Turner argue that E truly culture distinguishes itself from others by the specific solutions it chooses to certain problems which reveal themselves as dilemmas (p. 8) to this end, they have incorporated best management theories into their own analysis of the task of managing crossways cultures. These theories were realized by using a participant questionnaire profiler, which was based on their vii props of Culture model and by incorporating Trompenaars and Woolliams framewor k for managing change across cultures.Similarly, Rosinski points out the dangers of our assumptions and beliefs systems when working with coachees from varying origins and backgrounds. He argues that by providing a framework for integrating coaching and cultural perspectives, i. e. examining numerous International Journal of Evidence Based Coaching and Mentoring Vol. 5. No. 2 August, 2007 Page 47 cultural orientations, styles and approaches to coaching, the development of a cross-cultural mindset will be facilitated.For example, he writes Our identity could be viewed as this personal and dynamic discount of multiple cultures. Our behaviour will typically vary depending on the group we happen to be associated with . . The fact that our behaviours depend in part on the particular cultural context further justifies the need for coaches to immix the cultural perspective into their practice. In some cases the obstacle to someones progress may be cultural rather than psychological, thus calling for a different coaching dialogue. p. 1) Furthermore, he maintains that cultural awareness is more than just realizing another culture is different from our own it is also about learning to comfort that other culture. He argues that culture is behind our behaviour, and often without our realization. It piece of tail influence how close we stand, how loud we speak, how we deal with conflict and as a result, by failing to understand how culture impacts our needs and preferences, culture can often sound us to misinterpret behaviour.Methodology As the research was exploratory, I focussed the design on two main aspects the initial review of literature which drew on a broad lay out of coaching and socio-anthropological theories and studies, and the less extensive, but nevertheless in-depth cross-cultural coaching work of Trompenaars and Hampden-Turner (1997), and Rosinski (2003). In turn, this take into accountd the radix for the radical research, which took the form of a questionnaire which was sent to a small expert subject field sample to identify cross-cultural themes and patterns.To ensure that survey participants had some recognizable expertise on the subject under investigation, I take the model in (Fig. 1) below. On the one hand, I was attempting to quantify levels of awareness of cross-cultural issues, as salubrious as to explore the accompanying opinions, beliefs and assumptions, and how they relate to the dimensions of culture. I was also trying to make sure that the survey respondents would have an interest in this particular area of study. Fig. Survey Sample and Questionnaire Model Corporate/ occupation Consultants Awareness Opinions Coaching Organisations The survey sample was not only limited in size, but also in terms of the geographical make-up of the participants, who were mostly from the U. K. with the rest from continental Europe. By International Journal of Evidence Based Coaching and Mentoring Vol. 5. No. 2 August, 2007 Page 48 extension it would be challenging to generalise from the results, however, this was not the intention of the study.While gender could also be a factor which might influence attitudes and receipts, the exploratory nature of the study precluded it from being a controlled variable at this point, although this issue could form the basis for further research. The purpose of the initial questionnaire was to elicit the opinions of the survey participants in order to identify themes and orientations to cross-cultural issues, in terms of communality as well as potential paradoxes.It was also intended to see how these opinions and orientations fitted with results to questions about the various cultural dimensions identified and developed by Hofstede and Trompenaars and Hampden-Turner. The questionnaire was thence divided into two parts. The first section intercommunicate the opinions about attitudes, take accounts and behaviours pertaining to culture in general, cultural dilemmas an d, to crosscultural coaching and training specifically.I also decided to exercise a number of similar questions to check for inconsistencies in responses, which might indicate either a paradox in terms of opinions, possibly a conflict between a norm and a given over individuals personal view, or could reflect a lack of appreciation for, or then indifference to, a given issue. The second section of the questionnaire was constructed on the basis of Hofstedes and Trompenaars and Hampden-Turners cultural dimensions, and sought to elicit culture-specific value, beliefs and assumptions which could influence cross-cultural interaction within a professional environment.Results, discussions and recommendations In analyzing the responses to the questionnaire, it was perspicuous that there was a high level of recognition of the importance of cross-cultural issues, and the need to address and reconcile them. However it was very uncorrectable to define or quantify levels of cultural awarene ss, which was to some extent expected given the knottyness of the issues involved. scarce as I outlined in the methodology, a major verifiable was also to explore the quality of awareness and understanding of cultural dilemmas and dimensions.In this respect, the first section of the questionnaire (on attitudes to culture and potential cross-cultural training solutions) was very instructive in terms of perceptions about the relationship between culture and personality. In my opinion, the most notable contrast was that there was considerably greater agreement that culture shapes the personality and a push- take in store more uncertainty about how the individual shapes culture. This impression was further reinforced by the general agreement that managers from different cultures do not necessarily find it easy to adapt their behaviour to fit the different needs of another culture.From a coaching perspective, it suggests some attention needs to be paid to how an individual perceives and relates to his/her culture. For example, there is a clear difference between seeing culture as providing a framework for social interaction, which is constantly evolving, and on the other hand perceiving culture as providing a set of social constraints. In either case, there may be some elements of our culture, which at an individual level are considered to be important in our everyday lives, while there are others which may be difficult to accept, which could be sources of tension with other fellow members of our culture.Given that much(prenominal) perceptions may be operating partially at a subconscious level, this may not be easy to establish. But they appear to me to be a significant element in the process of gaining a better understanding of our cultural baggage, i. e. in how we synthesize the myriad of cultural groupings to which we are exposed on a daily basis. There was greater diversity of opinion about the benefits of specific cross-cultural training solutions, and when, where and how they might be applied.The initial consequence that can be drawn is this shows that the process of integrating the cross-cultural domain into both business and coaching practice is still at an early stage of development. International Journal of Evidence Based Coaching and Mentoring Vol. 5. No. 2 August, 2007 Page 49 As far as improving the general awareness and understanding of the benefits of cross-cultural training, three sets of responses in the first section seem to me to define some of the issues that need to be addressed.Firstly the fact that half of the respondents believed that cultural issues within organisations are dealt with only if they relate to behavioural issues is declarative mood of a certain level of resistance to dealing with these issues, which may be due to an appreciation of the complexity of such issues. On the other hand, if cultural issues in some organisations are only addressed when there is a behavioural conflict, then this will ten d to cast them in a negative light.Hence it does lead to the conclusion that some organisations are not sufficiently aware that ignoring and playing down cultural differences, as well as evaluating them negatively, is a major contributor to miscommunication, misunderstanding and conflict. Secondly, while coaches largely agreed that business managers recognise that diversity training should now include cross-cultural training for employees sent on global assignments, the business organisation responses were much divided.This leads me to conclude that some businesses are either unaware, or possibly not persuaded of the benefits of this specific approach. Nevertheless this set of responses, and the fact that none of the respondents disagreed that incorporating the dilemmas deriving from the differences in cultural dimensions help organisations to commingle their cultural orientations suggests that the pick out area of uncertainty among businesses and coaches is the method and/or mode ls of integrating cultural dilemmas.The point that this suggests to me is, that to begin with any attempt is made to develop the skills necessary to negotiate the differences between cultures, a greater awareness of how we negotiate difference in our own culture is required. This is to say we need to be more consciously and self-critically aware of the assumptions that underlie our habitual responses and modes of interaction, in other words our cultural baggage. In principal this is already the main focus of traditional coaching and mentoring.But I believe considerably more research needs to be conducted into how these methods and skills can be developed to take account of and integrate cross-cultural issues and dilemmas. From national to cross-cultural perspectives Cross-cultural research has largely focused on national differences because it is much easier to establish a persons nationality, than to identify him/her as belonging to another type of cultural grouping, be that regio nal, professional, political, economic or social.The most frequently cited reason is that a given individual will be a member of numerous forms of socalled sub-cultures or higher level cultures (e. g. European), which in effect rules them out as unique independent variables. But I believe that without exercising some control for the effect of these other cultural variables, it is difficult to be sure that attributing a given behaviour, belief, value or attitude expressed by an individual to national cultural influences is theoretically or empirically valid.For example, even at a national level, there has to be particular care to acknowledge the difference between ethnically diverse nations such as Canada or Malaysia ethnically and/or religiously divided nations such as Belgium or the former Yugoslavia, or relatively homogeneous nations such as Japan or Korea, let alone very complex national cultures such as China or India. In essence, this does nothing more than acknowledge that soc io-cultural anthropology is the study of the dilemmas and problems of differences and similarities not only between, but also within societies.In the specific context of this study, one of the most fire aspects of the responses to the second section of the questionnaire on cultural dimensions was the differences in opinions both within and between coaches and business organisations. My passe-partout intention in including a section on cultural dimensions was to explore the relationship between these responses and those on the first section of the questionnaire. But the differences of opinions between the two sets of respondents on universalism vs. particularism and individualism vs. ommunitarianism (Fig. 6) suggested to me that I had to consider whether these opinions in some way reflected values that were influenced by the differing needs and requirements of the corporate and coaching environments. I cannot conclude whether this was the key influence International Journal of Evid ence Based Coaching and Mentoring Vol. 5. No. 2 August, 2007 Page 50 on these responses. However I do think this emphasizes that it is tenuous to assume that the responses to such value dimensions questionnaires can be ascribed largely to national culture.I also believe that the way that corporate and professional culture influences our habits and values requires a great deal more in-depth research. For example, it might be interesting to establish whether there are differences in the responses to a cultural dimensions questionnaire between professional groups, e. g. doctors, police officers, computer programmers, sports professionals, etc. , and how these compare to national differences. However, it also has to be acknowledged that the difficulty of drawing any definite conclusions about key influences is understandably a limitation to the use of questionnaires in general.This does suggest it would have been preferable to be able to gallop and explore the data that was generated b y the questionnaires via follow-up interviews. But, as discussed in the methodology, this would have required a lot more time and resources than were available to me in this study. Nevertheless analyzing the results in relation to the problem of ignoring and playing down the importance of cultural differences also suggested that the questionnaire design needed refinement.Specifically, I was unable to deduce or make any assumptions about what level of importance each respondent attached to each of the dimensions. A system of ranking the various value dimensions is not a new concept or methodology, in that it is very similar to the two basic bipolar dimensions of openness to change vs. conservation and selfenhancement vs. self transcendence that are incorporated as higher dimensions in the Schwartz Value Inventory (Fig. 4).But more importantly I think that more research into developing a system of ranking the value dimensions would not only help to identify those value dimensions, whi ch may be ignored, downplayed or even negatively evaluated, but also provide a potentially very useful tool for integrating the cross-cultural dimension into traditional coaching and mentoring practices. Conclusion From this specific perspective, a focus on quantifying how national cultures differ along the various value dimensions that have been identified does run some risk of contributing to the formation of cultural stereotypes, which have little or no predictive value.This is why greater accent mark needs to be placed on understanding our own cultural baggage from a coaching perspective, particularly on the dynamic processes of the way in which our own culture has, and is evolving. The building blocks of improving cultural awareness and developing cross-cultural skills therefore have much in common with the key skills associated with building rapport as a coach or mentor. For the coach or business organisation, it is therefore about understanding the processes involved with th e different shipway in which we negotiate social interaction, and the elements of the various models of culture.These range from the apparently simple distinction between the indubitable and invisible level of values (Fig. 1) to the complexity of Schwartzs Theoretical model of relations among motivational value types and two basic bipolar value dimensions (Fig. 4). It is about raising our awareness of what is subconscious and invisible up to a conscious and visible level and from there we can develop the skills necessary to negotiate slipway of interacting with others whose values, attitudes and habits, or indeed in contexts are unfamiliar to us.I believe that if this is to be achieved, coaching and cross-cultural research needs to transcend the limitations of a focus on national culture. It needs to acknowledge that cultural identity should be viewed as being multi-faceted, and that people have a number of selves or identities depending on context and setting. The work of Schwar tz, Hofstede and Trompenaars & Hampden-Turner has provided very valuable insight into the cultural dimensions, which help to identify the way in which values differ between national cultures.However, they would also be the first to acknowledge that International Journal of Evidence Based Coaching and Mentoring Vol. 5. No. 2 August, 2007 Page 51 national cultures are in a constant state of change, and this in turn dictates the need to evolve their questionnaires, re-analyze the accompanying databases of results, and amend and redefine their models accordingly. But perhaps the key aspect for further research is to develop methods that place a greater emphasis on the processes though which culture changes.In other words how human actions and practices change, and new meanings evolve in response to changes to social contexts. By this I mean for example the impact of increased migration (whether voluntary, or in response to political or economic factors), or the proliferation of new form s of communication like the internet, not only on working environments, but on the myriad ways in which we organize our social lives. The point being that this should help to move research and practice from a focus on more abstract concepts such as values, to the ways in which culture is produced and negotiated.Consequently, as Rosinski (2003, p. xviii) said, intercultural professionals will be better equipped to satiate their commitment to extend peoples worldviews, bridge cultural gaps, and enable successful work across cultures. References Clutterbuck, D. (1985), Everyone needs a Mentor, Fostering talent at work (3rd Ed), Trowbridge The Cromwell charge Clutterbuck, D. (2003), The Problem with research in mentoring The Coaching and Mentoring Network Csikszentmihalyi, M. (1997), Living Well, The Psychology of Everyday Life, capital of the United Kingdom Weidenfeld and Nicolson Flaherty, J. 1999), Coaching Evoking Excellence in Others, Burlington MA Elsevier Foucault, M. (1980) P ower/Knowledge Selected Interviews and Other Writings 1972-1977, Ed. Colin Gordon, New York Pantheon Books Gray, J. (2000), Two Faces of Liberalism, London Polity Press Hall, E. T. (1963), The dumb phrase, Greenwich Connecticut Fawcett Publications Inc. Hall, E. T. (1976), Beyond Culture, Garden City NY Anchor Press Hall, E. T. (1984), The Dance of Life The Other Dimension of Time, Garden City NY Anchor Press/Doubleday Hall, E. T. & Hall, M. R. 1987), Hidden Differences Doing business with the Japanese, Garden City NU Anchor Press/Doubleday Hall, E. T. & Hall, M. R. (1990), Understanding Cultural Differences, Yarmouth, ME Intercultural Press Hofstede, G. H. (1980), Cultures Consequences International Differences in Work-Related Values, Beverly Hills Sage Publications Hofstede, G. H. (1991), Cultures and Organizations Software of the Mind, London McGraw-Hill U. K. , (1997) New York, McGraw-Hill U. S. A. , Third Millennium Edition, and (2004) New York McGraw-Hill U. S. A. Hofste de, G.H. (1998), Masculinity and Femininity The Taboo Dimension of National Cultures, g-force Oaks, CA Sage Publications Hofstede, G. H. & McCrae, R. R. (2004), Personality and Culture Revisited Linking Traits and Dimensions of Culture, Cross-Cultural Research, Vol. 38, No. 1, p. 52-88 Hussey, J. & Hussey, R. (1997), Business Research A practical guide for undergraduate and postgraduate students, London Macmillan Press Ltd. Jarvis, J. (2004), Coaching and Buying Coaching go a CIPD guide, London CIPD Enterprises Ltd Kerlinger, F. N. 1979,) Behavioural Research A Conceptual Approach, New York Holt, Rinehart and Winston Kondo, D. (1990), Crafting Selves Power, Gender and Discourses of Identity in a Japanese Workplace, Chicago University of Chicago Press, pp. 9, 11-24 International Journal of Evidence Based Coaching and Mentoring Vol. 5. No. 2 August, 2007 Page 52 Kram, K. E. (1988), Mentoring at Work Developmental Relationships in Organizational Life, Lanham University Press of th e States Kuhn, T. S. (1962), The Structure of Scientific Revolutions, Chicago University of Chicago Press Levi-Strauss, C. 1966), The Savage Mind, London Weidenfeld and Nicolson Megginson, D. & Clutterbuck, D. (1995), Mentoring in Action a practical guide for managers, London Kogan Page Ltd. Nietzsche, F. quotes, QuotationsPage (2005) http//www. quotationspage. com/quotes/Friedrich_Nietzsche/ Oxford Dictionary of English (2003), Catherine Soanes and Angus Stevenson (Editors), Oxford Oxford University Press Peterson, D. & Hicks, M. D. (1996), Leader as coach Strategies for coaching and developing others, Minneapolis, MN Personnel Decisions International Potter, J. Wetherell, M. (1995), Discourse analysis, in Smith, J. , Harre, R. , avant-garde Langenhove, R. , (Eds), Rethinking Methods in Psychology, London Sage Robson C. (1992), Real World Research A Resource for Social Scientists and Practitionerresearchers, Oxford Blackwell publish Rosinski, P. (2003), Coaching Across Cultures, London Nicholas Brealey Schwartz, S. H. (1994), Beyond Individualism/ fabianism New Dimensions of Values. in Individualism and Collectivism Theory Application and Methods, U. Kim, H. C. Triandis, C.Kagitciabasi, S. C. Choi and G. Yoon (Eds) Newbury Park CA Sage. Tao Te Ching quotes, ThinkExist quotations (2005), http//en. thinkexist. com/quotes/Tao_Te_Ching The American Heritage Dictionary of the English Language (2000), 4th Ed. Boston Houghton Mifflin The Encyclopaedic Dictionary of Sociology (1991), 4th edition, Guilford, Connecticut The Dushkin Publishing Group, Inc. Trompenaars, F. & Hampden-Turner, C. (1997), Riding the Waves of Culture, London Nicholas Brealey (2nd Ed) Trompenaars, F. & Hampden-Turner, C. 1993), The vii Cultures of Capitalism, London Piatkus Trompenaars, F. & Woolliams, P. (2003), Journal of Change Management Vol. 3, 4, p. 361375 Henry Stewart Publication Watson, T. J. (2001), In Search of Management Culture, nut house and control in managerial work, Lond on Thomson Learning Whitworth, L. , Kimsey-House, H. , Sandahl, P. (1998), Co-Active Coaching, Palo Alto, CA Davies-Black Publishing Zachary, L. J. (2000), The Mentors lapse Facilitating Effective Learning Relationships, San Francisco Jossey-Bass Zeus, P. & Skiffington, S. 2002), The Coaching at Work Toolkit A Complete Guide to Techniques and Practices, Australia McGraw-Hill Barbara StClaire-Ostwald is an international coach and freelance consultant who specialises in cross-cultural awareness and developing successful and effective communication skills for global managers and teams. Barbara grew up in the United Kingdom as a Polish/British dual national. previous to setting up her coaching practice CINCRA, she lived and worked in the UK, Continental Europe and North Africa for over 30 years working for multinationals in the private, public and not for profit sectors.Barbara is a member of the European Mentoring and Coaching Council (EMCC) and until recently, Chair of the EMCC Eur opean Conference Committee. She is also a member of the British Psychological Society, Chartered shew of Personnel Development, British Sociological Association and the Society for Intercultural Education, Training and Research (SIETAR). She is tri-lingual (Polish, English, French) and she is able to converse in Dutch, German, Czech and Slovak.

Franchise vs New Business Essay

Gaining profit is one of the reasons why some people do business. They buy stocks, start their own business, or the most popular now is franchising. However, overdue to some factors economy and competition- it is somewhat risky to do so. Hence, in deciding, one should know the pros and cons of each.Deciding whether to expend money on franchise or start a untested business requires knowing the diverse features one back get are worth the cost he/she has to pay for. This may attend to be a debatable issue that is why the organization JAM prepared a logical argument regarding this issue. There were two multitudes, each concourse had discussed and rebutted.It is your own thought (originality), you are the boss and you can carry out basic management principles (planning, gibeling, etc) are some of the reasons given by those who favor showtime a new business. But, we noticed that the most of their answers were being repeated and not elaborated by providing specific examples. An example is the capital punishment of management principles. It would have been better if they have provided situations in which these can be used since these management principles can still be used in franchising. Furthermore, when they had rebutted the other group, we noticed that they just repeated what the other group had said without elaborating it further. Despite some weak points, there are some good things they had pointed out. They discussed that on starting a new business one can reap the fruit of its own labor. One has control with the business without the franchisors collecting fees. This may seem true since in franchising one cannot change the business. It is as it is.The group of franchising, on the other hand, pointed out that it is less risky since there is an existing business and a antifertility reputation from the franchisor. One good point that they had discussed was the advantages of franchise. They talked about the continuous support from management, advert ising was not costly, and no required feasibility study. However, this strong point is somewhat their weak point for reason that they merely focussed on discussing it without opposing the other side. The time was consumed explaining them.In a nutshell, we can say that it went good since we gained idea on the advantages and disadvantages of the two. This will help us a lot in the future on how lift out to use our money.

Malcom X Essay

Malcom X was a man who held umteen strong beliefs and posed numerous persuasive dividing lines. Many of these arguments are presented by Malcom X in his autobiography. The told events of his liveliness provide the evidence for the arguments he makes. One of his contentions is that women are inferior to men. Malcoms perception of women and his basis for this argument develop through out his life. His experiences with women provide efficient evidence for the argument he makes, but in that location are some counter-examples which contradict his argument.Malcom grew up watching his father beat his mother. As a young person boy he lived in a society where women were considered less significant than men. When Malcom moved to Boston, he gained companionship about women by the examples of his friends who used women as status symbols. His experiences with his own status symbol, Sophia, further overhaul him to count that women were inferior to men. These conditions shaped Malcoms view s on women. It was through Malcoms experiences with his family, his friends in Boston, and the women he knew that lead him to conceive women were nonhing but a nonher commodity (155). Malcom did have models of proud and self-reliant women through out his life. However, these women did not seem to affect his overall opinion.Malcoms father was often physically abusive to his mother. Malcom was subjected to witnessing his fathers actions. Malcom observes that a possible reason for his fathers violent outbursts was the fact that his mother had a graceful good education (6). His father would not tolerate being corrected by a adult female which presented Malcom his first example of womens inferiority to men. These violent outbreaks and his mothers passive reactions taught Malcom that women could be handle in any harmful and shameful way without consequence.Moving to Boston exposed Malcom to a various culture. Bostons urban setting clashed with the rural areas where Malcom was raised . The friends he made in Boston were hustlers who operated in a fast paced and manipulative world. They believed that being seen with a unclouded woman was the ultimate establishment of reputation.not only did Malcom witness the white women being used for status by his friends, he understood that those white women had no more respect for those Negroes (140). He knew that the white women were using them for pleasure and escape from the security of their marriages. These experiences taught Malcom that women were to be regarded as nothing more than trophies. The lack of respect given to the women and the lack of which they gave provided evidence that women did not be to be appreciated.Malcom had his own white woman to parade around town to the clubs and bars, Sophia. Sophia succumbed to anything that Malcom demanded. She surrendered all of her money to him and would face at his beck and call. Malcom would abuse her just to keep her in line (156). It became Malcoms belief that some w omen make love to be exploited (156). Malcom exploited the submissive Sophia because she allowed him to do so. Malcom was surrounded by meek and subservient women which lead him to believe women like to be treated in such a harsh manner.Malcom was acquainted with a few very highly regarded women. The first really proud black woman Malcom had known was his sister, Ella (39). Ella was a woman of great achievements. Malcom had never been so impressed with anybody (39-40). Another impressive woman who impacted Malcoms life was the wife of his boss. She was educated and had business abilities which Malcom respected. Malcom regarded these women much differently than the others he knew like Sophia, however, his inferiority-of-women attitude was not changed by these decent women.The mistreatment and abuse of women that Malcom witnessed and acted out guided his beliefs about women and where they stood in society. Malcoms perceptions of women and his argument about gender relations are clear ly connected with his raising. His evidence of these views and arguments give good reason for him to crawfish up them as true. His gender relations argument does not take into consideration the few, but highly upright, women that did take part in his life, though. The fact that he did experience relationships with women whom he did not consider inferior conflicts his argument.

Tranitioning to registered nurse Essay Example | Topics and Well Written Essays - 1750 words

Tranitioning to registered nurse - show ExampleBrown. In order to establish a therapeutic kinship, communication skills are significantly important. converse has two major purposes obtain information and to influence others, which are essential in establishing a relationship (Scott et al, 2009). It is possible for me to develop this interaction in the form of therapeutic communication. Therapeutic communication is a raw material intervention for nurses for use in therapeutic relationships. It encourages idea and feelings expression, whereas conveying the acceptance and respect of the nurse (Thomas et al, 2009). In this case, one technique of communication that can help is active listening, which is one of the most important techniques of communication. It result allow me to understand the communicated message better, which will be a good way to develop pull with Mrs. Brown. The strategy of active listening will help me to start understanding Mrs. Brown better, as healthy as a ttend to her effectively. In a case that the tolerant role feels that the nurse needs to attend to them, the patient would have more trust for the nurse, which would allow her to open up around problems or anxiety that they could be facing (Thomas et al, 2009). ... To begin with, empathy is a skill required by nurses in establishing therapeutic relationships. It is all about attending, understanding, listening, and observing, as well as being with the patient emotionally, cognitively, and physically (Skott, 2010). Empathy will allow Jesse to understand the spatial relation Mrs. Brown is in, as well as objectively realize her past and current experiences. Therapeutic relationships, on with empathy, will let the GRN communicate with the patient without judging her (Skott, 2010). Building a strong relationship establish on trust could encourage the patient to become more confident and talk on issues openly with the GRN. Via the implementation of therapeutic strategies, Jesse can ai d Mrs. Brown to attain skills for achievement of her goals and implement an effective issue plan. In taking care of Mrs. Brown, Jesse should gravel her focus on promoting independence and self-care. Towards Mrs. Browns exit of hospital stay, the nurse will have to focus the manner in which she will live aft(prenominal) hospitalization. Jesse will be the best planer for the discharge, as the therapeutic relationship development will put her in a situation to evaluate and assess Mrs. Brown. Discharge planning will involve patient assessment and provision of information that could prevent any future health setback (Lubinski, 2009). There are four phases of therapeutic relationships pre-interaction, introductory, working, and termination phases. The final phase is termination and the nurse should ensure that the patient, prior to discharge, has the efficiency to care for himself or herself. Therapeutic relationships importance can also be seen in this phase where the