Professionalism in the Probation Officer Career Field

For this assignment I chose the Law Enforcement scenario, as this will hopefully relate to the probation officer career field I'd Like to pursue. I consider police officer to be very professional Individuals with assertive personalities. You have to be assertive In this profession, otherwise people might take advantage of you and try to walk all over you. I personally believe that If the officer takes pride In his personal appearance, this is also a direct reflection on the pride and work ethic he has.Vive always been a big believer that just because you might be great at your job, you also need to take the time to look good in your uniform. The appropriate attire for someone in my career field is Abs's. Being in the Air Force we have If's which govern how we must look anytime we are in uniform. We must keep our hair cut and in regulation, we can't have any visible piercing (unless you're a female), and our uniform must present a professional appearance at all times. I think that in order to e considered a professional in my career, you must not only look the part but you must be the part.What I mean by that is you have to take the time to make your uniform look good, live by our Core Values at all times, and be a positive example to the community and subordinates. Far too often you see military members who act professional while in uniform, but as soon as their uniform comes off so does their professionalism. I take pride on being someone that others can look up to, whether I have on the United States Air Force uniform or not. Professionalism extends on and off duty for me, in or out of uniform.

The Development of Monotheism in Judaism - Free Essay Example

Sample details Pages: 5 Words: 1420 Downloads: 4 Date added: 2019/10/30 Category Religion Essay Level High school Tags: Judaism Essay Did you like this example? The idea that there is only one god, monotheism, is shared by over half of the worlds population today. Whether you are Christian, Muslim, or Jewish you believe in monotheism. Where does this idea originate from though? Many scholars believe that the origin of this idea dates back to the Babylonian exile of the Jews from Jerusalem around 600 BCE. Don’t waste time! Our writers will create an original "The Development of Monotheism in Judaism" essay for you Create order During this time the Babylonians conquered Jerusalem and destroyed the first temple built by Solomon. This is significant as at the time the Jews believed that God, or Yahweh, physically lived in the temple. So when the temple was destroyed, and subsequently the Jewish exile, the Jews were faced with questions surrounding Yahweh. The argument I will be making in this paper is how and why slowly over time, in answering those questions, the Jewish community created the idea of monotheism. The idea that the Jews created monotheism following the subsequent Babylonian exile overtime signifies that at one time Jewish religion was polytheistic. Proof of this can be found from the Old Testament Bible or the Torah. One such example found in the Bible is in Exodus chapter 15 verse 11 which states: Who is like unto thee, O Lord, among the gods? In the events leading up to this part of scripture, we find that, according to the Bible, Moses and the children of Israel have just successfully crosse d the red sea and fled from Pharoahs army with the Lord, or Yahweh, being responsible for freeing them from Egyptian bondage. After those events, Moses and the children of Israel start praising Yahweh, and the passage of scripture shared is one of the statements they make while praising him. This is one example of an instance in the Bible where we see the ancient Jews acknowledge the existence of other gods. Along with this are other verses in the Book of Psalm. Psalm 135 verse 5 states, For I know that the Lord is great and that our Lord is above all gods. This again shows that while they believed Yahweh to be above all other gods, they still acknowledged the existence of other gods. Even one of the ten commandments within the Bible implies the existence of other gods when it says in Exodus chapter 20 verse 3, Thou shalt have no other gods before me. This implies that there are other gods in which they could worship. All of these verses were written before the Babylonian exile, and they show that Jews were indeed at one time polytheistic. Once we have established that the Jews were at one time polytheisti c, the question now is when Judaism developed into a Monotheist religion, and whether they developed it themselves or adopted the idea from somewhere else. To start with, lets look at a verse written after the Babylonian exile. Isaiah chapter 44 verse 6 states: I am the first, and I am the last, and beside me, there is no God. This shows the change in belief over time in the Bible from the acknowledgment of other gods to now stating that there are no other gods but Yahweh himself. Why is this though? When looking at the time periods of these verses written we can see that the change from polytheism to monotheism within the Bible occurs following the Babylonian exile. Although its not until after the exile that you see Isaiah stating that Yahweh is the only god, the groundworks for the change to monotheism evolved slowly over time according to the book, No Other Gods: Emergent Monotheism in Israel, written by Robert Karl Gnuse. In his book, he states that the idea of Monotheism developed over time through certain events, and the culmination of these events following the Babylonian exile resulted in the change to Monotheism. Such events leading off to the change to Monotheism include when King David made Yahweh the national high god above Baal (page 101). Another development leading to monotheism was the prophets overtime pushing for the worship of only Yahweh and the claims of Yahweh having power over the other gods. An example of this is can be found in 1 Kings chapter 18 when the prophet Elijah challenges the prophets of Baal to see which god will be able to provide fire for them first. Elijah does this to prove that Yahweh should be followed instead of Baal. This is shown in biblical scripture when he says to the people, How long halt ye between two opinions? If the Lord be God, follow him: but if Baal, then follow him. Following this is when he challenges the prophets of Baal. Elijah wins the challenge, proving to the people that Yahweh is the superior god. Following this, the people slaughtered the prophets of Baal and worshiped Yahweh above Baal. Others followed in solidifying Yahweh as the god to be worshipped in Israel, and all of this helped develop the idea of monotheism following the Babylonian exile. Why then did it take the exile for Judaism to officially become monotheistic? The growing belief that Yahweh was more powerful than the other gods and subsequently deserved to be worship ped above other gods led to political and social conflicts. Due to this, the state hindered the growth of Yahwism into becoming monotheistic in order to relieve those conflicts according to Gnuses book (page 104). Gnuses book also states that The full development of monotheism also was connected to a fight against the emergence of social classes. Hence, true monotheism could arise only in the exile after the collapse of society with all the attendant social structures and the political-national religion of Judah (page 105). Thus the Babylonian exile was necessary for Judaism or Yahwism to fully convert to monotheism, being free of the state and societal issues from hindering this growth. After concluding all of this it may be wondered what necessitated the complete change to monotheism. Following the exile the Jews were faced with being surrounded by foreign cultures, and to avoid being assimilated into those other cultures, and to keep other gods from being worshipped in their culture, they needed to develop their own distinctly Israelite culture. The result of this was the cultural change to Yahweh being the only true deity, which meant the denial of all gods of other groups of people around them. Another factor that could have played a role in the complete change to monotheism would be the desire to keep different sub-groups of Jews from developing. Gnuse talks in his book about the fact that there were Jews who only believed in and worshipped Yahwey prior to the exile, while there were others that worshipped Yahweh along with other gods. Jews having different theological beliefs could have led to splits into sub-groups following the exile, which would have weaken ed them and their culture as a whole, and eventually could have led to the assimilation into other cultures around them. All of this was avoided by the change to monotheism, which is why I believe that these problems could have been a contributing factor to the change to monotheism. Along with that, the questions that arose from the destruction of the temple in Jerusalem led to a change in thinking from believing that Yahweh physically lived in the temple, to that he could be anywhere at any time. Also with the destruction of the temple, under their prior belief of other gods, the logical conclusion to be made was that either Yahweh had lied to the Jews, or that he was weaker than the Babylonian gods. Neither of those answers gave any hope to Yahwism or the Jews, and neither answer was a satisfying conclusion to their questions. That is when the idea of monotheism came to fruition as the only satisfying answer to the questions brought up due to the destruction of the Temple were that he is the only God and that he doesnt physically live only in one place, and these ideas brought about the full transition to the idea of monotheism. In conclusion, we can see through biblical text that predates the Babylonian exile that Jews in ancient Israel were originally polytheistic and that the idea of monotheism developed over time, resulting in the change to monotheism following the Babylonian exile. We can also see that the reasons for the development of monotheism within Judaism resulte d from the questions following the destruction of the temple, and the new surroundings they were presented with due to the exile. Whether you are Christian, Muslim, or Jewish, you believe in monotheism. And the Babylonian exile is the reason why you do.

Sample Resume Air India - 740 Words

Air India Simarjeet Singh Pankil Shah Leroy Rodrigues (1000035608) Date: 20/06/2016 Course: Graduate Diploma in Applied Management Lecturer: Say Chong Lim- Applied Management Introduction: Air India is the national airline of India and also one of the biggest air company of the country in terms of passengers carried. It was started by Jehangir Ratanji Dadabhoy Tata in 1932 and was called Tata Airlines at that time. It started off carrying passengers and air mail between Bombay, Karachi, Ahmedabad, Bellary, and Madras. After World War II it became a public company and was christened ‘Air India’. Today Air India has a fleet size of around 108 aircrafts and flies to 84 destinations worldwide. It is mainly operated from Indira Gandhi international Airport, Delhi and Chhatrapati Shivaji International Airport, Mumbai. As of February 2016, Air India has a strength of 28,085 employees. In 2007 the airline was merged with the state owned Indian Airlines, thus forming a new company called National Aviation Company of India. In 2014 Air India entered the Star Alliance, thus becoming the 27th member of the globes largest airline alliance. Problems Identified: Since its inception Air India has faced too many problems and was always caught up in controversies. Financial troubles never seem to end for the company. The biggest problem with the company is that it is going through a financial crisis for the last few years. In 2006, Air India made a loss of Rs 541 crore and IndianShow MoreRelatedSample Resume : Air India Jet Shop6004 Words   |  25 PagesAbstract Introduction In AIR India jet shop they deals with the V2500 and CFM 56-5B jet engines these engines are widely used in A320 series of Boeing airplanes .In JEOC complete overhauling, maintenance and repairing of these engines take place at various assemblies and sub assemblies. 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Promise and Perils of Globalization - Nike - 7879 Words

1 The Promise and Perils of Globalization: The Case of Nike1 Richard M. Locke Alvin J. Siteman Professor of Entrepreneurship and Political Science MIT 1 This case was prepared for the Sloan School of Management’s 50th Anniversary celebration and should be read in conjunction with â€Å"A Note on Corporate Citizenship.† This case was prepared with the active involvement and research assistance of the following Sloan MBA students: Vanessa Chammah, Brian Curtis, Elizabeth Fosnight, Archana Kalegaonkar, and Adnan Qadir. I would also like to thank Miguel Alexander, Maria Eitel, Dusty Kidd, Joseph Tomasselli and Dara O’Rourke for their helpful comments and assistance during this project. 2 1. Introduction How should global corporations†¦show more content†¦Our business model in 1964 is essentially the same as our model today: We grow by investing our money in design, development, marketing and sales and then contract with other companies to manufacture our products.4 According to company legend, Nike’s business model was developed by Knight while attending Stanford Business School in the early 1960s. Knight realized that while lower-cost, high-quality Japanese producers were beginning to take over the US consumer appliance and electronic markets, most leading footwear companies (e.g., Adidas) were still manufacturing their own shoes in higher-cost countries like the United States and Germany. By outsourcing shoe production to lower-cost Japanese producers, Knight believed that Blue Ribbon Sports could undersell its competitors and break into this market. As a result, Blue Ribbon Sports began to import high-tech sports shoes from Onitsuka Tiger of Japan. 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Effects of Consumer Behavior on a Product

Question: Discuss about the Effects of Consumer Behavior on a Product. Answer: Introduction Retailers often think that the buying pattern of customers is very random. They think that the buying pattern of the customer is straightforward, they purchase the product or they do not. The customers approach the product market with a straight mindset, which is to try out the product and then buy it (Solomon, 2014). The satisfaction derived by the customer depends on trying out various products for the same purpose and then buying one. However, in practice the process of purchasing is just one step and the real process consists of six stages which help the buyers and sellers to benefit equally. Whenever a problem arises for a customer be it for goods or services they need to identify the product that will solve their problem. The reason should be clear to them as to what is the requirement and from where to procure it. However, if the need varies from the problem then the customer needs to set his priorities again. When the customer gets hold of his problem, his quest for the product begins. When they get hold of the issue, soon afterwards they start looking for the solution at their specific budget. The point of view of the customer is always straightforward (Pinto et al., 2015). The customer will then try to look for some alternatives as to try out different options that may fix his problem. In the present market conditions, where the customer is left with many options to choose from, he will go for the best alternative product that is available at the best possible price. The decision to buy the product comes after thorough research that the customer does while trying to figure out the best product. After exploring the market, the customer has a set mindset on what product to buy and at what price and to proceed with the purchase or not. As soon as the product is final and the decision is made on purchasing the product, the customer purchases it from the dealer. This is one of the important stages of marketing. Soon after the purchase is made, the relation of the dealer and the customer does not end. In order to hold on the customer, the dealer has to keep a check on that customer timely. If the customer is not satisfied with the product, then the dealer needs to work on an exchange program or replace the product to gain the trust of the customer (Bruner II Pomazal, 2013). Social Factors Affecting Consumer Behavior The social factors are the ones that are present in the society where the consumers live. Since a society comprises of individuals who have different tastes and preferences, the consumers are open to a varied number of choices. One of the major influences on the consumer is that the preferences and behavior pattern of a family. Since the individual grows and develops the tastes within the family, his consuming pattern also depends on this factor. There are two types of families, the first is where the consumer is born and develops which is known as Oriental type of family, the second is where the individual himself creates a family that consists of spouse, and children know as the Procreation family (Goh, Heng Lin, 2013). Another type of social factor is the reference group where the individual becomes a member of a particular group. The buying pattern of a consumer gets strongly influenced over each other in a group. Here the initiator initiates what product to buy, the influencer gives his necessary inputs to influence others in buying the product, and the decision maker takes the final decision as to what product to buy and finally the buyer who purchases the product who takes all the consideration in to account (Hugstad, Taylo Bruce, 2013). The third type of social factor is the status of that individual. The individual will purchase only those products that will define their status in the society. The dealer needs to understand the position the customer holds in the society and be prepared with that type of products which will suit him (Javadi et al., 2012). Cultural Factors Affecting Consumer Behavior These factors are the one that an individual acquires during the course of his life time through their family or other institutions. The preference pattern and perceptions develop over a period as and when the individual grows. Culture is defined as the custom or tradition an individual follows. As and when the individual grows up and acquires the knowledge of buying and to take decisions, which is good for the person (Leonidou, Leonidou Kyasova, 2013). Cultural practices vary from place to place and are different on a global scale. Culture can further be divided into subculture where the basis of culture narrows down to specific beliefs. It depends on the region, religion and the country from where the individual belongs. The various sub cultures has to be taken into account by the marketer before selling his products (Schiffman et al., 2013). The social class also influences the pattern of buying of an individual. The society is divided into upper, middle and lower class. The individual belonging to any of that section shares the same interest that the other person also has. The upper class people will buy lavish goods and can afford to pay whereas the middle class family will have necessary items more and less of luxury products. The lower class will only have the necessary products as they can only afford that. These are some of the factors, which influences an individual in the decision of buying products culturally (Solomon, Russell-Benett Previte, 2012). To understand the marketing mix properly, an example of one of the largest dairy farms in Australia has been taken, Fonterra and the product being TIP TOP Berry Ripple ice cream. They supply to more than 140 countries and has farmlands globally. They employ around 16,000 people to manage their large farms and produce one of the best qualities of milk products. They apply various marketing strategies so that their products are available without any difficulty to their customers through local dairy shops and also through the supermarkets. Pricing It is one of the most important factors in the marketing mix as the organization earns revenue based on its pricing of the product. The pricing policies constantly change depending on the shares in the market and the factor of fluctuation being present (Goi, 2015). Fonterras TIP TOP berry ice cream was priced at $4.99, which helped them, capture the market on the first hand ("Fonterra - Our Brands", 2016). Once the market is captured they will increase the price as that will give them the competitive edge over others. Consumers will pay more for that product as they got a taste of it and think that the product is superior to the ones available in the market. Product The ice cream provided by TIP TOP proves out to be beneficial for people of all ages. It has all the valuables that milk contains in a tub of ice cream that everyone likes, unlike milk, which may not be liked by certain people of the society. The product has no artificial ingredients, there is no adulteration, and the percentage of fat is very less ("Fonterra - Our Brands", 2016). The sugar content of the product is also very less thus making the product very healthy and enjoyable. Place The manufacturing of the ice cream takes place in the factory where it is stored in big tubs and cones of all different types. After the completion of the product, it gets packed and transported to various wholesalers and retail outlets in and around Australia through trucks. The store then via word of mouth policy ensures that the consumers are aware of the availability of the product. Promotion It is the strategy that the company undertakes to communicate the presence of the product to the target market. Promotion involves the process of awareness created by the company to its customers as new goods are always available in the market on a daily basis. Promotion helps in identifying the product and the company that is there in the market to its target customers. It also shapes up the demand supply chain of the product and highlight the product when any customers enters a shop (Tapp Spotswood, 2013). The promotional activities taken up by TIP TOP are through ads and free sampling of the product. The advertising medium used by TIP TOP is mainly restricted to billboards in bus stands and through television. Since the mark audience is mainly children, so the use of newspapers will be an added cost to the company as children do not read papers ("Fonterra - Our Brands", 2016). So in between, any cartoon program an ad of some seconds can leave a lasting impression of the product in the mind of the child. The logo used by the company also states that on a hot summer families are spending time with each other also have an impact on many families. The promotional method that the company uses is that for every goods worth $10.00 or more, the customer will receive an additional one point as benefit. This type of promotions helps the brand to be recognized amongst the people. Frees samples are also provided in the sampling points that are available in the stores or on a beach on a hot day also helps in brand recognition. Public Relations Sponsoring social events is an useful way of creating brand awareness and brand image of the product. TIP TOP contributes 1% of the sales for every trumpet that is sold in the country and 2% of the sales is contributed to social events and charities on the sale of 2-litre tubs of ice cream ("Fonterra - Our Brands", 2016). Communication and Coordination The status that a company achieves in the market is because of a good workforce that prevails inside the company (Khan, 2014). Fonterras process includes the human resource management (HRM), research and development (RD), and the secretarial teams that make this brand worthy to its customers. The HRM team focuses on the hiring and directing of the employees to get a better output. the team recruits the best possible employees that are available and guides them through various training processes which help them in understanding the product and manufacturing it. The team looks after the organizational structure, benefits and employee motivation so that the employees have a healthy environment to work in. The team hires best in class web designers so that the products of Fonterra are available online for the customers to get access ("Fonterra - Our Brands", 2016). The RD team is of great importance as they keep a track on the competition and the manufacturing processes. The team keeps a regular check on the ads that are being published so that rival companies do not manufacture the same product. They also provide feedbacks and thoughts about how to improve the products depending on the change in the preferences of the consumers. This team looks after all the needs of the consumers and the marketing factor ("Fonterra - Our Brands", 2016). Communication is also an important part to influence behavioral patterns in a company. The channels of communication can be messages, calls or emails. For the communication to be effective, an appropriate medium needs to be taken so that the message reaches without any delay (Cross, Belich Rudelius, 2015). Fonterra uses messages, emails, videos and power point presentation as a means of effective communication. Market Segmentation used by Fonterra Fonterra has one of the best market segmentation strategies. They have segmented their market specifically according to age. Since all age groups like ice cream the company tries to attract people according to their ages such as young children likes some good, new and refreshing flavors while the adult generation may try to try out some new flavors (Wedel Kamakura, 2012). The older generation will always go for their old time classics what they used to enjoy in their young ages. TIP TOP ice cream also conducts small interviews with their customers when they come to buy product as to what new products or flavors can be done to be the crowd favorite. They take qualitative feedbacks from their customers, which help them to make the product better while staying in the same price range (Baker Saren, 2016). Since customer loyalty plays a big part in the company they give bonus points to the customers who buy products worth $10.00 or more. This is a tactic that they use in order to retain their customer base and also earn more customers. Target Market of Fonterra While selecting the target audience of a product by the company, they have to choose whether the company will be focused on one group or it will be available for all types of groups living in a society (Hennart, 2012). Due to a vast customer base of Fonterra, the expert team manages the target audience very wisely. The monetary profits that the company will gain by selling TIP TOP are well executed by the marketing plans that the company sets and even exceeds the pre-planned profits because of the accessibility that the brand created in the market (Aghaie Alimardani, 2015). Almost all customers have access to the brand wherever they reside in the country. Targeting young ages often includes the entire family coming in and the customer base just gets larger with each passing day (Brantingham, 2013). Conclusion Ice cream industry is one of the oldest yet the most creative industry in the present world. The change in the preference of consumers, the impulsive decision to purchase, availability of the product if it is seasonal and high competition of prices are the prime factors that the demand of the consumers keep on changing. Identification of the brand is very much required for the product to capture the market (Mullen Johnson, 2013). Children need to be aware of the brand and the flavors of the ice cream because they are the ones who will influence their friends and their families. Advertising the brand is also required in order to make a base in the market and that people will want to taste their quality. Advertising helps in creating awareness of the product and the preference of the consumer can be judged (Juster, 2015). The goodwill of the brand depends on how well the market is coping up with the presence of the brand. In the present situation, internet plays a huge role in develop ing the brand. Fonterra uses the internet very wisely and the products are very well within the reach of the customers. They do not want their customer base to leave them and shift to another brand due to the non-availability of the product on the internet (Reny, 2015). Reference List Aghdaie, M. H., Alimardani, M. (2015). Target market selection based on market segment evaluation: a multiple attribute decision making approach.International Journal of Operational Research,24(3), 262-278. Baker, M. J., Saren, M. (Eds.). (2016).Marketing theory: a student text. Sage. Brantingham, P. J. (2013). The theory of target search. Bruner II, G. C., Pomazal, R. J. (2013). Problem recognition: The crucial first stage of the consumer decision process.Journal of Consumer Marketing. Cross, J. C., Belich, T. J., Rudelius, W. (2015). How marketing managers use market segmentation: an exploratory study. InProceedings of the 1990 Academy of Marketing Science (AMS) Annual Conference(pp. 531-536). Springer International Publishing. Goh, K. Y., Heng, C. S., Lin, Z. (2013). Social media brand community and consumer behavior: Quantifying the relative impact of user-and marketer-generated content.Information Systems Research,24(1), 88-107. Goi, C. L. (2015). Marketing Mix: A review of'P'.The Journal of Internet Banking and Commerce,2005. Hennart, J. F. (2012). Emerging market multinationals and the theory of the multinational enterprise.Global Strategy Journal,2(3), 168-187. Hugstad, P., Taylor, J. W., Bruce, G. D. (2013). The effects of social class and perceived risk on consumer information search.Journal of Services Marketing. Javadi, M. H. M., Dolatabadi, H. R., Nourbakhsh, M., Poursaeedi, A., Asadollahi, A. R. (2012). An analysis of factors affecting on online shopping behavior of consumers.International Journal of Marketing Studies,4(5), 81. Juster, F. T. (2015).Anticipations and purchases: An analysis of consumer behavior. Princeton University Press. Khan, M. T. (2014). The concept of'marketing mix'and its elements (a conceptual review paper).International Journal of Information, Business and Management,6(2), 95. Leonidou, L. C., Leonidou, C. N., Kvasova, O. (2013). Cultural drivers and trust outcomes of consumer perceptions of organizational unethical marketing behavior.European Journal of Marketing,47(3/4), 525-556. Mullen, B., Johnson, C. (2013).The psychology of consumer behavior. Psychology Press. Pinto, N. P., Gomes, D. D. O., Cavalcante, F., Mendes, G. A., Sales, R. K. L. (2015). The influence of social networks on consumers' buying decision process-a study of tourism products.Asian Journal of Business and Management Sciences,4(3), 1-10. Reny, P. J. (2015). A characterization of rationalizable consumer behavior.Econometrica,83(1), 175-192. Schiffman, L., O'Cass, A., Paladino, A., Carlson, J. (2013).Consumer behaviour. Pearson Higher Education AU. Solomon, M. R. (2014).Consumer behavior: Buying, having, and being. Engelwood Cliffs, NJ: prentice Hall. Solomon, M., Russell-Bennett, R., Previte, J. (2012).Consumer behaviour. Pearson Higher Education AU. Tapp, A., Spotswood, F. (2013). From the 4Ps to COM-SM: Reconfiguring the social marketing mix.Journal of Social Marketing,3(3), 206-222. Wedel, M., Kamakura, W. A. (2012).Market segmentation: Conceptual and methodological foundations(Vol. 8). Springer Science Business Media. Fonterra - Our Brands. (2016). Fonterra.com. Retrieved December 24, 2016, from https://www.fonterra.com/au/en/Our+Products/Our+Brands

Compare and Contrast the Different Ways in Which Economic Development Affected Politics in Massachusetts and Virginia in the Period from 1607 to 1750. free essay sample

Honors US History I July 7, 2011 Essay Question: #3 Compare and contrast the different ways in which economic development affected politics in Massachusetts and Virginia in the period from 1607 to 1750. From all of the colonies that resulted from European expansion and conquest, perhaps the two most famous would be those of Virginia and Massachusetts. The economic development of Massachusetts and Virginia started in the same period of time but had many differences between them. Each was established by the similar groups of people but they had different eginnings, also a different view on religion, and different means economic stability, which created two different politics and economic systems. The settlements of Virginia and Massachusetts were both established about the same time, but the ways that they were established were incredibly different from each other. The first difference seen in the beginning of the colonies was caused by trial and error. The Virginia Companies had many failures and close calls, while Massachusetts has a successful first settlement y smart decisions regarding food and planning made this possible. We will write a custom essay sample on Compare and Contrast the Different Ways in Which Economic Development Affected Politics in Massachusetts and Virginia in the Period from 1607 to 1750. or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The second difference also occurred was leaderships in each company. Virginia did not have good leadership until John Smith came and started well thought out society based on a set of ideals made life easy to follow. Before the time being, Massachusetts had John Winthrop who successfully developed the settlement in the area. The third difference between the beginnings of Massachusetts and Virginia were the workers in the work forces. Virginia’s eople were lazy and relied on the native people. While Massachusetts was settled by hard working Puritans, who did not have as much problems with natives in the beginning. In conclusion, the differences in the settlement’s upbringing were not the only thing that divided the two colonies. Another reason why the colonies divided was the differ views on religion helped to shape the economy of both settlements. The Virginia and Massachusetts Companies both realized that they would need to have a strong economic system, but their vie ws on religion nd profit had too many differences and resulted in different systems. The most obvious difference between the colonies was the religion. The Puritans believed in self-control and no need for â€Å"excessive† profits. Virginia had problems with embezzling, overcharging, and the use of company laborers. The second difference between the colonies was the Native American relations. Virginia had problems with natives from the start. Massachusetts learned the best ways to survive in the area by watching and having good relationships with the natives. The third difference was the urban life. Both societies were impacted with an increase in immigrants, creating a competition for work. Boston was the worst and people looked to the community for help. In conclusion, all of the differences resulted in two economic systems that were successful, but very different. Both Virginia and Massachusetts had the same goal of colonial success and stability but their ways about securing the stability and gaining economic success and wealth reflected their previous established â€Å"morals and values†. The first difference was the establishment of plantations. Virginia began to establish plantations for tobacco and Massachusetts was a seaport. Both began to suffer from the increase of immigrants, which created more competition for work. This leads to the second difference, which was competition. The competition for work in each colony that each suffered but Virginia more than Massachusetts. The third difference was slavery. Virginia made its money through tobacco, and with that came an increase in slavery. Massachusetts did not have as great demand for slaves. In conclusion, although both of the settlements had different point of views, neither of them could avoid the problems from increase of immigration and both relied on their separate means of profit. In the end, it can be seen that both companies had similar goals and realized what needed to be done to make their colonies last, but the methods that they used was incredibly different in many ways. From Virginia and Massachusetts it can be proven that two colonies with the same goal can come to two separate political systems based off of their economic development.

Characteristics of Organizational Culture

Organization culture is defined as a system of collective values and beliefs held by organizational members (Argüden 34). As such, organization culture determines how organizational members interact with each other. In an organization, culture comprises of an organization’s values, vision, norms, systems, beliefs, and habits.Advertising We will write a custom assessment sample on Characteristics of Organizational Culture specifically for you for only $16.05 $11/page Learn More Similarly, organization culture comprises of an institution’s collective behaviors and assumptions. When new members join an organization, they are taught how to perceive, think, and feel in every particular situation. Argüden defines organization culture as a habitual and conventional way of thinking and acting (Argüden 42). Every organization has distinct values, secret languages, habits, and myths that have been developed over time. Characteristics of o rganizational culture Several management books have identified numerous characteristics of organization culture (Ashkanasy Celeste 12). Because there are several variables involved, organization culture varies from one organization to the other. According to Cameron and Robert, organization culture can be characterized as values that are passed over to new employees through socialization, influence an individual behavior, and operate at different levels to (Cameron Robert 6). In general, six characteristics of organization culture have been identified. The first characteristic of an organization cultures is that they are collective. Organizational cultures are classified as social entities. This implies that an organization’s leader might exert a cultural influence in a particular organization, but it will necessitate a collective agreement and action for it to be adopted within the organization. Equally, organization culture is attributed to all employees’ behaviors , beliefs, and cultures. Another characteristic of organization culture is that it is emotionally charged. In every organization, employees consider their organizational cultures as comforting refuge blanket that permits them to tackle their insecurities and fears. Usually, employees develop a strong emotional attachment with their organizational cultures. Thorough this, employees have safeguarded their organizational cultures without questioning on their values (Bellingham 32).Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The third characteristic of organization culture is that it is historically based. In every organization, mutual experiences over a period bind employees together. Employees tend to associate and identify themselves with other employees who have had similar life experiences. This explains how employees build trust and loyalty, the two key aspects of organizational aspects, by constantly sharing similar experiences through predictable patterns of words and actions. Equally, organization culture can be described as inherently symbolic. Outstanding symbolic actions are the foundations of every great organizational culture. In this regard, if executives want to change the image of its organization they must lead through actions by changing their attributes and actions.  Another characteristic of organization culture is that it is dynamic. In an organization, organization culture enhances conformity, predictability, and stability. However, it should be noted that as people try to relate, communicate, and conform to an organizational cultural changes occur. For instance, a new employee who calls an organization’s executive by his or her first name might be astonished later to note that no one calls the organization’s executives by his or her name. It should be noted that organization culture varies from one organization to the othe r. In every organization, cultures and values can be portrayed through the way employees relate among themselves and with the outsiders. For instance, Etisalat Corporation is reputable for being proud of its employees, stakeholders, and its customers. Their sense of pride is evident from the way employees relate among themselves. According to the company’s spokesperson, their organization culture can be described using one word â€Å"Proud.† Through this organizational culture, every employee at Etisalat aims to be the best in everything they do, to priorities their customers, and always dream big to achieve great rewards. Similarly, Etisalat’s organization culture can be described as respectful. In the organization, employees take care of one other as they would like to be treated and respect each other’s opinions. In addition, the organization’s culture can be portrayed as unique, outstanding, and delivering.Advertising We will write a custo m assessment sample on Characteristics of Organizational Culture specifically for you for only $16.05 $11/page Learn More Based on these attributes, the company has managed to exceed their expectations, come up with innovative opportunities, and ensure that they deliver on their promises. As noted above, Etisalat culture differs from the cultures of other organizations. Through this, the organization has been able to provide a sense of behavior among its employees and customers. The impact of an organization culture and values on leadership Cultural values have an impact on a range of features in an organization. Notably organizational and managerial behaviors are greatly affected by the organization culture portrayed in every organization. For Corporation within several departments, organization culture has intense effects on the organization’s decision approaches and results of these decisions. In every organization, the impacts of organization cult ure are dependent on the cultural structures adopted. According to Handy, organizational cultures are associated with particular structural forms (Frost 123). Based on this argument, culture can be classified into power cultures, role cultures, and task cultures. Power culture refers to a form of culture that depends on a sole source of influence. This form of culture is usually referred to as a spider’s web owing to its concentration of power at the center (Frost 123). The power culture is popular among small business organizations. Usually, the prevailing power and influence are accredited to a single person or a power clique comprising of a small number of individuals. The organization’s leadership emanates from a central entity with rays of authority and influence dispersing from the central entity. Normally, the rays of power are joined by functions. Working in such organizations requires employees to accurately predict what is expected of them from the power hold ers and execute their duties as required. Unlike other forms of cultures, few regulations and bureaucracy depict power culture. Similarly, power cultures are described as political organizations rather than social organizations. Power cultures are political organizations because their choices are influenced by balance of influence more willingly than on logical grounds. In addition, power cultures have been known to possess dramatic reactions. Through this, they can react swiftly to opportunities or threats. Unlike other forms of cultures, power cultures are interested in the results and have little significance on the procedures used in obtaining the results. One major disadvantage, exhibited by these power cultures is that they cannot withstand too much organizational growth. For instance, when power cultures expand by seeking several activities they collapse.Advertising Looking for assessment on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More On the other, hand role culture can be described as a form of culture that seeks to achieve logic and reason through the bureaucratic organizational structure. It is referred to as a role structure for the reason that roles or positions are allocated to the individuals who fill the vacant positions. Through this structure, an organization can sustain its growth from the contribution of several individuals rather than from an individual. In the long term, the organization can recruit more people to fill several emerging roles in the organization. With this form of culture, every role or position has responsibilities and expectations expected from individuals who fill the positions. To make certain that every employee knows their responsibilities and expectations, organizations ensure that their tasks and set of laws are appropriately codified and negotiated. In cases where roles are not clearly defined, individuals are expected to behave as though their roles are legitimately authori zed. Generally, role power is restricted between certain domains. Beyond these domains, the effectiveness of role power ceases to be relevant. For instance, a unit manager for a service company has role power within his or her unit. Outside the unit, the manager has no role power.  Alternatively, task culture has no solitary source of power (Cameron Robert 56). In this form culture, executives allocate their subordinates to projects. These projects are supposed to be completed autonomously by specific employees who are brought together for the project only. Unlike other forms of cultures, this culture is inherently cross-functional. It allows several experts to mingle together in project teams. The effectiveness of this culture depends on the managers’ abilities to identify and bring together right individuals at the right time to work on a specific project. How organizational specific, legal, regulatory and ethical requirements impact on leadership demands Organizational specific, legal, regulatory, and ethical requirements influence an organization in a number of ways. Legal requirements outline what is expected from organization leaders. In some instances, organizational leaders aiming to exploit on cheap labor may find out that their ambitions are restricted by legal requirements. Through regulatory policies, organizational leaders are required to comply with the existing rules. Equally, ethical requirements restrict leaders from exercising leadership styles that are deemed unethical. The relationship between management and leadership There are several relationships between leadership and management. The two comprises of similar roles, as several leadership and management role involve the combination of the two roles (Schein 12). Equally, personality style is an eminent aspect of both. Notably, individuals who possess leadership skills tend to pursue dreams aim at managerial tasks. In general, leadership entails setting up new directions for an o rganization. On the other hand, management entails a process meant to direct and control conventional principles. Evaluate leadership styles The need for effective leadership in our governments and institutions is evident from the current leadership wrangles. In our business organizations, increases in staff turnover cases imply that our institutions are in need of effective leadership styles. According to business experts, leadership styles are not to be experimented on but to be developed to fit the particular work environment. Several business management experts have come up with various leadership styles that can be adopted to end specific challenges facing organizations (Kippenberger 7). Among these leadership styles are dictatorial style, authoritative style, constructive style, and participative style. In dictatorial leadership style, an executive behaves like a dictator. This implies that all the employees are required to act as their executive orders. Similarly, this type o f leadership style allows the executive to make all the organization’s decisions without consulting with the subordinates. When the employees fail to act in accordance with the executive’s orders they are punished accordingly. This kind of leadership style is appropriate during emergencies, when employees’ safety is at risk, and when stern discipline needs to be undertaken to punish rogue employees. Another common leadership style is authoritative leadership. With authoritative leadership style executives considers themselves the most qualified decision makers in an organization. In this regard, subordinates and other junior employees are rarely given chances to participate in matters that pertain to their organization. Through this leadership style, executives can use their subordinates to achieve their own personal interests. This leadership style is most preferred when a company hires new employees who are unfamiliar with their tasks, when there is habitual m isuse of authority, and when company rules are violated. One major disadvantage associated with this leadership style is that it allows executives to undermine the potential capabilities of their subordinate. Through this, an organization can fail to tap its employees’ full potential. Unlike the above leadership styles, consultative leadership style enables the executives to engage their employees in the management of their organizations. Through this leadership style, all employees are assured that they will contribute in organizations’ problem solving and team building activities. Similarly, unlike the other two leadership styles this style of leadership allows employees to foster their self-confidence as their effort is appreciated at all levels. Equally, through this approach employees full potential can be exploited fully enhancing the organization’s innovation. In general, this leadership style focuses on maximizing on individuals’ experiences, skil ls, and knowledge. It should be noted that executives have the final decision making power. This implies that executives are first consulted before the subordinates initiate any major decisions. In the same way, executives cannot implement any major changes before taking the input from those who will be affected by the changes. This mode of leadership style is appropriate when an organization needs an innovative solution, is conducting planning meetings for its departments, training employees for leadership roles, and when performing day-to-day organizational activities. Another major leadership style is participative leadership. In this form of leadership, individuals’ efforts in an organization are considered regardless of their job levels. Just like the consultative leadership style, participative leadership styles enable an organization to maximize on their employees’ experiences, skills, and knowledge. Through this leadership, an organization can enhance its emplo yees’ creativity creating a culture of innovation. Why leadership style needs to be adapted in different situations In the contemporary society, competition exists in every sector. As such, business organizations are not exceptional. Organizations are continuously struggling to come up with better goods and services than their competitors. To achieve this, an organization needs a leader with unique leadership styles (Hiebert Bruce 43). An efficient leader should possess leadership traits that adapt to every situation challenging the operation of an organization. Unlike in the past, current business environments are ever changing. This implies that leadership styles should be adapted to suit the dynamic work environment. Another reason why leadership styles should be adapted to every situation is that there exist different business structures in the contemporary society. For instance, a young company will change its leadership styles more often in the future as the company ex pands (Hiebert Bruce 46). Similarly, as the layers of decision making in the company become complex as the company expands the company’s executives might be required to amend on their leadership styles to match with the organizational changes. Works Cited Argüden, R. YÄ ±lmaz. Keys to governance strategic leadership for quality of life. Basingstoke: Palgrave Macmillan, 2011. Print. Ashkanasy, Neal M., and Celeste Wilderom. Handbook of organizational culture climate . Thousand Oaks, Calif.: Sage Publications, 2000. Print. Bellingham, Richard. The manager’s pocket guide to corporate culture change. Amherst, Mass.: HRD Press, 2001. Print. Cameron, Kim S., and Robert E. Quinn. Diagnosing and changing organizational culture : based on the competing values framework. Reading, Mass.: Addison-Wesley, 2009. Print. Frost, Peter J.. Reframing organizational culture. Newbury Park, Calif.: Sage Publications, 2001. Print. Hiebert, Murray, and Bruce Klatt. The encyclopedia of leadership: a practical guide to popular leadership theories and techniques . New York: McGraw Hill, 2001. Print. Kippenberger, Tony. Leadership styles. Oxford, U.K.: Capstone Pub., 2002. Print. Schein, Edgar H.. Organization culture and leadership. 5nd ed. San Francisco: Jossey-Bass, 2002. Print. This assessment on Characteristics of Organizational Culture was written and submitted by user Giovani I. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.