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German Goths History and Their Contribution To The Downfall of Western Rome - Free Essay Example

There are many reasons historians say caused the downfall of the Roman Empire, but I believe the main cause of the downfall in the Western Empire was the brutal attacks of the Barbarians. Now, although many groups attacked the Roman Empire, the German Goths were the most successful at doing so. They went through the cities of Rome and other countries burning them to the ground. They were known negatively as brutal uncivilized beings. The word Goth used in modern times comes from the Gothic tide and the word is now applied to describe something dark and gloomy. Which is what they brought to the Roman Empire. They were a very large tribe that started off small and grew to become massive. The Goths were a German tribe and they are believed to have originated from Scandinavia. Historians such as Peter Heather have identified them with Gdansk in modern Poland. This is supported by archaeological evidence although many historians dont accept this theory. Michael Kulikowski suggest that because Jordanes is the only source of early Gothic history the theory of Goths originating from Scandinavia or Poland must be rejected. (www.ancient.eu/Goths/) The Goths were described as fierce fighters and they were destructible people. Their religion before Christianity was noted to be Nordic Paganism which focused in on the close presence of the spirits of the land, ancestors and the Norse gods. The Old Norse were known as Gutar or Gotars and in latin this means Gothi. (Goths. Wikipedia, Wikimedia Foundation, 13 Dec. 2018, en.wikipedia.org/wiki/Goths. Mark, Joshua J. The Goths. Ancient History Encyclopedia, Ancient History Encyclopedia, 18) They went to great lengths to prevent Chri stian missionaries from doing their work among their tribe. They spoke the Gothic language which was the extinct East Germanic language and was carried for a long while. The Gothic language and culture disappeared in a large amount in the Middle Ages and only continued on in small groups in European states. The Goths had invaded, dominated and took control over a vast majority of territory. Their kingdom extended from the Black sea to the Baltic sea. They fought many Gothic Wars and emerged as a power in Medieval Europe. (Goths. Wikipedia, Wikimedia Foundation, 13 Dec. 2018, en.wikipedia.org/wiki/Goths.Mark, Joshua J. The Goths. Ancient History Encyclopedia, Ancient History Encyclopedia, 18). By 275 the Goths launched their last major attack on Asia Minor. They were defeated around a year later. Around 100,000 Goths were killed and the son of Agaricus the son of the king was captured in battle. (Goths. Wikipedia, Wikimedia Foundation, 13 Dec. 2018, en.wikipedia.org/wiki/Goths.Mark, Joshua J. The Goths. Ancient History Encyclopedia, Ancient History Encyclopedia, 18). The Goths had split into two distinct tribes separated by the Dniester River. They branched into the Visigoth and the Ostrogoths who joined with the tribe the Huns. (Goths. Wikipedia, Wikimedia Foundation, 13 Dec. 2018, en.wikipedia.org/wiki/Goths.Mark, Joshua J. The Goths. Ancient History Encyclopedia, Ancient History Encyclopedia, 18). They continued to stay divided and settled in different regions. The Visigoths settled in the West and the Ostrogoths settled in the East. The Visigoths never became completely Romanized they adapted new cultures and didnt keep much of their old cultures. They kept their military customs and family traditions. In modern Spain the visigoths are believed to be the origin of their cultures nobility. The Ostrogoths attacked the Huns and invaded now Italy expanding in Italy. But after Totila their leader was killed in battle the Ostrogoths resistance in Italy ended and the remaining people of this tribe were assimilated. (Goths. Wikipedia, Wikimedia Foundation, 13 Dec. 2018, en.wikipedia.org/wiki/Goths.Mark, Joshua J. The Goths. Ancient History Encyclopedia, Ancient History Encyclopedia, 18). The Goths were known for their barbaric invasions and for invading Ancient Rome. The first Gothic invasion of Rome wa in 238 CE (www.ancient.eu/Goths/) when they attacked the city of Histia (now Hungary). There is no known reason for their attack on the city but it is believed to be because the weakness of the empire made provincial cities such as Histia a great target. But not only did the Goths tribe invade the cities, this vulnerability and weakness was taken advantage of by many other tribes like the Visigoths, Vandals, Angles, Saxons, Franks, Ostrogoths and Lombards. They took turns attacking the empire. (www.ushistory.org/civ/6f.asp) Regardless of their motivation for invading the Roman territories they will continue to invade and attack for the next few decades. They raided coastal regions as well. The Gothic Tribe was known as inhuman dangerous people. The goths resided along the Roman borders and were not friends or enemies with each other. Many Goths served as Roman soldiers and eventually took on the Roman life and they began to trade with each other. Around 375 CE the new group the Huns started to pop up in the North pushing the Goths further into Rome and the tension between the Goths and and Romans exploded in the fifth century. The Goths would rather be allied with or against the Huns. As the Goths were beginning to be pushed further into the Roman territory the Goths tribe leader Alaric ransacked the city in 410 (www.history.com/news/who-were-the-goths-and-vandals) . The Eastern Goths known as the Ostrogoths started to establish dominance by the end of the fifth century but eventually fell to the Byzantine empire after a few decades. And the Gothic leader who ransacked the city Alaric his descendants were known as the Visigoths which were the Western Goths settled in Gaul and Liberia and the last kingdom was in Spain. (www.ushistory.org/civ/6f.asp) There were many different barbaric tribes that contributed to the downfall of Rome but the Gothic Tribe from Germany contributed greatly. They ransacked and burned down towns. They were known to be inhuman, dangerous and uncivilized beings. Although their reasoning for attacking Rome for the first time is still unknown til this day they continued to attack Rome but they also were civil with the Romans for a time being joining them in war as their soldiers.

Technology Is Nothing If You Don t Have The Right...

â€Å"Technology is nothing if you don’t have the right capabilities to use that technology,† stated Farid Fezoua, the CEO of GE Healthcare Africa (Guest 25). As urbanization progresses and technology improves, new forms of innovation are being developed by humans around the world. Contrary to the usual approach of engineers to create and sell products for developed countries before developing countries (Winter and Govindarajan 82), reverse innovation does the opposite, forming goods based on the needs of developing countries and then improving the products for sale in developed countries (Simula, Hossain, and Halme 1567). Moreover, reverse innovation allows global companies to sell higher-quality goods for lower prices, increasing their competitive edge (Winter and Govindarajan 83). While reverse innovation requires a person to think broader and more differently (Simula, Hossain, and Halme 1567), cost, good-enough, and frugal innovations are dependent on the quantity o f resources (Zeschky, Winterhalter, and Gassmann 20). These three resource-dependent innovations are different based on their varying costs and amounts of engineering required to create or adapt the products (Zeschky, Winterhalter, and Gassmann 21). First, cost innovations are items that achieve the same, or similar, function as Western products for lower prices; the reduced price tag is possible as a result of simultaneously utilizing better sourced, but lower priced, local resources (Zeschky, Winterhalter, andShow MoreRelatedAndroids vs Iphones1124 Words   |  5 PagesSelena Velazquez Professor Marek SEC 76 3-24-13 Androids vs iPhones You walk down any average hallway, office building, school, or restaurant and guaranteed there will be at least one person glued to their phone. 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Importance of Mentoring Organisational Behaviour

Question: Discuss about the Importance of Mentoring Organisational Behaviour. Answer: Introduction: The article contends that executive managers in large organizations are tasked with the responsibility of guiding employees and departmental managers. They are also expected to report directly to the board of directors and lead the organization into achieving its strategic objectives by reacting to the threats and opportunities in their external environment. For this reason, the authors of the article examined what chief executives in New Zealand not-for-profit, public, and private sectors consider the most crucial aspects of their current environment and their impact on management skills. Identifying relevant Thesis Statement or Question from the article The central questions that the article aims to address are: What are the greatest challenges that New Zealand chief executives are facing? What are the implications of these challenges for management skills? Given the current business environment, what managerial capabilities are essential? How can human resource management support their development? Thesis Statement: The article points out that the productivity problem in New Zealand is attributable to lack of management capabilities caused by high turnover rates. Analysing the Strengths and Weaknesses of the Article based on the Thesis Statement The article is well written and easy to understand. The author uses various themes to help readers in understanding the content of the article. Some of these topics include New Zealand organizations and management capabilities, the public sector, private and not-for-profit sector. Likewise, the authors provide in-depth analysis of the country under discussion by comparing it to others in the same region as well as the management challenges it faces. For instance, the authors contend that as a small economy, New Zealand has 4.5 million people and is remote from the global markets. The only industry that is performing well is the dairy sector. Accordingly, in 2011, none of the countrys company featured in the Global Fortune500 whereas Australia had eight and Singapore two (Hutchinson Boxall, 2014: 25). Despite the fact that a majority of multinational companies have their subsidiaries in the country, a small percentage of New Zealand staff provides their services in the company. The country is characterized by various manufacturing companies such as semiconductors, aerospace, and automobiles. However, these companies are very few limiting opportunities for individuals who might wish to specialize in these areas. A majority of consumer and business service are owned by foreigners, especially the banking sector and some parts of the distribution and the retail sector. For all these reasons, it is common for managers in New Zealand to pursue advancement opportunities in other countries with large economies. Besides, lack of advancement opportunities and lack of a specialized role in New Zealand makes it difficult to recruit and retain managerial talent (Hutchinson Boxall, 2014: 38). Regardless these challenges, organizations in New Zealand firms are less bureaucratic and provide their staff with job autonomy and enhanced quality of life. The type of management style practiced in the country is the empowering type because organizations are more informal and sma ller. However, a majority of managers are shifting from this country to Australia where they have achieved great success in the labour market. The strength of the article is that it provides recommendations to New Zealand Chief Executive officers on what they should do to enhance their organizations productivity. For instance, the article points out that the biggest challenges that New Zealand Chief Executive Officers face include managing renewal and uncertainty, managing resources and people, and managing partners and stakeholders(Hutchinson Boxall, 2014: 38). For instance, the article advocates that human resource managers should take part in the design of processes and systems that nurtures and identifies management talent. Additionally, the system should permit managers to create teams in a more uncertain environment. The major weakness with the article is that it fails to analyse the management issue from a global perspective. On the contrary, the article primarily focuses on comparing New Zealand with its neighbouring countries such as Australia. Accordingly, the article does not provide its target audience with mea sures being taken by the country to address the managerial challenges it is currently facing. However, it makes recommendations on what senior managers should do to retain managerial talent. My View Point of What I Believe The article points out that lack of advancement opportunities and lack of specialized role in New Zealand makes it difficult to recruit and retain managerial talent. This is not true because there are various strategies that human resource managers can utilize to reduce turnover and retain employees. Larson et al.(2008: 43) argue that organizations must listen to the needs of their employees and execute retention strategies that will engage and value them. The implementation of these strategies can exhibit a positive and significant impact on the firms turnover rate. Allen and Bryant (2012: 115) outline various reasons that cause employees to leave a company in pursuit of better opportunities. Some of these reasons include employees feeling that their workplace or job does not meet their expectations, or there are minimal feedbacks and coaching. Other causes include mismatch between the person and the job, few advancement and growth opportunities, and employees feeling unrecognized and devalued (Lyons Pastore, 2016: 13). Loss of confidence and trust in senior leaders or overwork can also be a major cause of high turnover in New Zealand organizations. High turnover is quite expensive because organizations are forced to use the extra cash to recruit and train new employees. In fact, it costs three times more to replace someone compared to paying an employee (Johnston, 2013: 35). The increase in cost is because of lost opportunities, lost productivity, severance, and recruitment. According to a study conducted by Soundarapandiyan and Ganesh (2015: 10), it was evident that approximately 50% of newly employed staff leaves their position after two years. Accordingly, 70% of companies argued that high turnover exhibits a negative impact on their financial performance because of the cost of training, hiring, and recruiting a replacement employee. Besides, the current employees have to work overtime until the vacant position is filled. Based on the impact of high turnover on the organization, Fiatte (2015:14) encourages organization to design a retention plan to reduce turnover and retain employees. Example of effective retention methods that organizations in New Zealand can utilize to avoid their managers from seeking opportunities in the neighbouring countries include: Mentoring Organizations should integrate their mentoring programs with a goal-oriented feedback system. The primary objective of doing this is to provide managers and other employees with a structured mechanism to develop healthy relationships and boost employees growth and retention (James Mathew, 2012: 80). Through the mentoring program, inexperienced individuals are paired with the experienced people in a similar discipline with the primary objective of providing performance feedback, developing certain competencies, and creating a personalized career development plan (Ruginosu, 2014: 300). Training and Instilling a Positive Culture in the organization Employees training enhance their sense of value in the organization. Equally, through training, employees are helped to realize their goals as well as develop a solid comprehension of their work requirements (Tandung, 2016:55). Regarding instilling a positive culture, an organization should focus on establishing a comprehensive range of values that acts as a foundation for their culture including teamwork, respect, attitude, excellence, and honesty. Creating an excellent culture helps in keeping and attracting competent employees. Utilizing Communication to Enhance Credibility Regardless an organization size, communication is paramount in maintaining and building credibility. An organization should, therefore, put open communication channels where organizational staffs can share their opinions, suggestions, and grievances. It is also essential for the staff to recognize that they are being listened to by their employer. Providing Growth Opportunities It is important for organizations to provide their employees with software, workshops, and other tools that will help them in comprehending themselves and their career objectives. Equally, employees should be provided with enough job challenges to enhance their knowledge in their area of specialization (Memon et al., 2014: 207). Employees who are provided with growth opportunities commit themselves to an organization that channels its attention on developing their career and investing in them. Showing Appreciation through benefits and compensation According to the article, managers in New Zealand seek new opportunities in other countries because of better remuneration and other benefits. Therefore, to increase retention and reduce turnover, organizations must offer their staffs competitive salaries, health and pension plans, bonus programs, and tuition reimbursement to recognize the important role they play in enhancing the performance of the organization (Nawaz Pangil, 2016: 28). However, organizations need to ensure that the rewards they offer to their employees are meaningful. Whether I Agree With the Article Thesis Statement I do agree with the article thesis statement that productivity problem in New Zealand is attributable to lack of management capabilities caused by high turnover rates. The article clearly states that managers in New Zealand often explore advancement opportunities in larger economies or to international offices. It is normal for employees to seek opportunities in organizations or countries that will provide them with a platform to grow and advance themselves career wise. Conclusion In conclusion, an organization should invest in strategies that help them in reducing turnover and retaining talent. Therefore, it is important for organizations in New Zealand to take into consideration motivation-building approaches in their corporate culture. The involvement of these activities helps in creating an environment that stimulates and motivates employees. Additionally, it is important to provide staff with competitive remuneration and helping them in developing their careers. Applying these strategies will reduce the high turnover among managerial staffs in the country. References Allen, D.G., Bryant, P.C. (2012) Managing Employee Turnover : Dispelling Myths and Fostering Evidence-based Retention Strategies, New York: Business Expert Press Braddock, D.L., Bruiniks, R.H.(2008) Staff Recruitment and Retention: Study Results and Intervention Strategies, Washington, D.C: American Association on Mental Retardation. Fiatte, T.L. (2015) 'Become an employer of choice: strategies to attract and retain manufacturing employees', Plant Engineering, no. 5, p. 14. Hutchinson, A., Boxall, P. (2014) The Critical Challenges Facing New Zealands Chief Executives: Implications for Management Skills, Asia Pacific Journal of Human Resources, vol.52, pp.23-41 James, L., Mathew, L. (2012) 'Employee Retention Strategies: IT Industry', SCMS Journal of Indian Management, vol. 9, no. 3, pp. 79-87. Johnston, M.P.( 2013) 'The Importance Of Professional Organizations And Mentoring In Enabling Leadership', Knowledge Quest, vol. 41, no. 4, pp. 34-39. Lyons, V., Pastore, D. (2016), 'Tools for a Formal Mentoring Program: A Guide Every Mentee in Coaching Can Use', Physical Educator, vol. 73, no. 1, pp. 1-14. Memon, M.A., Salleh, R., Baharom, M.R., Harun, H. (2014) 'Person-Organization Fit and Turnover Intention: The Mediating Role of Employee Engagement', Global Business Management Research, vol. 6, no. 3, pp. 205-209. Nawaz, M.S, Pangil, F. (2016) 'The Effect of Fairness of Performance Appraisal and Career Growth on Turnover Intention', Pakistan Journal of Commerce Social Sciences, vol. 10, no. 1, pp. 27-44. Ruginosu, A. (2014) 'The Importance Of Mentoring In The Knowledge Based Organizations' Management', Management Intercultural, vol. 16, no. 2, pp. 297-302. Soundarapandiyan, K., Ganesh, M. (2015) 'Employee Retention Strategy With Reference To Chennai Based Ites Industry- An Empirical Study', Global Management Review, vol. 9, no. 2, pp. 1-13. Tandung, J.C. (2016) 'The Link between HR Attributions and Employees' Turnover Intentions', Gadjah Mada International Journal of Business, vol. 18, no. 1, pp. 55-69.

Jane Essays - English-language Films, British Films, Jane Eyre

Jane Eyre By Charlotte Bronte Charlotte Bronte's Example for Women Charlotte Bronte, in her novel, Jane Eyre, establishes us with a first-hand account of a women's triumph over hardships. Jain was born orphaned, poor, and grew up in an un-loving home. To add insult to injury, she was a woman in Victorian society; a subordinate position to begin with. Throughout the novel, Jane faces many hardships that truly tested her spirit and integrity. She refused to have her life determined for her, and stayed strong through adversity. By giving us the character of Jane Eyre, Charlotte Bronte gives us a medium in which to feel the suffering and powerlessness of Jane's situations. The first-person narration helps the reader relate more closely to the situation, and the triumph of Jane's character through her adversities is an example for women to live their lives by. When Jane is only ten years old, we are shown a glimpse of her strength of character. Facing much resentment and evil in the Reed house, Jane cannot be degraded much longer, at least without saying something about it, and confronts Mrs. Reed: "I am not deceitful: if I were, I should say I loved you; but I declare I do not love you: I dislike you the worst of anybody in the world except John Reed: and this book about the liar, you may give to your girl Georgiana, for it is she who tells lies, and not I(p.45)." Further portraying Jane's passion and toughness is what she thought right before standing up for herself. Speak I must: I had been trodden on severely, and must turn: but how? What strength had I to dart retaliation at my antagonist? I gathered my energies and launched them in this blunt sentence:- ...(p.45) This is a huge turning point in Jane's life; one that greatly affects her for the rest of her life. After continuing her retaliation at Mrs. Reed, Jane feels over-powered. "Ere I had finished this reply, my soul began to expand, to exult, with the strangest sense of freedom, of triumph, I ever felt."(p.46) This gives Jane a sense of confidence in herself to go out in the world and be what she wants to be. She directly addressed a fear, stood up for herself, and, in the process, gained the strength and fortitude she would need to face her upcoming hardships. Jane grows up with a natural questioning of authority and an independent, un-coercive mind. She was not going to lay down for just anyone, and was always aware of the oppression she was suffering, and where it was coming from. When Helen tells Jane to be less impulsive and just to obey the rules of her school and god more obediently, without questioning, Jane thinks to herself, "I could not comprehend this doctrine of endurance; and still less could I understand or sympathize with the forbearance she expressed for her chastiser(p.66)." When Helen continues to preach about loving your enemies and letting people get away with victimizing you, Jane replies, "But I feel this, Helen: I must dislike those who, whatever I do to please them, persist in disliking me; I must resist those who punish me unjustly. It is natural as that I should love those who show me affection, or submit to punishment when I feel it is deserved(p.68)." This shows a great deal of insight and moral strength on the part of Jane at such a young age. Jane is sympathetic, affectionate, and spiritual, but that doesn't mean that she can be walked over. Jane again faces hardship in her relationship with Mr. Rochester. While taking her shopping and showering her with lavish gifts, Jane feels uneasy. "Glad was I to get him out of the silk warehouse, and then out of a jeweler's shop: the more he bought me, the more my cheek burned with a sense of annoyance and degradation."(p.301) Degradation usually is not a word associated with receiving nice gifts. However, Jane felt dependant and inferior, as the way a child would receive gifts from a father because they cannot support themselves, however, without the blind acceptance and lack of guilt that comes with children. Jane again discusses her relationship with Rochester: "It would indeed be a relief, I thought, if I had ever so small an independency; I never can bear being dressed like a doll by Mr. Rochester..."(p.301) This shows Jane's frustration at not being independent; she has two strikes against her, being a woman, and being poor. She refuses to live in this

Free Essays on Soldiers Home

In the short story â€Å"Soldier’s Home† by Ernest Hemingway, Harold Krebs is a lonely, almost purposeless man who has returned home from war. In the short story â€Å"The Eighty-Yard Run† by Irwin Shaw, Christian Darling is a married ex-football player now living in New York. These two men have many similarities in their lives as well as some differences. Krebs and Darling both had some very close similarities. First, both stories took place during the1920’s. Krebs and Darling both played in some type of field. One was a football field, the other was a battlefield. They both had an interest in women, to say the least. The saddest similarity these two men had was that they both seemed so terribly lonely and complacent after their days on the field. Often, both Krebs and Darling sat at home and let life slip by as they reflected on their past. Krebs would enjoy sitting on his porch at home and watching the young women walk down the street. After losing his job, Darling enjoyed sitting at home drinking and staring at his wife’s paintings that he disliked. I felt badly that both of these men chose to live their lives like that. These men also had some things in their lives that were very different. Darling seemed to have advanced a little farther in life than Krebs. He played football and graduated from Princeton; he also had a rich girlfriend who was very much in love with him. He went on to get a job with her fathers’ company and married his college girlfriend, Louise. He also moved out of his home-town and ended up living in New York City. After Harold’s days in the field, he continued living at home without a job. He seemed very interested in girls but not in actually pursuing them. Harold seemed to want everything to be as simple as possible after fighting in the war. He didn’t really seem to have any motivation. But, Krebs did have a closer relationship than Darling with his immediate family; although at times he ... Free Essays on Soldiers Home Free Essays on Soldiers Home In the short story â€Å"Soldier’s Home† by Ernest Hemingway, Harold Krebs is a lonely, almost purposeless man who has returned home from war. In the short story â€Å"The Eighty-Yard Run† by Irwin Shaw, Christian Darling is a married ex-football player now living in New York. These two men have many similarities in their lives as well as some differences. Krebs and Darling both had some very close similarities. First, both stories took place during the1920’s. Krebs and Darling both played in some type of field. One was a football field, the other was a battlefield. They both had an interest in women, to say the least. The saddest similarity these two men had was that they both seemed so terribly lonely and complacent after their days on the field. Often, both Krebs and Darling sat at home and let life slip by as they reflected on their past. Krebs would enjoy sitting on his porch at home and watching the young women walk down the street. After losing his job, Darling enjoyed sitting at home drinking and staring at his wife’s paintings that he disliked. I felt badly that both of these men chose to live their lives like that. These men also had some things in their lives that were very different. Darling seemed to have advanced a little farther in life than Krebs. He played football and graduated from Princeton; he also had a rich girlfriend who was very much in love with him. He went on to get a job with her fathers’ company and married his college girlfriend, Louise. He also moved out of his home-town and ended up living in New York City. After Harold’s days in the field, he continued living at home without a job. He seemed very interested in girls but not in actually pursuing them. Harold seemed to want everything to be as simple as possible after fighting in the war. He didn’t really seem to have any motivation. But, Krebs did have a closer relationship than Darling with his immediate family; although at times he ...

Analysing strategic position for SMEs Essay Example | Topics and Well Written Essays - 2000 words

Analysing strategic position for SMEs - Essay Example From the Deputy Managing Director of the company Vic Handley, the ground-engineering specialist Van Elle is concentrating on infrastructure and rail as 2015 kicks. Having invested 14.5 million pounds in the past two years in the company’s rail division and 8.5 million pounds is an indication of company-improved performance (Green, Larsen, and Kao, 2008). The financial director of the business, Paul Pearson the rail sector is a recession-proof due to the budgets of the Network Rail. In addition, he adds that there is much to do in those markets that the company is trying to map their investment to their opportunities and growth. From that, it can clearly be that the company is focusing on planning their investment to their growth and opportunities that are good (March 2009). The company is also moving in a positive direction since regional expansion is on the minds of many SMEs, and Van Elle is the company is looking to expand into new areas. The company is also increasing their operations in the burgeoning area of Scotland due to the established services in Wales and England which is a right direction (Kao, Green, and Larsen, 2009). The PESTLE analysis is a detailed view of the environment a business is in. It can also be to a bird’s eye view where the company or a person tries to ascertain certain trends of the market from a macroeconomic perspective. The factors are a primary determinant of strategic development and define how conducive an environment is within which a business struggles to thrive. Therefore, it is important to construct an environmental analysis for Van Elle. The analysis may help to assess several factors in the macro environment and to identify how future issues might affect the company (Haberberg and Rieple, 2007).The primary questions to be for consideration in the Environmental Analysis include; Entails

The Management of Change Essay Example | Topics and Well Written Essays - 3250 words

The Management of Change - Essay Example Change management is an approach which provides a way to transform the organization from present state to desired future state. It is one of the most significant aspects of management which can be regarded as an attempt to ensure that organizations react to the environmental factors in which it operates. Organization change can be implemented in various techniques, such as by altering the mission, strategy, operation, technology, and attitude or behaviour of personnel associated with an organization. It has often been argued that change occurs in an organization due to several forces such as nature of the workforce, economic conditions, competition, social trends, and world politics among others which either relates to the internal or external business environment. Change management is a concept which assists an organization to respond faster to the customer demands. The concept of change management can also be regarded as a theory which tends to motivate the employees of organizatio n to accept the change and execute the organisational process in an effective and efficient manner. Therefore, it can be observed that organisational change management should begin with a systematic diagnosis of the present situation in order to determine both the need for change and the capability of change (Smith & Graetz, 2011). General Motor Company General Motors was established by William â€Å"Billy† Durant in the year 1908. In the year 1920s, with a substantial rise in the demand for automobile General Motors was positioned as a leader of global automobile industry. The company added various brands in its product line such as Chevrolet, Vauxhall, and Opel which in turn helped it to diversify its business all around the world. Chronologically, General Motors built a strong existence in emerging markets, especially in China and Brazil and accomplished its transformation into a solitary global economy. In the modern days, the company continued to grow with electric vehicle technology developing a series of hydrogen motorized fuel-cell notion and demonstration vehicles (General Motors Company, 2012). Nissan Motor Company The Nissan Motor Company was established in Yokohama City in the year 1933 by Yoshisuka Aikawa. Presently, Nissan maintains its prime objective to optimize product development and deliver extremely innova tive technology to its worldwide customers. It is due to this reason that currently Nissan is recognized for its creation of innovative vehicles and service programs all over the world. The company produces multiple ranges of product brands such as Infiniti G, Infiniti G Coupe, Infiniti M and Infiniti EX among others. The products of the company are praised by customers all over the world with its high reliability in terms of quality and price which depicts that the company has been able to attain high level of satisfaction and brand loyalty in its current performances (Nissan Motor Company, 2012). Reasons for Change General Motor Company The General Motor had to

Effective Communication in Building Relationships Essay Example for Free

Effective Communication in Building Relationships Essay Communicating effectively is the most important aspect of any relationship. In all venues the way we communicate can determine if that relationship will be successful, this is certainly true in an intimate relationship, but just as important in business relationships, friendships, and familial relationships. Relationships are defined by how we communicate, and how effective we are at getting our message out, but just as important is how well we listen. Healthy relationships require us to know a bit about ourselves, and be willing to share some of ourselves with others, building that trust element helps determine the intensity of a relationship. Understanding some of these components will help you on your way to developing and maintaining a good relationship. Having good communication skills can mean the difference between success and failure of a relationship. Most relationships that are successful are in an â€Å"equitable relationship† (Myers, 2010, pg. 429). Being aware of some of the barriers to effective communication can help you avoid the pitfalls of bad or ineffective communication. There are several communicating errors that can signal the end of a relationship, according to Hybels and Weaver (2007) some of those are, â€Å"aggressive talk, regrettable talk, criticism and complaints, avoidance, and defensive communication† (pg. 199). Having disagreements are a normal part of any relationship, it is how we resolve those conflicts that can mean the difference between a healthy relationship or one that is heading towards destruction. We tend to fall back on the destructive methods when we have no other tools in our toolbox. Aggressive talk is using language that demeans another; it is calling names, using disparaging words, wearing down the self esteem of the other person. This is so destructive to a relationship; it can at times lead to physical violence. But the most insidious form of communication is indirect aggression, or passive aggression. This is when we consciously commit an act that we know will hurt or upset another. We manipulate the situation to get our way, or get our â€Å"dig† into the other person. This way we do not have to  confront directly, it is very subtle, and can be the real killer of a relationship. It is a way to continue an argument without actually saying much at all. The Los Angeles Times (1997) reported on passive aggressive tendencies in relationships, and gave some advice on how to handle the situation, â€Å"first, realize that you may not be able to get your mate to change his or her behavior, but you can change yours† and â€Å"take control of the sit uation by setting limits, figure out what you can do† (pg. 3). Regrettable talk is saying something, and then wishing you could take it back. I think we are all guilty of this to some extent. We blurt out a remark without thinking, and immediately we regret it. Using regrettable talk can leave others with hurt feelings, and cause them to want to avoid us. I think in relationships it is easy to fall into this category, you know someone so well, and feel comfortable saying just about anything, so you let your guard down, and many times the things we say we wish we could take back. I have commented to my spouse that we talk nicer to our neighbors than we do to each other, and if we wish to continue in a relationship we must be aware of this, and make every effort to think before we speak. Criticism and complaints creep into a relationship when couples have no real tools for resolving an argument. In an article from Cosmopolitan, reporter Laura Gilbert (2007) interviews professionals about some of the consequences from constant complaints and criticism, After a while, you stop talking with those sweet undertones, says Edythe Denkin, PhD, author of Relationship Magic, and sarcasm or negativity can become more common 243 (5). There are different styles of attachment, â€Å"people with negative views of others exhibit either the dismissive or the fearful attachment style† (Myers, 2010, pg. 428). Dismissive is a relationship marked by distrust, and fearful attachment is a relationship marked by fear of rejection. Either types can lead to the end of a relationship. Avoidance and defensive communication are two types of negative methods used to get our point across. When we are unhappy we avoid any discussion, the silent treatment is what a lot of couples use to avoid any conflict. This is counterproductive, and will destroy the trust in a relationship. Many  couples mistakenly feel that arguing is the end of a relationship, but in truth it is when we begin avoiding each other that can signal a relationship is in trouble. David Code from the Christian Science Monitor (2009) writes, â€Å"Just because you seldom argue doesnt mean your marriage is strong, the real silent killer of marriage is distancing yourself from your partner† (pg. 9). He goes on to discuss some possible solutions, and encourages couples to not worry so much about disagreeing, but focus on â€Å"your flight response†, If we can learn to spot the â€Å"distancing pattern in our relationships† we can help â€Å"prevent family problems and divorce† ( Code, 2009, pg. 9). Defensive communication occurs as we are trying to defend ourselves from a comment made by our partner. â€Å"Defending ourselves is dealing with a past behavior; it gives us no time to resolve the problem† (Hybels and Weaver, 2007, pg. 200). In a relationship each partner must get out of the relationship â€Å"proportional to what you each put into it† (Myers, 2010, pg. 428). The best way to fix a problem is to recognize and admit you have one in the first place. In Cosmopolitan, Jennifer Benjamin (2007) gives us some common communication pitfalls, and says â€Å"to avoid these, you first have to recognize them† (pg. 126). The article goes on to list five communication mistakes that we as couples tend to make. One mistake many couples make is leaving out important information. We give our partners some of the needed information, but assume that he or she knows me so well; they will know what I am talking about. So vital information is left out, this leads to mis communication, and hurt feelings. Another area that we have to be aware of is the time we pick to have a discussion. During Super Bowl, or when one is rushing off to work, is not the time to have a discussion. Mistake number three, prefacing our remark with doom and gloom statements such as, â€Å"do not take this the wrong way† or â€Å"do not get mad but† it begins the conversation with a sense of impending trouble, and gets our level of anger ratcheted up. Another common mistake is one many women are guilty of, talking the problem to death; we tend to not get to the point, and feel we have to give every single detail. The article says, â€Å"Men have about three minutes of attention for any single discussion† (Benjamin, 2007, pg. 126). The last area is in giving out to much detail. Again women can be guilty of this; we feel we need to tell our man everything, all our past exploitations, we want to be close to our guy, but too much information can  be as damaging as not enough. If we are to avoid the destructive methods of communicating, we must increase our strategic flexi bility, according to Hybels and Weaver (2007) this means â€Å"expanding your communication repertoire† (pg. 6). The more communication skills we have, the more we can draw on them for any scenario or situation. We will be better prepared to handle whatever comes up, while still getting our message across, in the most effective manner. People who possess these skills have much more flourishing interactions with the people in their lives. When discussing communication between partners in an intimate relationship gender and language must be taken into consideration. The way the sexes communicate is very different. According to Hybels and Weaver (2007) â€Å"women use the language of rapport-talk, men use report-talk† (pg. 117). This means that women are trying to form bonds with communication, and increase intimacy levels, men are letting us know their knowledge and skills in a particular subject area. It is a completely different style of communicating, women are â€Å"building relationships† and men are trying to â€Å"fix the problem† (Hybels and Weaver, 2007, pg. 117). In the book, Why Mars and Venus Collide, author Vanessa Bush researches the differences in brain chemistry that is produced by women and men when under stress, â€Å"biochemistry can also explain why women multitask and men are more single-minded in their focus. Problems occur when men and women misinterpret the different ways t he opposite sex responds to and copes with stress† (pg. 104). Several tips that were offered by the author to increase our levels of communication, women should let our partners know when we need support, and men should listen fully to the problem without trying to fix it. I have researched communication in intimate relationships, looked at a lot of studies, and felt I should put my own relationships to the test. I wanted to see if my emotional intelligence matched that of my husband and my children. I wanted to see if the gaps I perceive in our communication as a family was due to the differences in each of our emotional intelligence quotients. What exactly is emotional intelligence; according to Hybels and Weaver (2007) emotional intelligence â€Å"is the ability to understand and get along with others† (pg. 156). In order for us to get along with others, and deal with their emotions, we must first be aware of our own emotions and feelings. We must learn how to appropriately express, and manage our feelings, and learn some self-control,  and we must learn to recognize and handle the feelings of others. I had each family member take the emotional intelligence test, which was retrieved from the Institute for Health and Human Potential. This ev aluates your emotional intelligence, and shows you your strengths and weaknesses. I took the survey, and I had my husband and my daughter take the survey. My daughter and my husband scored very similar on the quiz, my results were about ten points higher than there score. The results said I have a very high emotional intelligence. The results of the emotional intelligence test reflects my life, I am a high achiever, can be very task oriented, and want to ensure that my work with families shows great results. The quiz said I needed to remember why I do the work I do, not get bogged down in tasks, but remember the reason you chose this line of work. The results said I should take time each day to reflect on what brings me the greatest joy. That really reflects me, I enjoy the work tremendously, but sometimes the day to day tasks that have to get done can make me a bit cynical. I think it also translates into my personal life, I can read people well, and feel I am in tune with their emotions, but some days I just do not take the time to really sit down and listen to those closest to me. I can see this reflected in my relationship with my husband. I am so busy being busy; I do not really pay attention to him, and what his concerns are. The emotional intelligence test scores for my husband and daughter both said they have slightly above average emotional intelligence, with room to grow. It reflects what I see in both of them, they are very sensitive to the needs of those around them, but do not always take time for themselves. The quiz also says they may not always communicate their feelings or needs to others. This is very true, especially of my husband; he does not communicate his needs well, and then he can become angry and distant. The quiz gives areas for improvement for both my husband and my daughter. They are to look at what causes them stress and tension, and how they handle those situations, and try and rid themselves of the negative thoughts that play in their minds. I have seen the destructive results of this type of negative thinking, feeling you are unworthy and unlovable. We now know the results of the emotional intelligence quiz, now what. We must come together and as a family and decide how best to proceed. Having the results of this quiz has opened the doors to communication for my family. We saw in print, what each of us sees  reflected in the other. The communication between my husband and me was bordering on becoming destructive, we both were passive aggressive when dealing with issues. I did not want to argue, so I would let it go, but not really, it stayed with me, and I would do mean things to get back at my husband. I might not wake him up, even if I saw he forgot to set his alarm, and was going to be late for work. I might not put his work clothes in the dryer, even when I see he is running late. It would be little inconsequential things I would do, but over the years they have added up, and we were at the brink of separating. My husband was no different; he was just as guilty of allowing the barriers to effective communicating to come between us. I also have to admit that I saw some of the same communication barriers creeping into my teenage daughter’s style of communicating. I think being aware of a problem is half the battle, when we are honest, and do some self assessing, we can truly begin to make some changes. I decided that since my emotional intelligence results were so different from my husband’s that taking a personality test might be in order. I found a personality types questionnaire, and we both took the survey. The survey was published by Dawn Billings, (2004) CEO and Founder of The Heart Link Women’s Network. The Primary colors personality tool asks specific questions, and you rate yourself from highest to lowest in each category. Once finished, you add up the scores and the one with the largest number represents your major personality profile. I took the survey as did my husband and my daughter. The results were very interesting, the one area I found fascinating was that my husband and I both scored the highest in the same category. It said we were both gentle and understanding, which is true, that we are more interested in being loved than in being right, so we may stay with partners that do not treat us well. There have been times in this relationship where I felt I was being mistreated, and my husband has admitted that he has felt the same at times. It also says we may put the needs of others above our own needs, this is very true, and was also reflected in our emotional intelligence test. The tests also said this personality type over commits themselves, and not leave room for those closest to them. This has been a real issue in my marriage; I am so driven by work and school that I forget that I have a husband and a daughter who needs me. Since taking these surveys, the gaps in our communication has closed dramatically. My husband  was open to taking the test, which surprised me; I thought he would balk at doing this. He was as surprised as I was with some of the results; it opened the door for us to begin really talking about issues, as a family, and as a couple. There is more work to be done, taking a couple of quizzes cannot erase years of bad, and ineffective communicating. The pain is there from years of misunderstandings, and from the communication barriers we placed in our paths, but what has happened is the willingness for us to come together as a couple, see what needs to be worked on, and begin that process. Communication skills are vital for any relationship, both personal and professional. This journey has made me aware that I spend a great deal of time working on my professional relationships. I am very careful of how I phrase my comments to coworkers, I am cautious of hurting feelings, or of being misunderstood. I think about what I have to say to a coworker before I actually say it; I try and take into consideration their feelings. But I am not always as conscience at home of the impact my words will have. Communicating effectively is a skill, one that takes work and practice. It also requires that at times we must do some self assessing, see where our strengths are at, but also admit where our weaknesses are at, and begin the process of reducing those barriers. This is the only way we can be both effective at work, and at home, and have a happy, healthy relationship. References Jennifer Benjamin. (2007, October). 5 Talking Mistakes Most Couples Make. Cosmopolitan, 243(4), 126. Retrieved March 21, 2010, from Research Library. (Document ID: 1394182521). Billings, D. (2004). Primary color personality tool. The Heart Link women’s network. Bush, V.. (2007, December). Why Mars and Venus Collide: Improving Relationships by Understanding How Men and Women Cope Differently with Stress [review of Why Mars and Venus Collide: Improving Relationships by Understanding How Men and Women Cope Differently with Strss]. The Booklist, 104(8), 4. Retrieved March 22, 2010, from Research Library. (Document ID: 1402448851). David Code. (2009, February 13). How emotional distance ruins marriage. The Christian Science Monitor,p. 9. Retrieved March 21, 2010, from ProQuest Newsstand. (Document ID: 1644399621). Laura Gilbert. (2008, September). Couples. Cosmopolitan, 245(3), 145. Retrieved March 21, 2010, from Research Library. (Document ID: 1529579221). Hybels, S., and Weaver, R. (2007). Communicating effectively (8th ed.). Boston: McGraw-Hill. Institute for Health and Human Potential. (March, 2010). Emotional intelligence. Retrieved March, 21st, 2010, from http://www.ihhp.com/quiz COMMITTMENTS Caught Up in a Cycle of Nagging, Ignoring :[Home Edition]. (1994, July 25). 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