Discuss the positive and negative impact of globalisation with Essay

Discuss the positive and negative impact of globalisation with reference to two contrasting countries. (India and the United Sta - Essay Example This essay identifies the positive and negative impacts of globalisation as they pertain to India and the United States. India India is considered a developing economy that has recently experienced explosive gains in relation to skilled labour provision and development along with a boastful technological prowess (samachartoday.com, 2011). Much of this positive growth in technological know-how seems to stems from market opportunities that provide the country with increased foreign direct investment as it has been identified as a need to sustain growth in India (business.rediff.com, 2010). According to Yusuf, Altaf & Nabeshima (2004), foreign firms have been looking for new market potential in this developing nation and have been willing to invest considerable capital into assisting the country in further technological developments. These interested firms in areas of sales and marketing and finance have assisted in raising capital for domestic Indian firms and provided considerable lab our-related expertise in multiple industries (Yusuf, et al). Globalisation is the catalyst for these improvements as foreign firms look for developing marketplaces to distribute their products. Higher demand in global automotive consumption has also improved the infrastructure of Indian business, thus giving the country more opportunities to improve their own transportation network. Since many of these demanding consumers hail from geographically-close regions, such as China, India now has opportunities to expand their port system to improve the delivery efficiency and supply chain capabilities for automotive companies and related industries. India, in order to meet this demand and earn higher profit through the transportation system, has created a dedicated port terminal that increases the speed by which automotive products are off-loaded, thus making India an ideal location for supply chain-related distribution (portstrategy.com, 2008). Globalisation in relation to global consumer sales has given India considerable advantages and better relationships with automotive manufacturers worldwide. Meanwhile, India has improved its educational infrastructure as well, thus providing its labour pool with more talent as it is related to technology and software development (Commander, Chanda, Kangasniemi & Winters, 2008). Much of these improvements were built on the foundation of American and European outsourcing efforts in relation to call centre development that evolved over time (Warne, 2011). As the government witnessed better increases in job opportunities, thus creating more disposable consumer income, more funds from political forces have been invested into improving educational capacity within the country. However, despite all of these improvements, India has some drawbacks in relation to the impact of globalisation. The foreign funds flooding the country from interested direct investors has made the government somewhat lax in identifying new opportunities and r emained dedicated to capital gains. What this has created is a drop in stock value for companies not related to finance and capital growth, thus weakening the financial position of certain industries (Merchant, 2006). India is not

Describe a SPECIFIC room Essay Example | Topics and Well Written Essays - 500 words

Describe a SPECIFIC room - Essay Example There is multimedia equipment also present in the room and is put at the top, close to the ceiling, because it is a very expensive item and can get damaged. There are about 6 rows and each row has six chairs. Thus the class can accommodate more than 30 students. The desks are also movable but are vey heavy to actually be moved around. There is a computer lying in one corner on which multimedia slides are run. The door is on the right top corner of the room and is big enough to let 3 people pass at a time. The windows are full length both on the right and the left. The right ones overlook the garden, while the left ones open in the hallway. Lighting is considered an important component of good classroom design and attention has been paid to this. There is adequate artificial lighting that complements natural light coming from big windows. The classroom is roomy, adequately illuminated and clean. Interestingly there is only one door for such a big classroom. This must be because of the architecture and also because a back door can make it easier for students to sneak out. There is rostrum where teachers make their lectures but no teacher stands still behind the rostrum. They keep moving around and pacing the room to make the class more interested in the subject.

Single Market Essay Example | Topics and Well Written Essays - 2250 words

Single Market - Essay Example The focus in this paper is on Single Market, also known as the Internal Market, a very well-known European Union project with an objective to mold Europe into a single economy and create free trade within the union. This influential project encompasses European Customs Union, the single currency and other policies which are proposed to unite the economy of EU into a single unit. It was in 1957 when the Treaty of Rome was established to provide the conditions for the economic community which includes progress of internal market, single agricultural policy and the structure of the institutions of European Community. The Treaty of Rome introduced the concept of qualified majority of voting. The Treaty of Rome set out four freedoms in Europe which include freedom of movement of goods, to provide services, of capital and of people. It was in 1968 when European Customs Union was created to further establish the provisions of the treaty. The creation of this treaty marked the end of the NTB s or non-tariff barriers. After the creation of this treaty, there was a clash between laissez-faire and interventionist as well as between regulated capitalism and neo-liberalism. In order to further take step in creating a single market, the European community created a policy of harmonisation to reconcile the differences in national regulatory practices and to create more common rules. However, this policy did not fully succeed because of complexity of the processes including Non-Tariff Barriers, the decision rule of the majority and lastly, it posted low political interest from the member states. (â€Å"The Single Market†). This common market or harmonisation was created by the Treaty of Rome in order to eliminate trade barriers and to ensure economic progress among the member states. The achievement of the full implementation of the policy did not succeed largely because of the selection of detailed legislative harmonisation (â€Å"European Parliament†). Since the member states wanted to have everything voted unanimously, harmonisation became very difficult to achieve. The European Court of Justice and Mutual Recognition In order to develop the purpose of creating a unified market in Europe, a crucial step was made by the European Court of Justice. The principle of mutual recognition was created to guarantee the free movement of goods and services. However, this principle does not require all members of the union to have a unified legislation. Both goods and services cannot be banned from sale on the territory of another member states except if there overriding of general interest such as health, consumer protection and protection of the environment (â€Å"The Mutual Recognition†). Aside from this very simple provision, it must be noted that the rules of the member state of origin of the goods and services must prevail. This is considered a practical and influential tool for an economic integration without sacrificing the local, regio nal and national tradition ( â€Å"The Mutual Recognition†). Though there is a move to integrate the market into a single market, the community still wanted to retain the diversity of the products and services offered by the member states. This crucial step promoted common reciprocity of standards than harmonisation policy. It is said that member states can only call upon national restrictions, traditions, customs and control free trade in areas considered not mutually equivalent (â€Å"The Single Market†). Neoliberalism and the European Union According to Hermann (n.d.),

The underrepresentation of women in science and engineering is the Essay

The underrepresentation of women in science and engineering is the result of innate differences in aptitude and interests. Agree or disagree, with reference to relevant evidence - Essay Example This researcher claims that such is a farce and is untrue. Far from the decadence of the past, women in this millennium has given much participation in labor, construction, decision-making, legislations, research, science, aviation, military service and in endeavors that require calculable minds. The oppressive condition within the society and even within the confines of homes dialectically encouraged them to reclaim those rights to attain education, to become part of the national workforces, and to become significant partners for societal development. To have a global glimpse of women’s space, Index Mundi reported that the world has global population of nearly 7 billion people, of which, about 88.3% males and 79.2% females from aged 15 above have attain a certain level of literacy (Barrientos & Soria, 2012). It’s also reported that there are about 793 million illiterate populace are in Bangladesh, China, Egypt, Ethiopia, India, Indonesia, Nigeria and Pakistan (Barrientos & Soria, 2012). Data further unveiled that most those who are unable to attain degree of education are women comprising about 2/3 of such populace who are concentrating within the regions of Arab states, South and West Asia and Sub-Saharan Africa. While this is a challenging fact confronting the world’s educational system, there is however some significant changes in the ratio of women enjoying degrees on science, math and engineering. The Committee on Science, Engineering and Public Policy [CSEPP] (2007) for instance, cited that in Vancouver from 1974 to 2004, women comprise one-third of doctorate in 50 leading chemistry departments; 27% form mathematics and statistics, and one-fourth in physics and astronomy (p.14). There were also one-fourth of women who garnered doctorate degrees in chemical engineering and 15% in general engineering course (CSEPP 2007, p. 14). The same institution observed the while there were many women who

Environment and Climate Change Essay Example | Topics and Well Written Essays - 1750 words

Environment and Climate Change - Essay Example This programme will focus on all the issues related to the environmental concerns such as resource management, energy conservation, pollution etc. The complete duration of the programme will be five years i.e. from 2011 to 2015. The activities involved in this programme will be divided into different phases. Each phase will be followed after a period of six months from the preceding phase. This phase will start from January 2011 and the first six months will be directed towards the awareness as well as the implementation of the activity. In this phase, the management will encourage the use of recycle bins throughout the university. It can be possible by placing more and more recycle bins around the campus as it will help reduce and recycle the organic waste. It will also create a habit of recycling the wastes in the minds of the individuals. This phase will introduce the ‘green transport’ idea with the collaboration of the transport companies and will be introduced by July 2011. The idea is to discourage the use of private cars and single occupancy car journeys. It encourages walking, cycling and the use of public transport for travelling purposes. This can be done by offering cheaper bus rates to the students as well as the faculty and other staff members. The third phase will begin from January 2012. In this phase, the university will support the students in bringing their own cutlery for tea/ coffee etc. This will help in reducing the number of disposable cups available in the canteen as well as in minimizing the costs involved in the purchase of the disposable items. This phase will start from July 2012. In the fourth phase, the individuals will be asked to bring their own reusable bags for shopping and other purposes to promote an eco-friendly environment. It will not only save a large amount of money used for

How Traditional Family Cultural Survive in the Future Essay Example for Free

How Traditional Family Cultural Survive in the Future Essay Traditional businesses are essential and important for a country. These reveals the lovely culture and habits of nation. These are the most attractive places where foreigners visit whenever they arrive to the land. Foreigners also buy traditional products which is difficult to be bought in their places and be placed at their home for their arrival and remembrances of the places where they visited. Not only for foreigners but also for local people, traditional products show how a person love culture and tradition of that nation. They play an important role in the standard of nation, so it is impossible for them to be disappeared although they get a little way to success. When a country becomes more developed, there is a lesser number of traditional business. The other business are favored and traditional businesses are transformed into these businesses because they are relatively more easy to succeed and can get more profit. Traditional businesses are made by humans and cannot be substituted by others. Therefore, they are too expensive for basic people to buy and use them. The other substituted things are processed by machines and standardized. They produce in large quantities and get economy of scale and can be sold in low price. The basic choose the cheaper one for their daily use how much they love their tradition. But the country is based on basic class, not on upper class. The demands go down and traditions have to depend on foreigners and upper class, especially. There is a little chance for every traditional culture business to survive although it cannot be disappeared from the market. All have to transform and innovate new things. Their management style, production process orientation have to be upgraded. Almost all traditional businesses are sole traders. Their finances, profession and ability to do are limited. Only the person who leads the business decide what to do, how to do and who have to do. The other member are not included in the decision, the other members of the family or the floor workers. They have to change this because ones profession is limited, the decision may be very fast but may not be as good as one deciding by many. They do not have any accurate documents. Some only have Cash Book, Debtors book and Creditors book. They never draw any financial statement and never check their income and expenses. Some firms may not have any of these, they keep the cash to the drawers when something is sold. And at the end of the day, they keep it to the drawer. And also their pricing, they set the price above the cost of production. Prices are not set stable. Customer has to have full knowledge to get goods with right price. The production processes are made to be smooth. Not all the processes let human make. Making traditional things must be made by human but aided by machine. It can lessen time, make lower cost of production and can control the quality. Machines are more accurate than human. For example, in the process of making pots, they are fired with woods by humans. Instead of this ovens can be replaced. They can be fired with accurate temperature and woods do not need. It can lessen the cost and wages can be reduced. To do these, technology is the key point. Nowadays, we do business in production orientation. We do the best, but we do not know what the customers need, we do not find what they want from us. We have to change into marketing orientation. We must find out what customer needs, how can we fulfill their wish. We have to research on the market. People are bored when they get the only one thing. They always want newest thing, they always seek in us. We have to make innovation based on the tradition. It is important to have great care not missing tradition. foreigners are main customers for the traditional market. Although we can produce the products, we are weak in market distribution. so, we should need organization to improve traditional business. we should make internet website about traditional business. we should make knowledge distribution of tradition to the local. we should connect with travel tourism .so ,they introduce to visit our industry. And we explain the production process step by step thoroughly .we should create the design update. In traditional job, main problem is rare raw material. If we meet this problem , we should think the another way to substitute with other.

Describe what leadership is and all the relevant leadership styles

Describe what leadership is and all the relevant leadership styles There are various definitions and concepts by a variety of people it comes to defining leadership. According to G a Cole leadership is a dynamic process in a group whereby one individual influences the others contribute voluntarily to the achievement of group tasks in a given situation. Leadership engages other people, for example subordinates. The role of the leader is to direct subordinates towards set goals or aims and objectives of the group or the business. Subordinates help define a leaders status by how much there are willing to listen and accept direction from the leader. Weak leaders tend to have no respect from group members and find it hard if not impossible to direct them. Leadership involves an unequal division of power between the people or person in charge and group members. This allows order and coordination within a group or organisation if there is one clear leader, employees will know who to refer to for confirmation on decisions or when problems arise. It should be noted however that some employees are note entirely powerless; they do contribute and shape activities in the group in various ways. If a group is to be highly effective and successful every member needs to contribute and play a part form start to finish, but more power usually concentrated in the hands of the leader. Different leaders have different forms of power; reward, coercive, legitimate, referent and expert power. Reward power is formed on the leader having the skill to reward group members for getting instructions done and achieving set goals. Employees are more likely to work harder if they know their efforts will be recognised and rewarded. Rewards could include promotion, pay rise or a bonus. Reward power is highly used in the workforce as a form of disciplining and motivating employees. Coercive power is formed on the leaders capability to make subordinates accountable for not achieving objectives or getting their job done on time. Through coercive power subordinates are aware that failure to meet job requirements might lead to tell off or job loss. Legitimate power is a form of formal authority, it usually comes with the job. Under legitimate power employees recognize the fact that the leader has the authority to exercise influence over them. In many cases employees are obliged to accept this power and failure to concur will mostly result in them being reprimanded or made redundant. Expert power is formed on the principle that the leader has the significant skills and expertise that other members in the group do not. Subordinates are more likely to respect, accept and acknowledge the leaders authority and leadership if they are know he/she is more experienced that there are in that field. Referent power comes from the other group members desire to be like their leader. This type of leadership usually links with charismatic and pragmatic leaders. James A F Stoner notes that possession of some or all of [the above powers] does not guarantee the ability to influence particular individuals in specific ways. A leader may have subordinates approbation as a specialist but still fails to motivate or make them more corporative in the workforce. A good leader must have the capacity and skills to draw upon and use the various forms of power to be able to influence employees. Good leaders must possess the power of influence if employees are to do the work that is required of them, on schedule and in some cases on budget. As a individual a leader must be able to look ahead, identify how to get ahead and guide colleagues ahead. For a leader to be successful according to Tim Hannagan he/she must share common goals with those around or have the skills to steer group members towards their way of thinking. Employees must intern momentarily give up their own views in favour of the leaders and the rest of the group, listening to other group members and compromising. Although employees go about different ways in achieving company objectives à ¢Ã¢â€š ¬Ã‚ ¦they accede to the preferences of the leader in exchange for the rewards they expect to receive as a result. Tim Hannagan 2005. Effective leaders motivate their employees by convincing them that the aims set for them is the best way to get the job done and will provide a better result. Happy employees work hard and are more likely to achieve the common objectives of the business or group. Leaders are in charge of employees under them therefore responsible for them and their actions in the workforce there are held accountable for the success and failure of their team. The accountability makes it comparative that the leader makes the best decisions, manages the team and communicates effectively with employees in such a way that action is taken and unneeded costly mistakes that could cost the leader, team members or the organisation avoided. Leadership involves avoiding obstacles and if they should arise overcoming them in the most cost effective way possible. The business environment as shown by the unexpected financial crisis is very unpredictable, so leaders need to be pragmatic and innovative if there are to survive and stay on top is an economic, technological and social environment that forever changing. The 21st century static business environment is rapidly changing and leaders need to evolve with the times if there are to retain employees and be successful. According to Hannagan leadership can be seen as performing the influencing function of management largely involved with establishing gaols and motivating people to help achieve them. In management there are various leadership styles and different leaders fall under different styles. Good leaders tend to use a style of leadership in response to the workforce or situation concerned to achieve the best result possible. There are old and modern styles of leadership, including; Transactional, Transformational, Participative and Situational Leadership. 1.Situational Leadership Situational leadership is ..an approach to determining the most effective style of influencing, considering the direction and support a leader gives, and the readiness of followers to perform particular tasks. David Buchanan, 2004. Situational leaders should be able to change their leadership style in response to the teams developing or changing behaviour, for example experience or willingness to accept responsibility. Blanchard and Heresy (1982) believe the maturity of the employee determine the leadership style of the leader, they believe that employer and employee relationship move through four stage. As employees become more experienced and skilled, the employer will need to change his style of leadership to motivate and take advantage of employees new found skills to make the team more effective, The Situational Model of Leadership SOURCE : OBNotes.HTM by WILF H. RATZBURG D1: LOW COMPETENCE HIGH COMMITMENT D2: SOME COMPETENCE LOW COMMITMENT D3: HIGH COMPETENCE VARIABLE COMMITMENT D4: HIGH COMPETENCE HIGH COMMITMENT As the diagram above shows the situational model of leadership has four stages : Phase 1 Directing . New subordinates are instructed in their tasks and the corporations procedures and rules. In the initial phase employees are given a lot of tasks by the leader. Subordinates are trained in their tasks as they are being familiarised to the organisation. They are told what to do, when and how to do given tasks. this is arguably a good and effective way to introduce new employees as a non directive [leader] would cause anxiety and confusion in new.. employees whilst a participatory, high relationship behaviour approach would à ¢Ã¢â€š ¬Ã‚ ¦be inappropriate at this stage because the [employee] requires structure. James A.F Stoner, 1995. Phase 2 Coaching. In phase two there is more relationship behaviour than in stage one as subordinates become more accustomed to their job and the business. In this stage the participatory leadership style can be adopted as employees are considered to want more responsibility. Employees are more likely to seek more responsibility as they have become accustomed to the environment including how their leader wants tasks handled and completed. Task behaviour however remains necessary as employees still need structure to complete their work. The leaders trust and support for subordinates will increase at this stage as the leader becomes familiar with the team and wishes to encourage their efforts further. Phase 3 Participating. At this stage subordinates are more skilled and achievement motivation becomes mote noticeable which will lead to subordinates seeking more responsibility. As the employees become more experienced the leader will no longer need to strictly direct employees, in most cases skilled employees dislike autocratic leaders as they feel there are experienced enough to carry out certain task without strict supervision. There is a lot of interaction and support but little direction and task behaviour. The leader should however continually motivate employees by being supportive and considerate, if he/she is to bring out the best of employees. Phase 4 Delegating. High levels of delegation from the leader as employees are more confident, experienced and self-directing. Kenneth and Heresy feel that at this stage an employee no longer expect direction from their leader. There is less task or relationship behaviour. Under this leadership style leaders should constantly assess employee experience, motivation and ability to decide on which style is appropriate under changing conditions. If the leader chooses the most effective style there should be able to develop subordinates professionally and at the same time motivating them. The ability to be able to shift leadership styles is arguably a skill any good leader should possess as leaders are faced with different evolving situations on a daily bases. Leaders who are trained to flexibly use various leadership styles when faced with changing situations use the situational leadership style effectively as they know when to adapt or change to a different style. Leaders who are not trained to be flexible are likely to be more effective in situations that match their style of leadership. Failure to adapt will cause the leaders team to lack direction and to be less effective than if they had a flexible leader. 2. Participative leadership Participative leaders have total trust and confidence in employees. Leaders will always ask employees for ideas and opinions and then constructively use the ideas to further the groups or the organisations success. There is a lot of communication between the leader and employees and employees will be rewarded for their participation in the group. Being involved in the process of decision making help motivate and make employees more committed to their job and the business. When faced with unexpected problems employees are more willing to help as they no their input will be taken into account. Involving a group of people in the decision making ensures a better outcome, as suggestions are thoroughly analysed before the final decision is reached. Group decision making also unites employees as the social commitment amongst the group members is greater. Employees are more likely to corporate and come up with new ideas if they feel comfortable with the people around them. Leaders who adopt this style of leadership when operating usually have the greatest success as leaders. Businesses that use the participative style of leadership could be said to be the most successful in setting goals and achieving them and are also usually more productive. The success is due to the degree of participation and the maintenance of employee support for one another and from the leader. Participative leaders can improve the businesses effectiveness by using the skills, experience and knowledge of the workforce. Employees who feel and are involved setting business standards are more likely to feel ownership for the decisions made and tend to: Accept the legitimacy of decisions reached with their help; Accept change based on those decisions; Trust managers who ultimately ratify and implement decisions; Volunteer new and creative ideas and solutions. [David Buchanan 2004] It should be noted that it is the leaders choice to give or deny control to surbodinat6es under his control. Although an organisation might require their its leaders to use this type of leadership style, a manager might chose not to use it as effectively as they possibly can as they might feel involving subordinates in decision making might threaten their job position. The level of employee participation also depends on the sort of decision being made. Subordinates are usually involved when deciding on how to put goals into action, whereas employee evaluation on those decisions is done by the leader. Participative leadership is highly democratic and empowers employees. 3. Transactional leadership A transactional leader is à ¢Ã¢â€š ¬Ã‚ ¦a leader who treats relationships with [employees] in terms of an exchange, giving [employees] what they want in return for what the leader desires, following prescribed tasks to pursue established goals. Transactional leaders perceive their association with employees in terms of bargains; they believe that employees are motivated by reward and punishment and not their willingness to work. Transactional leaders aim to create clear structures, where employees know exactly what they are expected to do. These type of leaders believe that social system are more effective with a clear chain of command, when employee are expected to yield all authority to their leader. Leaders who use this leadership style decide what subordinates need to do to attain their own and the corporations aims and objectives and help subordinates become confident in believing they can achieve the set aims and objectives through hard work, but employees are expected to do what they are told by the leader in all cases. Failure to comply with leaders instructions will lead to formal discipline which might result in job loss. As soon as a potential employee becomes an employee it becomes transparent the leader is in charge and in control. Employees who are successful under transactional leaders are usually the ones that follow orders Transactional leaders deem employees to be completely responsible for their work despite their skills, experience or resources. Subordinates are expected to take full responsibility for their work, success will be recognised and rewarded while failure is seen to be personally the subordinates fault despite internal or external influences that might have contributed to objectives not being met. Leader who use this type of leadership style believe that employees require little attention if they are meeting expectations or operating as expected. There is a variety of leaders that use this type of leadership. The leadership style might be effective with employees who are used to an autocratic leadership style and who work well under strictly structured conditions. The success of the leader is assured when the leadership style aligns with the work environment. Employees who are highly skilled and experienced are likely to despise and be unhappy under this type of leadership if it is constantly being used by the manager as they might feel they have more to offer to the business and will therefore despise being constantly told how to their job. Unhappy workers are unlikely to perform to the best of their ability and find a new job else where. .