Effects of Employee Rewards on Organisational Commitment

Effects of Employee Rewards on Organisational Commitment CHAPTER 1 INTRODUCTION 1.0 Overview In any organization, employees rewards usually given to attract, motivate and retain the employees to stay longer and contribute a good quality services to ensure the successful of the organization; in other words, rewards play an important role in creating, building and maintaining the commitment among employees with the purpose to ensure high standard of performances and workforce stability. According to the individual organizational exchange theme, individuals enter the organization with special qualification and skill, desire and goals, and expect in return a work setting where they can use their skill, satisfy their desire, and achieve their goals (Mottaz, 1988). At the minimum, employees expect their organization to provide fair pay, safe working condition, and fair treatment. (Beer, Spector, Lawrence, Mills, Walton, 1984). It simply implies that employees offer or increase their commitment when organization meets employees expectation regarding fulfillment of their important needs. Thus, the exchange perspective explains organizational commitment as a function of work rewards and work values (Lambert, 2000; Mottazz, 1988), and suggests the importance of work rewards for continuously encouraging employees. According to exchange theory and reciprocity norm, employees repay the rewards received from organization through increase commitment to the organization, which re-enforce the exchange prevalent in the employee employer relationship in a mutually beneficial manner (Blau, 1964; Haar and Spell, 2004). In addition, Vroom, V.H (1964) maintained in his expectation theory that everyone works in expectation of some rewards in both spiritual and material. In the other words, the level of reward influences the quality and the quantity of work, and will response on their commitment to doing the job in the workplace. Therefore, this paper will study the relationship between various type of rewards (extrinsic/intrinsic) received by the employees and the component of organizational commitment (affective, continuance and normative) focusing on hypermarket (retail industry) in Kota Kinabalu. 1.1 Research Problem Over the last two decades, much research has explored issues related to effects of employee benefits or rewards at individual levels. On the whole, most studies explored the impact of employees benefits or reward on turnover intention, satisfaction, productivity, mobility, attraction, retention also motivation. Little is known about whether rewards or benefits have impact on organizational commitment, specially in hypermarket (retail industry) in Malaysia context. Meyer and Smith (2000) had found out that despite the vast literature on job atttitue, the issue of commitment still remain ill-defined and ill-conceptualized. Reseachers argue these dissappointing reseach outcomes are due to a ‘lop-sided approach towards the study of commitment, which conceptualized as a uni-dimensional construct (Mowday et al., 1982) whereas commitment is actually found to be multidimensional construct comprising three components (Allen and Meyer, 1990). Thus, the relationship between rewards and commitment also required further attention because majority of studies have based their approach solely on the affective component of commitment, negleting the other two; continuance and normative (Dunham et al., 1994; Meyer and Smith, 2000). It is argue that reseach is required to explore further the entencedents, especially, with regard to normative and continuance commitment (Allen and Meyer, 1990; Dunham et al., 1994). Previous study by Neeru Molhotra at el (2007 ) tends to fill the gaps in the existing literature by doing the comparative effect of extrinsic and intrinsic rewards on the three components of commitment. However, as mention by reseachers, the possible differential antecedent of the three component model of commitment should continue to develop (Culpepper et al., 2004, Hacket et al., 1994; Meyer and Smith, 2000 ; Neeru Molhotra, Pawan Budhwar and Peter Prowse, 2007). Furthermore, it is essential for top management also to understand which rewards mean the most to which employees, given that the bases of thier commitment are distinct. Nevertheless, the great of the greater understanding of this organizational phonemenon increase daily. The major driving force behind this continue recognition of commitment in the management literature for more than three decades is that is often seen as the key of ‘business success (Benkhoff, 1997). The retail industry has always suffered from high employee turnover rates. High employee turnover is costly to retailers not only because it increases administrative costs in recruiting and training employees but it also reduces the operational capability of the retailer. Good et al (1988) had noted that the retail industry has one of the highest turnover rates at 30 percent. Turnover rate among retail management trainees, the entry position for retailing graduates, had been especially high with one study reporting the employee turnover rate as high as 49 percent. Yet, as Akehurst et al (1995) had noted, despite the importance of personnel issues in the retail industry, retail employment is a comparatively under-researched area. It had been suggested that high employee turnover in the retail industry is the result of the unique human resource environment in the retail industry. A career in the retail industry is not appealing to many workers. Coupled with the need to employ large numbers of workers in the industry, the retail industry is forced to employ large number of workers who are not motivated or interested to remain in the industry. This has resulted in high employee turnover rates in the industry. This statement was admitted by HR Manager of Giant and Servay Hypermarket, theyve said that turn over rate in their hypermarket quite high where employees reported in and out monthly. Meanwhile, these day one of the major problems by all companies is the lack of the total commitment from their employees. In Malaysia for example, it is comman complaint that employees are no more loyal as they used to be in the past. As a result of lower commitment, employees leave their companies for slighty higher pay. And to cope with this problem, they have to adopted many programmes and strategies, which tries to restore employees commitment. Higher salaries can increase the attractiveness of a job, including in the retailing job (Swinyard et al 1991). To motivate employees, retailers should review their reward policies and ensure that they are still competitive (Levy et al 2001). Base on above analysis, this study tends to examine the relationship between various intrinsic and exrinsic rewards and three component of organization commitment, taking the multidimensional perspective of commitment in retail industry which is hypermarket in Kota Kinablu area. 1.2 Research Question The study aims to understand the relationship between rewards and organizational commitment among workers in hypermarket (Kota Kinabalu). Accordingly, few main research questions are examined in the research; Is there a significant relationship between extrinsic rewards (working condition, pay satisfaction, satisfaction with fringe benefits and promotional opportunities) and organizational commitment (affective, continuance and normative) among workers in hypermarket (Kota Kinabalu). Is there a significant relationship between intrinsic rewards (supervision, training and feedback) and organizational commitment (affective, continuance and normative) among workers in hypermarket (Kota Kinabalu). 1.3 Research Objective Based on the assumption that employees rewards tend to attract, retain, and motivate employee, which eventually increase employee commitment, the purpose of this study are; To examine the relationship between extrinsic rewards (working condition, pay satisfaction, satisfaction with fringe benefits and promotional opportunities) and organizational commitment (affective, continuance and normative) among workers in hypermarket (Kota Kinabalu). To examine the relationship between intrinsic rewards (supervision, training and feedback) and organizational commitment (affective, continuance and normative) among workers in hypermarket (Kota Kinabalu). 1.4 Scope Of The Study The retail industry is used in this study to measure the relationship between rewards and organizational commitment in the industry. This is because; retail industry is the most important sector in terms of volume and value. Retail has been one of the most active sub-sectors in the Malaysian economy, also the second biggest contributor to the national GDP, contributing RM31,081 million (AUD14,603 million) in 2000 (Eighth Malaysia Plan, 2001). Based on Euromonitor‘s Retailing Report in Malaysia (2008), four main retail formats are hypermarket, supermarket, convenience store, and traditional grocery store; however, this study will only focus on one of retail format which is Hypermarket. The study was conducted in the Kota Kinabalu area using non probability and convenience sampling. Kota Kinabalu was chosen due to the number and large variety of choice of formats available and also its highly dense population in Sabah. 1.4.1 Retail Industry in Malaysia The rapid expansion of the Malaysian economy over the last few decades, combined with external and social influences has led to a boom in the retail industry. Consequently, the retail industry in Malaysia is highly fragmented, as there are a lot of retailers entering the competitive market each year. Retail in Malaysia is wide-ranging; from department stores, hypermarket, supermarkets and mini markets, specialty shops, convenience stores, provision stores, pharmacies, medical halls, direct sale, wet market stalls to pavement shops and petrol kiosks (Seventh Malaysia Plan, 1996). Such variety reflects the changing demands and expectations among consumers for better quality products and services. The retail environment in Malaysia has undergone a continuous and marked change over the decades. New facilities ranging from supermarkets and superstores to retail warehouses and convenience stores have been added to the retail landscape, much at the expense of the traditional shop houses. The retail sector has been very active in the last few years due to the strong economic growth which had led to an increase in income levels and spending power. Furthermore, Malaysia has become a prime target for foreign investors like the Japanese, Americans and Europeans. Participation by foreign investors will support the industry by introducing future products for the higher quality of life as well as environmentally-friendly products. 1.4.2 Definition of Retail Retailing refers to all activities directly related to the selling of small quantities of goods and services, at a profit, to the ultimate customers for personal consumption and non-business use (Mohd-Said, 1990). Guy (1980) for instance has categorized retail trade into three groups: (a) convenience goods which include groceries and daily provisions; (b) shopping or comparison goods which refer to relatively more expensive items bought at less regular intervals; and (c) specialty goods which are unique items that appeal to customers of the higher income level. Goldman and Hino (2005) have divided the retail trade depending on size large scale or small scale. The 13 small scale retailers are also referred to as the traditional retail store where they include the single propriety stores, wet market, and mini market. Whilst the large scale retailers, which are also known as the modern retailers include superstores, department stores, hypermarkets, and discount stores. Nevertheless, according to Miller and Layton (2000), many stores can still be grouped into the following retail types; A department storecarries a wide variety of shopping and specialty goods, including apparel, cosmetics, house wares, and electronics products. Some departmental stores even attached a supermarket. A superstore or hypermarketis a very large store that aims at meeting consumers‘total needs for routinely purchased food and non-food items. It carries personal care products, alcoholic beverages and tobacco products, stationary and sewing supplies, hardware items, garden products, some clothing some leisure-time products and offers household services such as dry cleaning, laundry and shoe repairs. A discount storeis a retailer that competes on the basis of low price, high turnover and high volume. Supermarketsare large, low cost, low margin, high volume, self-service stores that cater to serve the consumer‘s total needs for food and household products. In Malaysia, the supervision of the wholesale and retail sector falls under the supervision of the Ministry of Domestic Trade and Consumer Affairs (MDTCA) through the Committee on Wholesale and Retail Trade. The Committee was set up in 1995 to regulate and supervise the industry, including foreign participation in the sector. 1.4.3 Hypermarkets In Malaysia, the hypermarket has grown rapidly since the 1990s. The emergence of hypermarkets has altered the structure of the distributive trade in Malaysia to some extent. The existence of hypermarkets has allowed the consumers to do their shopping easily with less hassle as they can purchase the grocery products and mass merchandise under one-roof. A research carried out by Euromonitor (2008) revealed that hypermarkets recorded sales of RM6,217 million in 2007, which represents a 263.2 percent increase since 2002. Euromonitor has forecasted that the sales in hypermarkets will reach RM11,199.5 million by 2012. The success of the hypermarket chains is largely due to their low price, wide range of offerings, customer service and strategic location (Seiders and Tigert, 2000; Carpenter, 2008). The hypermarket industry is dominated by the foreign retailers, namely, Carrefour, Giant, and Tesco. This is because multinational companies have a greater capability in terms of outlet expansion, development of private label products, and offer extensive ranges of products and value-added services. In 2007, the hypermarket market was led by Giant, followed by Carrefour and Tesco (Euromonitor, 2008). The dominance of Giant is largely due to the high number of outlets available in Malaysia. Despite there being only a few key players, the hypermarket environment is highly competitive. This is because the retailers employ similar positioning strategy in order to attract more consumers. Most of the hypermarket operators compete on pricing and promotion to attract more customers. Some retailers even reduce prices permanently in order to attract more people to the stores. Major promotions and advertisements are some of the key growth strategies utilized In the hypermarket segment, the main players are foreign owned retailers such as Carefour (France), Makro (Holland), Jaya Jusco (Japan), Tesco (United Kingdom) and Giant (Hong Kong) which account for 46 per cent of the hypermarket sector (Economic Report, 2005/2006). By 2005 there were around 400 foreign supermarkets and hypermarkets spread around the country including the sub-urban areas in Kuala Lumpur and Selangor, and other states such as Perak, Johor, Negeri Sembilan, Melaka, Kedah, Sabah and Sarawak. This retail segment was the best performers among the retail sub-sector with 18.3 per cent growth during first month of 2006 (Economic Report, 2006/2007). This study was confined to the hypermarket in Kota Kinabalu area. According to Trading Licence Listing(Table 1.1) from Kota Kinabalu City Hall, there are only two hypermarket in Kota Kinabalu, namely Giant and Servey Hypermarket Parkwell. Giant Hypermarket, which is owned by Giant Capital Holdings (GCH), is one of the largest hypermarkets in Malaysia. It was founded in 1944 by the Teng family in Kuala Lumpur. Its headquarter is based at Shah Alam, Selangor, meanwhile Sabah-Sarawak-Brunei Regional headquarter is located in Kolombong Outlet, Kota Kinabalu. Giant Hypermarket currently has around 1,000 employee in Sabah itself, and 10,000 employees in total nationwide. There are about 14 outlet store of Giant Hypermarket around Kota Kinabalu; 4 hypermarket, 7 supermarket and 3 superstore. However, this study will only focus in Giant Hypermarket which is located either in Kolombong, 1Borneo, Putatan and City Mall. Furthermore, Servay Parkwell are the homegrown Sabah Sarawak proud success story, operating one of the leading hypermarket Sabah Sarawak. It is formed in 1979 under Evergreen Trading (1979) Sdn Bhd. Under the group of companies, it encompasses 5 major subsidiaries companies label, they are the retail brands of: Servay Hypermarket (Sabah) Sdn Bhd Servay Supermarket Sdn Bhd Servay Hypermarket (Sandakan) Sdn Bhd Servay Jaya Superstore Sdn Bhd Parkwell Departmental Stores Sdn Bhd Currently, Servay Hypermarket has 10 store outlet around Sabah; 4 hypermarkets, 5 supermarkets and 1 departmental store. However, this study will only focus in Servay Hypermarket in Kota Kinabalu which is located either in Penampang, Putatan, KK Plaza and Likas. 1.5 Significance of the Study This research will endeavor to make both a theoretical and practical contribution to the existing literature:- 1.5.1 Significance to Body of Knowledge This study will contribute additional knowledge to the construct of organizational commitment in relation to extrinsic and intrinsic rewards. Thus far, there is evidence that these rewards are positively related to Organizational Commitment (Neeru Malhotra., et al (2007), Bunmi Omolayo, A.B. Owolabi (2007), Ian O. Williamson at el., (2009), However, it is hoped this study will add to the body of knowledge in terms multidimensional construct of Organizational Commitment among hypermarket employees in Malaysia, especially in Kota Kinabalu. 1.5.2 Significance to Human Resource Practitioners The significance of this research is aimed to produce some kind of practical guidance and benefits to the human resource managers in to help them better plan and move towards retaining their employees through designing a good and attractive rewards system. It is hoped that this study provides some valuable insights to any retail organization which seeks to create the appropriate work environment or establish the significant organizational rewards which encourage hypermarket employees to be committed to their current organization and continue their service with them. Additionally, this study might contribute to a better understanding of three dimensional of organizational commitment, and also its role in enhancing employees sense of attachment and membership to their organization. Therefore, the results of this research may guide human resource managers to incorporate organizational rewards to improve the work environment, motivational level, and retention, enhance O.C. and thereby reduce turnover, increase productivity, and enhance performance. Each committed employee is a vital ingredient to the success of any hypermarket organization. 1.6 Definition of Key Variable In order to have a sound understanding of this study, the following are the definitions of the key variables for this study. 1.6.1 Rewards Reward refers to all forms of financial returns, tangible services and benefits which an employee receives as part of an employment relationship (Bratton and Gold, 1994). According to Porter and Lawler (1968), rewards can be divided into two type; intrinsic and extrinsic rewards. Katz and Van Maanan (1977) have further classified work rewards into three distinct categories of task, social and organizational rewards. Task rewards are intrinsic rewards, while social and organizational rewards are extrinsic rewards. Extrinsic rewards are those that resulting from extrinsic, non-job-related factors. Social rewards (friendly, helpful and supportive co-workers and considerate supervisors) are those that are derived from interaction with others on the job; while organizational rewards (working conditions, pay satisfaction, benefits, and promotional opportunities) are those that are provided by the organization and are aimed at motivating performance and maintaining membership. On the other hand, intrinsic rewards are inherent in the content of the job itself. They include motivational job characteristics such as feedback (Hackman and Oldham, 1976). Individuals at all levels of the organization recognize the importance of continually upgrading their skills, and regard access to training as a ‘key element in the overall reward package (Armstrong, 1993: 121). Training is regarded as an important non-financial motivator and thus can be considered as an intrinsic reward. 1.6.2 Organization Commitment The concept of organizational commitment has been defined in many ways. Zheng Wei Bo et al (2009) had concludes the evaluation of OC from 1960-2009 in different period to defined Organization Commitment. From side-bet thinking till affective dependence even multi-dimension period, commitment author have identified different theories to explain the correlations between the foci of OC and outcome. Commitment was initially defined and studied as one dimensional construct tied either to ones emotional attachment to an organizational (Porter et al., 1974), or to the costs associated with the exit (Becker, 1960). As work in this area progressed, this view of commitment converged and a new, multidimensional dimension framework was adopted base on three distinct but related form of commitment: affective, continuance and normative (Allen Meyer, 1990). The affective commitment refer to sn emotional attachment and the involvement with an organization while continuance commitment denotes the perceived costs of leaving an organization (Allen Meyer, 1991). Normative commitment ia newer addition to commitment to the commitment topology and its views as felt responsibility to support and remain a member of an organization (Allen Meyer, 1990). 1.7 Summary and Organization Of The Study This study present in three chapters. Chapter 1 concerned on the study overview, problem statement, research question and objectives, scope and significance of the study as well as definitions of key variables. Whereas Chapter 2 the Literature Review focus on the previous research and discusses the key variable such as extrinsic and intrinsic rewards as independent variables in this study as well as the dependant variable. In Chapter 3 represent the research methodology, in which explain how study is designed in terms of its sample size, data collection method, instrument and data analysis technique. CHAPTER 2 LITERATURE REVIEW 2.0 INTRODUCTION Encouraging employees to work and be committed toward achieving organizations goals and objectives is one of the most significant challenges for any management. It involves active relationship with the organization in which employees are willing to give something of them in order to help the organization to succeed and prosper. According to March and Simeon (1958:52), real commitment often evolves into an exchange relationship in which individuals attach themselves to the organization in return for certain rewards or outcomes. Usually, employees will feel committed when their needs are met and fulfilled by their organizations. According to Maslow (1954), human needs are arranged in a hierarchical order, and once a need is satisfied, the individual move to the next unsatisfied need which now forms the basis for his/her behavior. These needs are the physiological needs (which include food, clothing, shelter, water, and sex), security needs (such as job security, protection of life and property), social needs (such as need for affection, friendship, and sense of belonging), esteem needs (which include need for recognition, accomplishment, achievement, and self respect), and self-actualization needs (which is the need for an employee to reach his/her highest potential at workplace in conquering his/her environment). Rewards are something given or obtained in return for work done or service rendered. Vroom (1964:134) asserts that the expectation (reward) of employees on task performed motivates and encourages them to be committed. Thus, the higher the expectation of workers, the greater the commitment. On the other hand, the lesser the expectation of workers, the lower the commitment. 2.1 Literature Review Conceptual Background 2.1.1 Organizational Commitment (OC) Research on OC spans over four decade and remains an area of interest to both researchers and practitioners. Commitment of an employee to his or her employing organization or known as Organizational commitment (OC), has received much attention in the literature but different definitions continue to be used. Zheng Wei Bo et al (2009) had concludes the evaluation of OC from 1960-2009 as illustrated in Table 2.1. From side-bet thinking till affective dependence even multi-dimension period, commitment author have identified different theories to explain the correlations between the foci of OC and outcomes. Table 2.1: Evaluation Of Organizational Commitment Commitment was initially defined and studied as one dimensional construct tied either to ones emotional attachment to an organizational (Porter et al., 1974), or to the costs associated with the exit (Becker, 1960). As work in this area progressed, this view of commitment converged and a new, multidimensional dimension framework was adopted base on three distinct but related form of commitment: affective, continuance and normative (Allen Meyer, 1990). The affective commitment refer to sn emotional attachment and the involvement with an organization while continuance commitment denotes the perceived costs of leaving an organization (Allen Meyer, 1991). Normative commitment ia newer addition to commitment to the commitment topology and its views as felt responsibility to support and remain a member of an organization (Allen Meyer, 1990). Furthermore, the concept of commitment in the workplace is still one of the most challenging and researched concepts in the fields of management, organizational behavior and Human Resource Management. A great deal of research has been devoted to studying the antecedents and outcomes of commitment in work setting. The conceptual and operational development of organizational commitment has affected the conceptualization and measurement of other commitment forms such as commitment to the occupation, the job, the workgroup, the union and the work itself (Cohen, 2003; Gordon, Philpot et al., 1980; Morrow, 1993). Blau and Boal (1987) discussed two approaches in defining commitment. The first one, referred as behavior approach where the individual viewed as committed to an organization if he/she is bound by past actions of â€Å"sunk cost† (fringe benefit, salary as a function of age or tenure) and the second one are referred as attitudinal approach where organizational commitment is viewed as a more positive individual orientation towards the organization; here, organizational commitment is defined as a state in which an employee identifies with a particular organization and its goal, and he/she wishes to maintain membership in the organization in order to facilitate its goals. Attitudinal commitment is affective in nature; employees are emotionally attached to the organization and view their goals and organizational goals are similar. In summary, OC can be defined as a psychological state characterize an employees relationship with the organization that has implication for the employees decision whether to remain or leave the organization. Commitment reflects the employees acceptance of the organizations goal and willingness to engage in the behavior that is specified in the job description. OC can be considered to be affective response or attitude which link or attach an employee to the organization. In the other words, OC can be defined as the degree to which an employees experiences a ‘sense of oneness with their organization. However, for the purpose of this study, the following definition of OC as provided by Allen and Meyer (1990) was used. It has become clear that during the last decade, OC was conceptualizing as multidimensional construct that involve three dimensions as mention before. 2.1.2 Allens and Meyers Model of Organization Commitment (OC) Meyer and Allen (1990) had defined OC as pychological state that bind the individu to the organization. For that extend, they have developed a three component conceptualization of organizational commitm

One Lie Leads to Another Essay

The allegory that you might be interpreting in â€Å"Stopping by Woods on a Snowy Evening† is one of obligations that a person has that should be done before the end of the day or the end of their life. What obligations or responsibilities do you feel the pressure to come back to at the end of a day—cooking, children, pets, taking care of your family? When are the â€Å"promises† we need to keep made explicit, and when do they remain unspoken? The evening is â€Å"the darkest evening of the year,† winter solstice. It is also the shortest, in a period of cold and darkness. The images of the frozen lake, the dark, the deep, could be used to argue that Frost is thinking of death. Death here is beckoning, an escape from care. The repeated lines at the end seem to reinforce the heavy sense of obligation. They make the â€Å"promises† seem more weighty, inescapable. Therefore, while the poem is laden with images of death, the poem hearkens to life and ful filling responsibilities before it is too late. The poem ends with the repeated phrase â€Å"†¦miles to go†¦.† There is always something a person can do before it is too late. So in a sense, life is reaffirming even at the end. Ruskin bond Ruskin Bond was born on19th may 1934 in a military hospital in Kasauli, to Edith Clerke and Aubrey Bond. His siblings were Ellen and William. Ruskin’s father was with the Royal Air Force. When Bond was four years old, his mother separated from his father and married a Punjabi-Hindu, Mr. Hari, who himself had been married once. Bond spent his early childhood in Jamnagar and Shimla. At the age of ten Ruskin went to live at his grandmother’s house in Dehradun after his father’s sudden death in 1944 from malaria. Ruskin was raised by his mother, who remarried an Indian businessman. He completed his schooling at Bishop Cotton School in Shimla, from where he graduated in 1952 after winning several writing competitions in the school like the Irwin Divinity Prize and the Hailey Literature Prize.

The Basics of Negotiation Essay Topics

The Basics of Negotiation Essay Topics Individuals have an inclination to respect the challenging nose person as opposed to the soft'' person. This preparation step will also permit to understand all the variables you may use during the negotiation, which are all the numerous options you're able to offer, for instance the different services that you are able to or not, add in your deal. Not all actions are the end result of cultural differences. To appear beautiful, you should be feeling fresh. In the very first instance, where the situation appears to be emotional, a participant's rational thinking is probably going to be affected by the scenario. A society should be a perfect society with no discrimination. Choosing Good Negotiation Essay Topics Then, having the ability to satisfy both parties will be less difficult for you, and a better deal you will receive. Many negotiators develop patterns and certain styles which you will have the ability to use to your benefit. Parties need to be more flexible in order to earn their attitude respectful. In case the other party will not alter onerous stipulations, think about taking your business elsewhere. Closing the Deal Successful negotiation is similar to horse-trading as it requires an awareness of timing, creativity, keen awareness and the capability to anticipate the other party's following move. When negotiating, it's important to keep in mind that goals and outcomes aren't the very same thing. It's very clear that I should use unique tactics once I face different negotiation opponents. With practice, however, you're able to actively opt to adopt another negotiation style. A Startling Fact about Negotiation Essay Topics Uncovered Now, negotiation a part of the world we reside in. Negotiator traits are able to make a huge difference during the negotiation procedure. Relational contexts during negotiations could possibly be thought to be integrative or distributive. It's possible to figure out the most suitable time when negotiations would call for third party involvements. Next, it's necessary that a negotiator be self-aware of her or his own culture. When negotiators feel they've spent significant time and energy in a situation, they may feel they've invested too much to stop. Second, where the negotiator functions as a fiduciary. Locating a solid topic is just one of the most crucial steps for writing any sort of paper. The same as a big part of alternate ideas we've adapted in the previous modules, this is something which will dependably be apparent in consistently collaborations, including transactions. For instance, if you're bidding a project, look at including some nice-to-have items which aren't important to the success of the undertaking. The above mentioned contents are only some illustration of those. If you're thinking that you require a person to compose my essay at the moment, you can just rely on our honest reviews. Th e review is going to teach you whatever you want to understand and then you are able to place your purchase confidently. It's quite hard to limit your choices and develop a suitable topic for the specific assignment. An excellent planning might help to make confident through clear thinking under stress and clarify the particulars of conversation. What's Truly Going on with Negotiation Essay Topics In any case, a professional teacher can't be judged by the students who do not have any understanding of the deep subjects. Students may give us better information regarding the teacher. On the behalf of unique qualities a student can assess the teacher. They happen to be a very good source of information about teacher quality as they are the group of people with whom teachers work directly as spend most of their time. Our reviews contain details such as the score of the clients, our rating, starting prices, Discounts, and grade of the papers. It is crucial to not forget that the value that is produced over the course of a deal differs for the buyer and the seller. If your offer is rejected and you're requested to submit a new and far better offer, do not fall in that trap. It takes only 5 minutes to read a review and discover out whatever you should know about that provider. In spite of the length of such instances, the outcomes usually progress towards mediation and or arbitration in case that either party cannot reach a mutual agreement. Conclusion The art of negotiating has existed for quite a while. Both business relationships and individual relationships are shaped via the procedure for negotiation. The previous essay in this section talks about various negotiation strategies utilised in various cultures. The Advantages of Negotiation Essay Topics Negotiations as an essential part of the lives of nearly all folks, and people negotiate about just about all facets of life. The initial thought of the majority of individuals is to simply quit p aying. For some of them you will require help, while others it is possible to write all on your own. You've got to compose several academic papers over the span of a year. The Fight Against Negotiation Essay Topics Worldwide small business negotiation involves all worldwide small business transaction and in addition it assists in developing agreements between a few parties or groups in order to give direction and set of laws for their upcoming behaviour. You want to have the best product you may get for the cash you must spend, so employ an approach that maintains the chance of spending less than you had originally planned. The airline industry negotiation process has a propensity to draw out for extended durations. On the flip side, the term of airline industry labor negotiations have an inclination to drag out.

In the Belly of the Beast by Jack Abbott Essay example

â€Å"In the Belly of the Beast† Imagine being 37 years old and spending 25 years of your life locked up, behind bars. â€Å"In the Belly of the Beast† is a collection of letters, told by Jack Henry Abbott, which expose the harsh realities of the Americas penal system. In translating Abbott’s experiences, he unveils that the current system has failed to keep dangerous criminals off the streets and that it has proved to be unsuccessful in creating a deterrent for committing crimes. According to the United States Bureau of Justice Statistics, â€Å"State courts in 32 counties across 17 States sentenced 79,000 felons to probation in 1986. Within 3 years of sentencing, while still on probation, 43% of these felons were rearrested for a felony. Half of the†¦show more content†¦If a riot occurs both prisoners and guards are put in danger (Byrne). With the use of a sufficient rehabilitation program, offenders would be less reluctant to commit crimes and as a result prisons wouldn’t encounter dilemmas with overcrowding. Jack purposely tried to not conform to the prison life because he knew that if that were to ever occur then he would never live normally in society. Putting an individual on a starvation diet or being sent to a sect of the prison where death row inmates reside destroys all efforts to change Jack into a better person. This could be one of the reasons why when Abbott was released, 6 weeks later was back in jail for murdering waiter/aspiring actor Richard Adan. In the United States alone, approximately $100 billion is spent on the criminal justice system each year. Incarceration costs an average of $25,000 per person annually and each prison cell costs $75,000 to $100,000 to build. And to also note 65 percent of all prisoners re-entering the community will be re-arrested within three years (York). If more money were spend on rehabilitation organizations/programs then acts such as this probably would not have happened. Abbott probably responds to certain situations in the wrong way because being institutionalized in a cruel environment only makes him a crueler person. Ones life is ultimately shaped around the environment that oneShow MoreRelatedPublic Policy Concerning Education During Prisons1449 Words   |  6 Pageswhile incarcerated such as: Don Quixote by Miguel de Cervantes, Civil Disobedience by Henry David Thoreau, Letters from Birmingham Jail by Martin Luther King Jr, De Profundis by Oscar Wilde, Our Lady of the Flowers by Jean Genet, In the Belly of the Beast by Jack Abbott, and The Enormous Room by e.e Cummings. These works now cherished are a testament to the power of writing while incarcerated. I believe that writing and reading education should be the basis of this education; functional literacy is a

Drink And To Aid Patients To Hold A Cup And Assist Moving

drink and to aid patients to hold a cup and assist moving their hand to mouth if they have co-ordination difficulties (Coleman, 2009). Oral Nutritional Supplements (ONS) Pivi et al. (2011) aimed to find out if the use of ONS would influence the nutritional status of patients with AD. They found that the experimental group that had taken the ONS had a significant increase in weight, body mass index (BMI), arm circumference and arm muscle circumference compared to the control and educational group (Pivi et al., 2011). However, Prince et al. (2014) recognise that ONS can cause complications such as bloating and nausea, consequently, impacting on a regular dietary intake. Patients do not like taking the ONS (Prince et al., 2014) and Hubbard et†¦show more content†¦However, the researchers did assume that a higher consumption of ONS would increase calorific intake and consequently help to improve nutritional status (Allen, Methven and Gosney, 2014). However, Crawley (2009) argues that ONS should be used with caution and only be considered as a short-term intervention that will increase calorific intake in the malnourished patient. Crawley (2009) believes that providing patients with food containing all the nutrients they require and focusing on ways to encourage patients to eat well is important in maintaining adequate long-term nutrition. Search Strategy To complete a thorough search of the literature for the topic area, several databases were used. They included; British Nursing Index, The Cumulative Index to Nursing and Allied Health Literature (CINAHL), MEDLINE, ProQuest, PsychINFO, PubMed and Summons. The author also utilised the references presented in research articles to widen their understanding of the subject. Keywords used to produce data included; â€Å"dementia†, â€Å"Alzheimer’s disease†, â€Å"nutrition†, â€Å"malnutrition†, â€Å"oral intake†, â€Å"nurse’s role† and â€Å"environment†. Principles of Boolean logic were applied using â€Å"AND† between keywords to allow inclusion of literature relevant to the research question (Aveyard, 2014). Initially, literature before 2007 was excluded from the search, consequently, producing too little data. ThisShow MoreRelatedCase Study About Pneumonia10478 Words   |  42 PagesI. INTRODUCTION This is the case of patient MCS, a 62 year old female who came to Ospital ng Guiginto with a chief complaint of productive cough with associated difficulty of breathing amp; intermittent fever. She was admitted on July 16, 2012. She was diagnosed with Pneumonia with manifestations of Asthma. Pneumonia is an inflammation of the lung parenchyma commonly caused by microbial agents. Classically, pneumonia has been categorized as being bacterial or typical, atypical, anaerobic/cavitaryRead MorePepsi Marketing Plan.13402 Words   |  54 PagesUniversity. Senior Lecturer, School of Business. Department of Marketing. 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Creativity in Literacy Practices Free Essays

string(260) " aspect is more evident in web blogs or online journals in which people often \(1\) write in response to the entries of others, \(2\) write entries addressed to others and \(3\) write with the expectation and even the goal to get as much response from others\." Creativity in Literacy Practices: A TEXTUAL AND CONTEXTUAL APPROACH by Agatha Xaris Villa INTRODUCTION AT PRESENT, THERE ARE A NUMBER OF APPROACHES TO THE STUDY OF LINGUISTIC CREATIVITY. THEY DIFFER IN THE WAY THE WAY THAT THEY CONCEPTUALIZE WHAT COUNTS AS CREATIVENESS OR ‘LITERARINESS’ IN LANGUAGE AS WELL AS IN THE METHODS THEY USE TO IDENTIFY AND ANALYZE CREATIVITY IN EVERYDAY LANGUAGE. This essay begins by discussing and exploring the premises of an analysis of creativity at text level following a textual approach to literacy and creativity; assessing the extent to which it is effective in identify creativity in literacy practices such as diaries, letters and graffiti. We will write a custom essay sample on Creativity in Literacy Practices or any similar topic only for you Order Now However, I would like to continue by presenting the argument that while literacy practices do offer opportunities for creativity at text level, the study and identification of creativity in literacy practices may be more productive when studied with a broader perspective – one that goes beyond the limits of the text and considers the influence of context in the production, reception and processing of texts, literary practices and creativity. Creativity in literacy practices at text level LITERACY IS AN IMPORTANT ASPECT OF EVERYDAY LIFE AND IS A PART OF EVEN OUR MOST MUNDANE SOCIAL PRACTICES. WHILE THE ROLE WHICH LITERACY PLAYS IN SITUATIONS MAY VARY IN IMPORTANCE, IN THE CONTEXT OF LITERACY EVENTS WHERE LITERACY PLAYS A SIGNIFICANT ROLE, INDIVIDUALS DEVELOP CHARACTERISTIC AND PATTERNED WAYS OF USING AND INTERACTING WITH TEXTS. THESE HABITUAL PATTERNS HOLD DIFFERENT MEANING AND VALUES FOR INDIVIDUALS AND ARE WHAT WE REFER TO AS LITERACY PRACTICES. Creativity in literacy practices at the level of the text may be identified by focusing on special linguistic forms that stand out in texts. This pproach is modeled after what Carter (1999) called an inherency perspective which perceives creativity as being ‘inherent’ in the creative uses of language intrinsic in text. The focus is on the writer’s skill in the manipulation of linguistic forms that constitute text on the phonological, grammatical and semantic level. Roman Jakobson (1960), one of the well-known advocates of this approach, was concerned with the ‘poetic function of language’ which w as believed to be in close relation to literariness in text. He argued that the poetic function of language involves the ‘foregrounding’ of language forms which have the ability to draw attention to themselves – making a noticeable impact on the reader. Foregrounding results from stylistic choices which may come as (1) deviations from the norms of everyday language (e. g. the use of different writing systems, lexis and ‘figurative language’ such as metaphor and simile or (2) prominent patterns of parallelisms in phonology, grammar and semantics (e. g. meter, rhyme, etc. (Maybin and Pearce, 2006, p. 6 – 9). By highlighting the ‘poetic usages of language’, we can identify creativity in diaries at the text level. The metaphoric descriptions and dramatic portrayal of entities and events in diaries are ways in which individuals attempt to explore their feelings regarding their experience of the ‘real world’ that are often difficult to describe. In addition, repeated structures and rh ythms are commonly used in diaries as a form of emphasizing points in the writer’s diary entry. Such examples of ‘poetic language’ may also be identified in letters. In Margaretta Jolly’s (1997) study of war letters, she states that letters are probably ‘the most common form of creative writing. ’ Her examples point out the creative way in which letter-writers are able to use language forms such as imagery, metaphoric and rhetorical devices as well as parallelism (more commonly related to literature) for the purpose increasing the text’s emotional and persuasive impact and highlighting contrast and subtleties of meaning (Maybin, 2006, p. 72). The â€Å"art of graffiti† is a long-standing tradition with the ability to exhibit creativity at text level both in its traditional and embellished form. Creativity is seen in the use of rhythmic repetition, puns and contradictory voices (as in parody and irony), the use of non-standard spelling and punctuation (usually in line with a particular artistic style) and the use of text and decorat ion for aesthetic and communicative purposes. While it is possible to be able to identify creativity in literacy practices at text level, this approach is somewhat limited because it fails to take into account: (1) the interactive features and functions of literacy practice, (2) the influence of its socio-cultural and historical context and more importantly (3) the creativity in language practices that is inherent and emergent from social practices in particular contexts. Therefore, I suggest that a better and more efficient way to identify and evaluate creativity in literacy practices, is one that approaches literacy from a more contextual approach, more specifically from an ethnographic perspective. Creativity and literacy practices from an ethnographic approach According to the ethnographic approach defined by Papen and Tusting (2006, p. 312-359), creativity refers the production of something ‘new’ and ‘original’. In written language, creativeness should not be perceived as a decontextualised, individual activity or as being entirely shaped by context. It should be seen as being dependent on and emergent from the creative literacy practices through which texts are constructed because they are shaped by people, who in pursuit of their own goals and purposes, actively draw on the interactional, contextual and socio-cultural possibilities available in the particular social situation they are embedded. Literacy practices are inherently creative in and of themselves. The ethnographic perspective takes into account the broader social-political context within which creativity is located and through their examination of iteracy practices and texts, advocates of the ethnographic approach found three major characteristics of creativity in writing. To begin, by focusing on people’s literacy practices rather than just texts, they noted that creative texts are produced as a result of interactive collaboration. Diaries, although written by a single person, emerge from an individual’s account and reflection of events and various con versations and interactions with people. Diaries and journals are dialogic practices wherein the writer addresses and responds to a ‘reader’ and have the potential to be re-contextualized in different publications to address a wider readership (Maybin, 2006, p. 269) This dialogical aspect is more evident in web blogs or online journals in which people often (1) write in response to the entries of others, (2) write entries addressed to others and (3) write with the expectation and even the goal to get as much response from others. You read "Creativity in Literacy Practices" in category "Papers" Maybin (2006, p. 73) tells us that letters are even more intensely dialogic in nature. I believe that letters are best viewed as mediums of ‘correspondence’ wherein we present written versions of our personal experience, relationships and identities in relation to an assumed reader who then responds by confirming or questioning. Letters are shaped by and inspire collaborative practices An interesting characte ristic of graffiti that I believe exemplifies the collaborative nature of creativity is the way that graffiti attracts graffiti (Macdonald, 2006). A graffiti-covered wall may look like vandalism to law-enforcers or a rather threatening cacophony of ‘names’ to the common passerby but it constitutes a symbolic exchange between members of a sub-group. In the world of graffiti, tags located on the same space are often interpreted in relation to their positioning and proximity to each other. They may be viewed as a sign of respect, acknowledgement or outright disregard – a reflection of the intensely competitive nature of this practice. In addition to the collaborative nature of creative literary practices, the ethnographic approach pays careful attention to the influence of the context of reading and writing in the development of creative practices (Papen and Tusting, 2006, p. 320). They argued that in any given opportunity, there is particular set of possibilities and constraints that provides the opportunity for creativity. This involves affordances (i. e. properties of the environment, arising from its material characteristics which may be positive or negative depending on the individual) from new forms of technology, discourse conventions as well as inter-textual and material resources available to producers of text. An important thing to note is while possibilities may determine what is possible in any given context, the possibilities associated with a setting do not determine what is created. For example, while people may be able to describe events, sights and even people through the practice of diaries and letters, there are abstractions such as feelings and intensely traumatic situations (such as in war) that are far more difficult to describe and articulate. In order to overcome this type of ‘constraint’ on expression, writers make use of metaphoric language and parallelisms, enabling them to represent their feelings and experiences in ‘words’ that their readers may be able to relate to. Creativity may also emerge from socially-constrained situations. Graffiti emerged from the same socially and economically impoverished areas in America where gangs are notoriously prominent. Because graffiti is an act of illegitimacy and opposition, graffiti artists face the constant risk of being caught by the police or by rival gangs each time they make a ‘tag’ or do a ‘piece’. But this high-risk and intensely competitive literacy practice is a stage on which young men may choose an identity of their own making, present it in the style of their choice and regain control of their own ‘fate’ – free from the constraints of their socio-economic backgrounds (Mcdonald, 2006). Social, economic or technological changes may result in the introduction of new affordance and constraints to any given context (Papen and Tusting, 2006, p. 325). For example, the popularization of the internet brought about the development of Computer Mediated Communication (CMC), resulting in the creation of new literary genres and changes in literacy practices. According to Kress (2003), creativity may be perceived as inherent in CMC using the two concepts of ‘transformation’ and ‘transduction’. Transformation is the way that the text producers manipulate the forms of signs within a mode to suit their needs and interests. Transduction, on the other hand, refers to the movement of ‘semiotic material’ between modes where meaning configured in one mode is moved to another. Online diaries, known as online ‘blogs, perform the same function as traditional diaries and even employ the same linguistic forms. However, bloggers now have access to a greater degree of interactive, inter-textual and multi-modal resources. Whereas in the past, writers creatively used language to express their thoughts and feelings through metaphors and similes, bloggers can now make use of pictures, videos, music, emoticons, avatars and (through hyper-linking) other texts to represent themselves and their lives online. Similarly, the literacy practice of letter-writing is far from extinct in today’s modern ear but has taken up a new form – that is, electronic mail (e-mail). As a medium of communication, email has enabled cross-cultural communication and the creation of online relationships and ‘networking’ communities. Finally, the ethnographic perspective sees creative literacy practices in everyday life as being embedded in socio-cultural practices situated in institutional, political and economic structures. These structures are in a constant state of movement and change therefore taking on a historical perspective towards literacy practices is a necessity. Based on observation and study, changes in socio-economic conditions are often accompanied by changes in the linguistic and semiotic means available to a community as in the case of the following account of changes to a Nepali rural community Papen and Tusting, 2006, p. 328). The 1980s was a time of great social and economic change in Junigau, Nepal. In 1983, the village set up its first high school, providing greater access to education for men and women – resulting in great changes to the literacy practices used by the young. A new form of ‘prolonged courtship’ (i. e. , love-letter writing) had become increasingly popula r among the youth, improving gender relations and changing marriage practices (as the young were becoming more resistant towards arranged marriages). The way in which these love-letters encapsulated new ideas on personal identity and individual agency which held no cultural precedent in their village is an example of how social and cultural change is closely related to the creation of new literacy practices (Papen and Tusting, 2006, p. 328) Conclusion ANALYZING CREATIVITY AT TEXT LEVEL, ALLOWED US TO IDENTIFY CREATIVENESS IN TEXTS AS IS REVEALED BY THE USE OF POETIC LANGUAGE OR LINGUISTIC FORMS COMMONLY ASSOCIATED WITH LITERATURE. THIS APPROACH HOWEVER WAS VERY MUCH LIMITED DUE MAINLY BY THE NARROWNESS OF THE INHERENCY MODEL’S DEFINITION OF WHAT CONSTITUTES AS CREATIVITY AS WELL AS TO ITS LACK OF CONSIDERATION OF CONTEXTUAL FACTORS AND THE INHERENCY OF CREATIVITY IN LITERACY PRACTICES. In taking an ethnographic/historical perspective, characteristics of creativity that are inherent in literacy practices become more salient. Through our understanding of the three characteristics of creativity in literacy practices, we’ve identified creativity beyond the level of the text. This contextual approach showed us how creativity is exhibited in literacy practices in the way that (1) texts are read and used, how the writer interacts with other individuals;(2) how people are able to creatively use language in relation to the possibilities and constraints available in particular contexts and finally, (3) individuals are able to adapt and respond to changes in discourse practices and socio-cultural conditions. References CARTER, R. (1999). ‘COMMON LANGUAGE: CORPUS, CREATIVITY AND COGNITION’, LANGUAGE AND LITERATURE, 8(3), P. 196-216 Jakobson, J. (1960). Closing statement: linguistics and poetics’, in T. A. Sebeok (ed. ) Style in Language, MIT Press. Jolly, M. (1997). ‘Everyday Letters and Literary Form: Coresspondence from the Second World War’, unpublished MPhil, University of Sussex. Kress, G. (2003). Literacy in the new Media Age. London and New York, Routledge. Macdonald, N. (2006). Chapter 6. Reading B: ‘The spray-can i s mighteier than the sword: graffiti writing and the construction of masculine identity’ in Maybin, J. and Swann, J. (eds) The art of English: everyday creativity. Palgrave Macmillan/The Open University, p. 293 – 302. Maybin, J. 2006)(Ed. ) Chapter 6 ‘Writing the self’, in Maybin, J. and Swann, J. (eds) The art of English: everyday creativity. Palgrave Macmillan/The Open University, p. 261 – 279. Maybin, J. and Pearce, M. (2006). Chapter 1 ‘Literature and creativity in English’ in Goodman, S. and O’Halloran, K. (eds) The art of English: literary creativity. Palgrave Macmillan/The Open University, p. 6-9. Papen, U. and Tusting, K. (2006). Chapter 7 ‘Literacies, collaboration and context’ in Maybin, J. and Swann, J. (eds) The art of English: everyday creativity. Palgrave Macmillan/The Open University, p. 312 – 331. How to cite Creativity in Literacy Practices, Papers

Leadership In The Work Environment Samples †MyAssignmenthelp.com

Question: Discuss about the Leadership In The Work Environment. Answer: Introduction A critical analysis has been done on the approach by the leaders on leadership in the work environment. How these approaches affect the workers or employees in an organization. Three interviews has been identified from successful leaders who have embarked their approach on leadership in Australia that how they have sustained and improved the leadership effectiveness in their organization. The cases given in the task has been studied and explained thoroughly to clear the concepts (Holt, 2015). And based on all the aspects which are being compared and contrasted by different perspectives and their resulted outcomes shows how to improve the leadership effectiveness in the organization. The issues which are faced by leaders in the organization are identified and being advised by the current research done in this regard. Lastly conclusions has been drawn and recommendations made that these theories and studies form a few strategies to improve leadership effectiveness in the organization ( Antonakis, 2017). Interviews identified The interviews which are being identified here are of Sam Walsh the CEO of Rio-Tinto which is a largest metal and mining corporation. Where he said that Leadership matters and the interview was provided by N2Growth, Gordon Berridge who asks questions and provide a complete view of his background and how he has inspired everybody. The second interview identified is of Alan Joyce a CEO of Qantas Airlines, he talked about his experiences that how he cope up with all the issues these airlines were having and takes a toll after few years and reaches a new growth in the global industry. The third interview is of Scott Farquhar a CEO of Altassian, he is one of the co-founder of this organization and started from the scratch where he knew nothing and got no such experience in handling a business on a big scale but started his way out by forming small group of people and lead them in a direction towards a particular objective (Hathaway et al., 2017). There are many renowned CEO in Australia who are being awarded as Best Australian leader of the era and their success is what be the talk of the town. I have chosen these particular CEOs only and the reason behind the selection is clear as these three leaders have started their journey being a CEO from a scratch when companies they took over were on a downturn and having crisis, no growth was suspected in the years gone by when all lose hopes of gaining any profit. These leaders are known to have a thick skin as they took high risks and accepted the challenges with an open mind. They carry all the good leadership qualities and follows their different approach towards their organization. Also in their varied interviews they have explained thoroughly how to be a strong leader even in complex situations and how much leadership affects growth of an organization. They believed in themselves even after facing many criticism by other leaders and took risk (Yammarino, 2013). Analysis Here are the cases being analyzed on the basis of biographies of these CEOs, they are being compared and contrasted critically that how these leaders are constructed and conceptualize the leadership in their organization. There are various concepts of leadership to follow and each one of them has its own aspect which needs to be match up with the requirements of a particular organization. Every leadership style has its own functionalities so a leader must go through the organization structure and ask all the necessary questions required in order to get through the processes and procedure being followed by organization from years. It gives a perspective to a leader that what needs to be done to improve the current situation of crisis and plan out the long term goals. The conceptualization help leaders to form strategies and take risk, provide mitigation with the risks in case where mistakes are spotted it can be undone at that point of time. It is explained below by all CEOs that how they have described their concepts and understanding of leadership (Day et al., 2014). One of the renowned CEO in Rio Tinto, which is one of the largest metal and mining corp. Sam Walsh who is a widely known name in the industry. He has started his carrier in purchasing and switched in sales and marketing further into mining, manufacturing later to general management in a business operation in around 40 countries. He said in his interview that he was looking around for a fresh challenge in an international company based in Australia and founded Rio-Tinto as his path to fulfill his and companys ambition altogether. Rio-Tinto is headquartered in Melbourne, Australia under the name Rio Tinto Ltd. After Sam Walsh took up the seat as CEO in Rio Tinto, the industry reached to a new level of growth and positioned at a very high rank. Comparing to the past records of Rio Tinto when it was in a downward spiral and no growth has been seen over the time. At that moment Sam took over and in the meantime it reaches to the new level of success. In the interview it was mentioned that his successor, Jean-Sebastian being grateful regarding the success of the business even after experiencing such huge losses and was impressed to see Sam having an open mind when he entered the company and how he has restructured this organization from a start even in the complex situations that it was having in past years. Sam told the interviewer that when he joined the organization he already had some inaccurate sights of the company and thought it is having diverse operations. The company had several issues at different scales at a time (Agnoletti, 2015). He has opened up in the interview that he strongly believe, the mentors and leaders are of a great importance as they lead the whole organization in a direction where all work in a uniformity towards a defined goal (Boerma et al., 2017). In his case, as he said he was fortunate enough to have Paul Victor, who is a Doctor of Psychology having a background of manufacturing industry. He assisted Sam, as Sam being new to the territory which requires restructuring and balancing in a right way that the focus can be maintained on both the future and the present scenario (Helsloot, 2017). He assures that Rio-Tinto relatively is the strongest among all mining companies. The balance sheet shows the strong points and higher profitability rates. The costs, working capital, and the capital expenditure are being reduced to a certain rate. Rio-Tinto is going to continue to invest in assets namely copper, bauxite and iron ore. It has also been forecasted that it is going to generate momentous cash and make shareholder returns in order to grow more. He had over 55,000 employees in his team to lead, to work through the team he enabled certain strategies and plans and communicate them to the organization to implement them. To carry on such process one needs to have a good leadership quality and organization will provide a feedback on such achievement. He shared his strategy that he had an innovation programme in his organization named mine of the Future, in order to make Mine industry to look different in coming years with the attractive segments on a low cost assets having qual ity assured deposits and diversified operations (McCleskey, 2015). Alan Joyce a CEO of Qantas Airlines has marked his success with the flying colors in these years. Even after facing a backlash by grounding the airlines he sustained in such situation and take Qantas to a new level of success. Now Qantas is one of the profitable airlines globally. Alans gutsy decisions lead this airlines to overcome the darkest days it has lived and succeed today. In his view, a leader must have a thick skin to make tough and risky decisions in regard to challenge in every walk of situation. He has mentioned some of the tips to how to be a strong leader they include having a vision, as it is obvious that team needs a vision of strategies or a direction in which they have to work towards a defined objective. A team having a clear vision of what needs to be done at the moment with all support lead to success (Youssef-Morgan, 2013). Second tip he explained that creating a diverse team would help to reach a certain set goal. A diverse team gives a broader knowledge of ba ckground, varied skills, views and education which provides ideas to innovate and being creative on the other side. Joyce believes in empowering and asking questions as compare to other who would believe in commanding. Asking questions gives a clear view and encourage people in the organization to put out their views, ideas and discuss them with the team this way decisions can be made easily. The workers would also feel engaged in such decisions which motivates them to work out best of their abilities. He also believes in calculating risks associated with every action. He encourage at his part the team to calculate or analyze the risks in advance and mitigation as well. This behavior in the organization plays an important role to overcome future risks. When risks are calculated in advance they come with few mistakes as well and Joyce accept this fact (Hooijberg, 2014). But if these mistakes are detected in an early stage it can be cleaned up within the time being. Joyce says being f lexible and transparent are the qualities of a strong leader so even if a mistake appears be flexible enough to admit such mistake and clean up. When Qantas was in crisis Joyce has asked all related questions of what everybody know of the situation. As he believes that questions should be asked of what you know and what you dont know so he makes sure to ask all and sort the dispute well lastly came to a conclusion. One of the impressive thing Joyce said is leaders should be honest and open. Such quality has proven Alan a self-made persona who works hard and smart at a time (Hargreaves et al., 2014). Scott Farquhar, CEO of Atlassian a software enterprise who produces tools to help business teams and technical teams to plan their projects and build software. Scott has been awarded as the Australian IT professional in earlier years. He is also known to be a Keynote speaker, where he has spoken to audiences around the globe and encourage, mentor the entrepreneurs by sharing his own experiences and knowledge with all. Scotts approach to leadership is transactional in the said interview taken by Business of software USA. He came with the approach in context with innovation which is considered as an important aspect to run business and compete globally. Here a leader need to create something new and to execute the same he has to manage all the kiosk it creates. The innovation happens after a team is hired and work together towards a particular goal but it does not happen as smooth as it seems it requires a good leader who would put all his efforts in making a way where the team will be directed (Latham, 2014). Scott explained few areas where leaders need to focus in order to innovate they are: Clear Vision- There are various questions in the minds of employees regarding innovation that how it is going to happen, what actually needs to be done and what expectations have been made. When vision is being made clear it answers all the queries of employees who are there to execute the plans and strategies formed. The ones who are working on the product must be aware of the fact that why innovation is happening and how it is going to result. The specifications should be made clear in the organization to avoid any dilemma (Beck, 2014). Customer Feedback- Another aspect in this regard is getting customer feedback. In a software company it is the basic requirement to ask for customer feedback as they will be informing the company whether they are experiencing problems, bug or any technical issue which needs to be solved. Scott explains that they had implemented a process named Contextual Enquiry where few of the staff spends their most of the day with customers to know the problem they are facing. It gives a clear picture of how their product is working and what is required to fix the bugs if any (Bullock, 2014). Applying Persona- After experiencing few issues in leadership Scott opinionated that we should apply persona where our company is going to target few customer segments and they will be served depending on their demands. It sounded lame at the first time but later it shows dramatic results and lead the innovation in a right direction (Chemers, 2014). He concluded that to be a strong leader, a proper diligence should be taken while managing a team. The qualities a leader needs is to manage a team in a direction by making their vision clear and if employees are sorted it brings harmony in their work also it becomes easy to manage all the tasks and the whole team as well. At last if any crisis occur in any such stage it will be resolved and undone right away so that it can be assured there are less chances of losses a company can have (Bryman, 2013). Organizational issues The organizational issue faced by Atlassian was not handling innovation well enough as it required to be. Every company ambitioned that they are going to invent something new to reach a new level of success and mark their position in global market. But they are lacking in planning and strategizing the moves to be followed to execute such plan. In Atlassian, Scott Farquhar made a few mistakes regarding planning the innovation strategies internally. There are few areas where they were lacking are, providing a clear vision to employees that what they actually need to work on and why they are working on, what would it be resulting in. By having a clear vision employees get a particular direction to move on which helps in achieving a certain goal within a time limit having the best outcomes. Another issue which was detected was not getting customer feedback. They do have a public bug tracker but it was not in use as much as it was required to so they need to get customer feedback in order to fix bugs as the ultimate user of the software only gives a feedback regarding bugs and problem they are facing. Employees in Atlassian were taking this task lightly (Pava, 2015). Based on the current leadership research these issues can be resolved by adopting new leadership styles which are Servant Leadership and Situational leadership. In these leadership styles a leader can be flexible enough with an open mind approach where they portray themselves as servants who would hear all the queries of their employees and makes sure they are present whenever employee need them to help their way out to reach their set goals. A servant leadership is one of the influential leadership style where they create an informal relation with employees but perform their duties as well. This leadership style help Atlassian to resolve small crisis occurred and being a startup this is what a leader needs a direction and a style to follow and lead their team accordingly (Northouse, 2015). Conclusion It is concluded from this whole critical analysis that having a strong good leadership quality is important for a leader to take their organization to a whole new level of success. Leaders must have an ample knowledge about various leadership styles that they can follow and lead their team in that way (Schyns, 2016). Through current research it is being noted that a leadership style adopted by a leader should be aligned with the organizational objectives as the objectives showcase what an organization needs to fulfill and where to reach. Objectives mark a way to a particular direction in which personnel has to move on. So the alignment of leadership style with the objectives matters and much of an important step taken in this case to avoid crisis. The leaders who are being identified in the assignment have given strong opinions regarding their experiences in the field of leadership. They have explained how they concurred in a global market even in the worse situation where there were no hopes of growth at all. The varied leadership styles which they followed have been mentioned in the interviews which help other leaders to know more about the aspects of leadership. 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