The UN involvement in the war in Syria Research Paper

The UN involvement in the war in Syria - Research Paper Example When an issue concerning a threat to peace is proposed, the UN first advises the involved parties to come up with a peaceful agreement and even takes up mediation and investigation in some cases. It may request the Secretary General or special representatives to help find a peace solution in other instances. This essay looks into the recent UN intervention in Syria. The UN in an unusual demonstration of unity among the powerful states consistently adopted a resolution that ordered the fighting parties in Syria to stop barring humanitarian aid (Borut, 6). The UN, however, failed to establish a punishment for those that went against this order. This resolution was lawful and sought to address the war that has been going on for the past few years resulting to the loss of lives and displacement of families (Barnes 9). This resolution required the Syrian government to allow relief organizations to the citizens. The UN also condemned attacks on the citizens by the government using governme nt aircrafts and barrel bombs. This action was referring to the rebels and militia groups that were fighting to overthrow the regime that was present at that time. The Secretary General was required to submit reports on what the UN was doing to deal with the situation. While it did not threaten sanctions against Syria; however, it promised to take stern actions against those that failed to comply with the UN stipulations (Thakur 22). France and Britain heavily criticized however criticized the UNSC and stated that it was not doing enough to solve the crisis in Syria.

Feminist Perspective in Sociology Essay Example for Free

Feminist Perspective in Sociology Essay â€Å"If we are to achieve a richer culture, rich in contrasting values, we must recognize the whole gamut of human potentialities, and so weave a less arbitrary social fabric, one in which each diverse gift will find a fitting place. † — Margaret Mead I. Prologue At present, it is quite difficult to imagine how there was a time when women were not afforded the same rights and opportunities as men. Some of these rights and opportunities include the right and opportunity to pursue a college diploma and a career, and the right to vote. At present, it is quite revolting to think how women were tagged and branded to remain at home and pursue the best interests of her family members, but not hers. It is quite difficult to imagine, but the truth of the matter is that there was such a time that all these unimaginable things and revolting things were happening, when women were to take the backseat to the men and when they were not regarded as equals. The goal of the first wave feminism was to correct all these notions and to try to achieve a position for the women when they do not take the backseat to the men, but stay beside the men as their equals. Slowly, this was achieved. Hence, women were then are given the right and opportunity to pursue a college diploma and a career, and the right to vote, among all others. All of these things are remarkable achievements and should in and by themselves, be commended. However, it cannot be denied once again, that the struggle of women does not end with the first wave feminism, after all its not apt to call it the first wave if there is no second wave. The second wave devolved around the problems that the achievements of the first wave put to fore. The sum of all these goals is ultimately for society treat woman not just as an object but as a subject — who has her own thoughts and who can speak through her own mind and with her own voice (Delmar, 2005, p. 32). The ultimate goal was to liberate woman from her reification. Thus, MacKinnon remarked: I say, give women equal power in social life. Let what we say matter, then we will discourse on questions of morality. Take your foot off our necks, then we will hear in what tongue women speak. So long as sex equality is limited by â€Å"sex difference† whether you like it or don’t like it, whether you value it or seek to negate it, whether you stake it out as a grounds for feminism or occupy it as the terrain of misogyny, women will be born, degraded and die. We would still settle for that equal protection of the laws under which one would be born, live and die, in a country where protection is not a dirty word and equality is not a special privilege (1987, p. 45). The issues and problems created by the first wave as manifested in the second wave led Bell Hooks to assert that [a]ll women are oppressed, and being oppressed means the absence of choices. The goal of this Paper then is to try to explain in a simplified but not in a simplistic manner what Bell Hooks meant when she cited the above-mentioned assertion through an exposition of some the writings during the second wave feminism. The Paper shall be divided into four parts. The first part is the Prologue, where these paragraphs fall under, which shall discuss in general the background and the goal of the Paper. The second part shall discuss in general what Bell Hooks asserted through the reference materials. The third part shall discuss in specific detail how all women are oppressed, once again through the reading materials. The fourth part is the epilogue, which shall present the conclusion and personal thoughts of the writer of this Paper. II. The New Face of Oppression Oppression presupposes two parties, one is the oppressor and the other is the object of the oppression, or oppressee, so to speak. During the first wave it is quite apparent that the oppressor is the patriarchal and machismo characteristic of society, or men in short, and the object of the oppression are women. In the second wave, one wonders how Hooks made this assertion given the fact that the men and women dichotomy and oppression were no longer as manifest. The answer is simple, while the first wave may have achieved equal rights and opportunities for women and men, there is still oppression. It is only that the faces of the oppressor and the oppressee have changed. With the second wave, other women became the oppressors. According to most critics, this was an inevitable consequence of setting equality with males as the primary goal of feminism (Jhappan, 1996, p. 25). Jhappan expounds: [i]n reality, the positions of power and privileges enjoyed by white men have only been made possible by racism and sexism, they require hierarchy, skewed power relations, inequality and the subjugation of the majority (white women and people of colour). It seems to me that white women’s â€Å"equality† with white men would only be possible of the race hierarchy were kept substantially intact since the privileges that white men enjoy depend upon a racially satisfied social system (p. 25). Simply, this means that with the goal of equality with men, women aimed for an equally oppressing position, where they are now the oppressors. While men were no longer tagged as the oppressors of all women, within the circle of women rose other oppressors in the face of fellow women who are of a different color. This is what Angela P. Harrris discusses in her article, in relation to what Catharine MacKinnon discusses in hers. Generally, the idea of the latter is that there is a universal concept of a woman so to speak. This universal concept of a woman is what was oppressed by society through male domination and supremacy before. For MacKinnon, there is just one experience, culture, heritage, needs for all women, thus, their needs are all alike. As most feminists then were white women, most of what was pushed for were for the needs of the white women. This is also known as the notion of a monolithic women experience (Harris, 2002, p. 384). Through this gender essentialism and worse, racial essentialism was likewise furthered (Harris, 2002, p. 384). Thus according to Harris, they reduce the lives of people who experience multiple forms of oppression to additional problems: â€Å"racism + sexism = straight black woman’s experience† or â€Å"racism + sexism + homophobia = black lesbian experience. † Thus, in an essentialist world, black women’s experience is always forcibly fragmented before being subjected to analysis, as those who are â€Å"only interested in race† and those who are â€Å"only interested in gender† take their separate slices of our lives (p. 384). An example for Harris is what MacKinnon does when she reduces Black women to just worse forms of white women, and not as a separate and diverse woman apart from the white woman, but not an aggravation. MacKinnon imparts: [b]lack is not merely a color of skin pigmentation, but a heritage, an experience, a cultural and personal identity, the meaning of which becomes specifically†¦ and glorious and/or ordinary under specific social conditions. It is as much socially created as, and at least in the American context no less specifically meaningful or defective than any linguistic, tribal, or religious ethnicity, all of whom are conventionally recognized by capitalization. While women on paper, were liberated from their reification, what happened really was that white women were liberated from reification. White women were no longer considered as objects —they became subjects. Black women, though they were women but because they were black, were not similarly liberated. This is because [w]hite feminists have exposed male essentialism only to replace it with another essentialism based on the notion of an essential woman. However, as it turns out, this generic â€Å"woman† is not only white, but middle class, and also able-bodied†¦Over the last couple of decades people of color have highlighted the silences of racists Eurocentric history and discourses which render all â€Å"others† invisible (Jhappan, 1996, p. 22). By virtue of the monolithic experience of women, women who did not fit the mold of the monolithic experience were oppressed in the sense that they were left with no choice. The choice was already made for them by the systems that were built in place respecting such monolithic experience. They were left with no choices as their needs were not addressed. The needs that were addressed were the needs of those who fit the monolithic experience of women. III. The Specific Instances of Oppression The specific instances of oppression that are discussed in the reference materials are enumerated below. a. Oppression in Relation to the Family Through the idea of the family wage, women were oppressed with the fact that they were made dependent on the wage of their husbands. They were made dependent with the notion that â€Å"a working man should earn enough to support his family† (Gavigan, 1996, p. 237), and consequently, the place of the woman or the wife is at home (Gavigan, 1996, p. 237). As the husband already earns enough to support the family, there is no more need for the woman to earn and augment the budget for the family. Thus, she is tasked by society to stay at home and address the needs of her family members. Such admittedly, does not require professional and personal growth. Thus, while the members of the family pursue different goals in their lives, the woman is stuck at home looking after the family members, sending them off to reach their dreams, while she stays in her place. In addition, if and when a woman earns, she is given minimum wage. The notion of minimum wage was put in place to accommodate individuals who were single and who did not have dependents to support (Gavigan, 1996, p. 238). In this wise, women were oppressed with the fact that when they earn, what they earn is not even enough to provide for their dependents, if any. b. Oppression under the Law Under the law, heterosexual relationships are afforded more advantages and privileges, in terms of â€Å"tax benefits, standing to recover damages for certain torts committed against spouses, and rights to succession and insurance benefits† (Gavigan, 1996, p. 263). The same are not afforded to homosexual relationships; thus women are oppressed. Oppression of women under the law is manifested explicitly in Welfare Law. When women seek assistance under the welfare law, especially the solo parents, they have a hard time obtaining the assistance that the law provides because of the very stiff and stringent definition of â€Å"spouse† under the laws such as the Family Law Act, RSO 1990 and Canada Pension Plan Act : â€Å"spouse† means either of a man and a woman who (a) are married to each other or (b) have together entered into, a marriage that is voidable or void, in good faith on the part of the person asserting a right under the Act x x x â€Å"spouses† means a spouse as defined in subsection 1 (1), and in addition includes either of a man and woman who are not married to each other and have cohabited (a) continuously or (b) in relationship of some permanence, if they are natural or adoptive parents if a child x x x â€Å"spouses: in relation to a contributor means’ (i) if there is no person described in subparagraph (ii), a person who is married to the contributor at the relevant time or (ii) a person of the opposite sex who is cohabiting with the contributor in a conjugal relationship at the relevant time, having so cohabited with the contributor for a continuous period of at least one year (Gavigan, 1996, p. 266) When solo parents seek social welfare assistance, there were always resort to the courts in order to determine whether or not a particular relationship was sufficiently conjugal to warrant the characteristic as spousal and consequently to warrant the benefits provided by the social services (Gavigan, 1996, p. 266). Also, the definition of the term â€Å"spouse† was too technical such that even in heterosexual relationships, there were always doubt as to whether a relationship is sufficiently conjugal to warrant the benefits granted by social services (Gavigan, 1996, p. 267). An example of the ill-effect of this law is the requirement that the spouse who should support the spouse (wife) and the children, must not live in a certain proximity; otherwise the latter cannot receive the benefits under the Welfare Law (Gavigan, 1996, p. 269). c. Oppression by Virtue of Race or Color This form was already discussed in part two. However, in addition Jhappan tells us that for colored women, race rather gender has been the primary source of oppression. †¦while white feminists have theorized the male breadwinner dependent-female, post-Industrial Revolution family form of the West as a source of women’s oppression, different family forms persist in other culture even among those living in the diasporas, For many women of colour, in fact, state actions such as iimmigration and labour policies that have separated and distorted families have oppressed them more than gender relations (p. 23). d. Oppression of Oneself by Oneself Women also admit that in and by themselves, they are oppressed. As there are women who are of different cultures, there are certain aspects of their identity that is rejected by another aspect, but which they ultimately have to deal with. For instance a woman who has both black and Caucasian heritage, the black heritage forsakes slavery while the Caucasian heritage promoted the same. There may be instances in the life of such person when decisions have to be made favoring one aspect over the other, and in such instance, the woman is the oppressor of her own self as she is left with no choice but to decide in such manner, although contrary to an aspect of her identity. IV. Epilogue Delmar has pointed out that the problem of oppression within the circle of feminism is rooted on the fact that the very definition of feminism is monolithic and abstracted. The very definition of feminism forgets or averts from the reality that there exists a multiple consciousness of women. With the realization that a multiple consciousness of women exists, then there may be the realization that there are various facets of oppression. Consequently, solutions may be afforded to these various facets in order to abolish, if not minimize the same. This is why at the beginning of this Paper a quote from Margaret Mead was stated. â€Å"If we are to achieve a richer culture, rich in contrasting values, we must recognize the whole gamut of human potentialities, and so weave a less arbitrary social fabric, one in which each diverse gift will find a fitting place. † With the realization that women are rich in culture, in contrasting values, then we can realize that there is a whole gamut of potentialities. With such variety, a less arbitrary social fabric may be established, and through such less arbitrary social fabric, each and every individual may find his or her own place without necessarily fitting into a monolithic mold. References Delmar, Rosalind. (2005). What is Feminism? Feminist Theory: A reader, 27-36. New York: McGraw-Hill. Gavigan, Shelley. (1996). Familial Ideology the Limits of Difference. Women and Canadian Public Policy, 225-78. Toronto: Harcourt Brace. Harris, Angela. (2002). Race and Essentialism in Legal Theory. Women, Law and Social Change, 4th ed. , 383-92. Concord, ON: Captus Press. Jhappan, Raddha. (1996). Post-Modern Race and Gender Essentialism or a Post-Mortem of Scholarship. Studies in Political Economy 51:15-58. MacKinnon, Catharine. (1987). Difference and Dominance: On Sex Discrimination. Feminism Unmodified: Discourses on Life and Law, 32-45, 240-45. Cambridge, MA: Harvard University Press.

Performance In Sime Darby Plantation SDN BHD

Performance In Sime Darby Plantation SDN BHD This chapter focuses on the basic overview of the research background and problems that are transpired from the researcher interest in developing a Final Year Thesis. This chapter also defines the objectives as the direction of this development that would like to be achieved and also the limitation and scope that can act as guidance to guarantee the development will be accomplished within the time and schedule given. BACKGROUND OF THE COMPANY Sime Darby Berhad is the largest conglomerate in Malaysia and one of the largest in Southeast Asia. Its broadly diversified activities include a wide range of industries, with the core businesses being plantations (including oil palm and the companys original business, rubber), tire manufacturing, heavy equipment and motor vehicle distribution, property development, power generation, and engineering services. Other business operations include paint manufacturing, refrigeration product manufacturing, travel and tourism services, hospitals, and golf courses. Sime Darby Plantation is the plantation and agri-business arm of the Sime Darby Group, representing one of the five core Divisions of the Group. The Division is involved in oil palm cultivation and downstream activities, agribusiness and food, as well as Research Development (RD). The merger of Sime Darby Berhad, Golden Hope Plantations Berhad and Kumpulan Guthrie Berhad (completed on 27 November 2007) establishes Sime Darby Plantation as one of the worlds largest palm oil producer, producing about 2.4 million tones or 6% of the worlds crude palm oil (CPO) output annually. As an integrated plantation company, Sime Darby Plantation is involved in the full spectrum of the palm oil value chain. The Divisions downstream operations is represented in 9 countries namely Malaysia, Singapore, Thailand, Vietnam, Japan, China, Germany, United Kingdom, Bangladesh, South Africa, United Arab Emirates, The Netherlands, Brazil, Canada and the United States of America. It is involved in the manufacturing and distribution of oils and fats products, oleochemicals and palm oil-based biodiesel. Alongside oil palm, the Division is also involved in agri-business activities and the cultivation of rubber. Today, Sime Darby Plantation is proud to be the pioneer in successfully sequencing assembled and annotated the oil palm genome. With this breakthrough the company stands on the brink of discovering a super palm that will revolutionize the industry. Now, Sime Darby Plantations is located at Ara Damansara, Selangor. It consists of several departments such as Human Resource Departments, Administration Departments, Engineering Departments, Marketing Departments and Corporate Communication Departments. There is 450 staff estimated work in Sime Darby Plantations and this exclude staff that work at estates and mills. Besides that, the Human Resource Departments are divided into several units such as Learning and Talent Development, Employee Engagement and Employer Branding, Industrial Relations, Benefits and Rewards, Recruitment, and Talent and Performance. BACKGROUND OF THE STUDY Nowadays, many organizations work hard to be success in the future and it has to realize that teamwork is very important because it is the way the employees value and respect each other. According to Williams and Castro (2010), a team is defined by its unity of purpose, identity as a social structure, and members shared responsibility for outcomes. Teamwork is an important aspect of maintaining the self-sustainability of organizational performance. Teamwork could lead the team members and also organizations to be further and success in the future. This is strongly agreed by Williams and Castro (2010) where teams are considered an important ingredient for organizational success since they allow for rapid information exchange and increased responsiveness. Furthermore, teamwork is regarded merely as one aspect of the new forms of work organization and as an important component of high performance work organization. Recent study shows that organizations often rely on teamwork for continuous improvement of their products and services, and also of all other organizational functions (Judeh, 2011). There are small number of researches were conducted on teamwork. So, in this research study highlights the importance of teamwork in organizations performance especially in Sime Darby Plantation Sdn Bhd. Research study uses model of organization performance to find out the effect of teamwork, leadership, and team trust and communication style on organization performance and also identify the relationship between employee teamwork in organization performance. Teamwork is taken in this study as an independent variable (I.V), whereas organizational performance is taken as dependent variable (D.V). Various other measures of organizational performance are also included in the research study, which are leadership, team trust and communication style. PROBLEM STATEMENT There are some factors that affect employees not working as a team and these will be discussed in this study. There are time that problem arises when employees cannot complete their task probably because of no teamwork being implemented. Some organizations did not routinely used teamwork in their organization. They are more likely to work by themselves or move solely in their task. Sometimes it works for someone who is comfortable with but some of them are not. This is because if one person did a mistake, it may affect all of the team. In defining the problem statement, the researcher had identified several variables that contribute to the leadership, team trust and communication styles among staff at Sime Darby Plantation. Thus, from that it will influence or affect to the teamwork among staff. The first factor that might affect employees when not working as a team is leadership itself. Leadership involves when there is a relationship between superior and their employees. In Sime Darby Plantation, most superior able to lead their team, but the problem is some of them using an approach that is not suitable or accepted by employees. As an employee, they have to follow their superior style either they like it or not in order for them to complete their job task. This leadership style can be formal or informal. Some of them use formal but there also superior use informal style even though in office. So this formal and informal styles sometimes been accepted by their employee and some of them are not. Moreover, as a team leader they should learn to accept and appreciate team members ideas so that, their ideas can be accepted by others too. Moreover, team trust can also be one of the factors that affect employees not working as a team. Trust is important to develop cooperation among employees. Development of trust within the organization is the responsibility of individuals. Cooperation of the team members can only be created when trust comes to be most important value of the team culture. Other than that, from the researcher observation, there are certain of the employees fail to gain trust from their team members in order for them to complete the job task. So this can give a problem that might arise later. Furthermore, having a good communication style either formal or informal among employees can be one of the factors that affect employees not working as a team. Communication can improve cooperation between employees and superior also. A reason why employees did not apply teamwork in their task is because of poor communication among them. Having good communication can help employee to complete their task successfully and this could lead to organizational performance. Based on researcher observation, sometimes there are redundant information giving by team leader and these occur because of information overload. Frequently, now they said A, tomorrow they said B and later they said C. So, from this the employees dont know which order they should follow. At the end, the task cannot be completed within the time given because of poor communication between superior and employees. Assuming that there is teamwork in the organizations, employees and top management can gain advantage from it. Therefore, teamwork will be useful to overcome these problems in the future. RESEARCH QUESTION This research will look the relationship of independent and dependent variable between leadership, team trust and communication styles with the factors that affect the teamwork on organizational performance at Sime Darby Plantation. This research is designed to explore how the factors of teamwork on organizational performance can be influenced by these three factors. Whether leadership affects teamwork on organizational performance? Whether team trust affects teamwork on organizational performance? Whether communication style affects teamwork on organizational performance? RESEARCH OBJECTIVE The principle aim of this research is to investigate the relation between teamwork of the staff with organization performance. The specific aims are as follows: To determine whether leadership affects teamwork on organizational performance. To identify whether team trust affects teamwork on organizational performance. To determine whether communication style affects teamwork on organizational performance. 1.6 SCOPE OF THE STUDY The study used sampling method in order to complete the research and focuses on the factors that affect teamwork on organizational performance at Sime Darby Plantation Sdn Bhd. The sampling method is the process of selecting items from the population, so that the sample characteristics can be generalized to the population. Besides that, the researcher will focus on identifying the relationship between teamwork, leadership, and team trust and communication styles. A total of 230 questionnaires will be distributed to all selected respondents in various departments at Sime Darby Plantation Sdn Bhd. All of the departments have high potential to involve in teamwork and they have more task to be completed and problem to be solved. The staff is selected randomly regardless of their department, level, age and many more including lower level, middle level and high level. There are many factors that influence to the teamwork, however, for the purpose of study; the researcher has only focus on three factors including leadership, team trust and communication styles in order to determine the relationship between variables that affect organizational performance. 1.7 SIGNIFICANCE OF THE STUDY Several parties will gain benefits from the outcome of this project. Among parties are: 1.7.1 To the Supervisors/Leader This research is design to identify the effects of teamwork towards the organizational performance. The findings will help the supervisors or leader to increase the performance through leadership and help strategically maintain the growth and success of the projects. By having a good relationship with their staff can make the teamwork naturally involved each time they want to complete the job task. From this, it can reduce as many problems that might occur in their task and avoid a redundant activity each time they want to complete their job. 1.7.2 To the Employees The research is managed to evaluate or determine the level of teamwork of the staff. From the result it may identify whether the staff is agree on the power of teamwork which may bring a great development for the company or not. From that also, it will help them to find out what are the best solutions that they can take and make some improvement form it. It also can help the employees to have a good perception towards others by having a trust and build a good relationship among them. From this, it can give a benefit to all of them. 1.7.3 To the Industry/Organization This research helps Sime Darby Plantations Sdn Bhd to identify their employees feedback towards the effects of teamwork on the organizational performance. The finding later can help the organization in ways to develop their performance in order to be in line with other develop company. It also will help the organization to restructure and change the styles and system that they used before this and this will contribute the organizations in several theoretical and managerial ways. By having a good teamwork in organization, it can help them achieve their desired goal and also annual or long term objective. 1.7.4 To the Researcher Through this research, the researcher will gain knowledge on the issues of this study which is the effects that will influence teamwork on organizational performance. The research also will know how to implement the teamwork among their staff at the workplace and make harmony workplaces. Furthermore, this research will facilitate other researcher to use it as a guideline or reference in order to make their research effectively. This study also gives a clear vision for a researcher as a guideline to produce a good research in the future using appropriate steps in research methodology. 1.8 ORGANIZATION OF THE REPORT This report is organized into five chapters: Chapter 1: Introduction Thus chapter provides the general introduction to the research topic and its issue. It is firstly started with the background of the company where the research conducted. Then, the researcher introduced the topic with the background of the study and then discuss about the problem statement. This chapter also discuss about the problem statement. This chapter also discuss about the research question, research objectives, its significant of the study and scope of the study. Moreover, this chapter also outlines the limitation of the study that the researcher has to face it to complete this study. Chapter 2: Literature Review This chapter would discuss about the previous findings by the various authors on the issue of teamwork and the factors that influence to the teamwork on organizational performance at Sime Darby Plantation Sdn Bhd. The factors that influence to the job stress such as leadership, team trust and communication styles. The theoretical framework and the hypothesis of this study were developing as a guided from the literatures. Chapter 3: Research Methodology From this chapter, the researcher would explain about the data collection that the researcher use on this study. It is also discussed about the research design that consists of purpose of this study, types of this study, study setting, unit of analysis, and time horizon. Besides that, the researcher also includes the data sampling that the researcher uses in this study, as well as the instrument this study use and also the data analysis techniques. Chapter 4: result and discussion In this chapter described about the analysis of data findings of the research that were gathered from the survey with the various departments at Sime Darby Plantation. It presents complete results and analysis of the study in the form of figures, tables or text so that researcher would highlight the key information. Chapter 5: Conclusion and Recommendation For this chapter, discuss about the conclusion, the key of findings are summarized according to the research objectives in this chapter. The researcher would discuss about the result and some recommendations regarding to the issue also be included in this last chapter. CHAPTER 2 LITERATURE REVIEW 2.0 INTRODUCTION This chapter contains the review of the literature the effort done by other researchers that have a significant in the development of this research. A literature review can be in form of journals, articles, bulletins or theses. This publications can be in various sources and widely available via the Internet. 2.1 DEPENDENT VARIABLE 2.1.1 Teamwork and Organizational Performance According to Gomez and Rohrer (2011), a team is defined as a group of two or more people who communicate and positively influence each other and harmonize the job task to be accomplished with an objective and reason for the success of organization. Team helps people to corporate, enhance individual skills, give feedback and reduce conflict occurred between individuals. As a team member, they have to learn how to work with other members and understand that one is different, unique and have more knowledge and power that can be channeled in a positive way (Gomez Rohrer, 2011). Teamwork is an important feature for smooth functioning of an organization. Most organizational activities become difficult due to development in technology therefore teamwork is a heart of many organizations. Gomez and Rohrer (2011) said that, when a teams work hard and reach something great, they will have a sense of pride for their team and be motivated to do it again, because they know their role will be measured important and essential by top managers as well as all employees in the organization. Furthermore, working together as a team to create specific performance objectives helps transforming teams form groups of persons into committed groups (Khalid Al-Rawi, 2008). However, if teams vanish, employees will no longer have an essential and important role to play in their organization but instead work just to get a wages (Gomez Rohrer, 2011). Another study mentions that team should be an element of an organization that builds upon itself. It fosters an appreciation of each individuals talents and the input they can make to their organization (Gomez Rohrer, 2011). This statement is also agreed by Judeh (2011) where team effectiveness is important because it is apply of the most important determinants of the companies achievement. Gomez and Rohrer (2011) reported that the responsibility of the teams will play in an organization will be viewed as priceless and vital of the organizational success. When teamwork is linked to the organization, members chat about team performance in relationship to corporate priorities, and quality measures. When teamwork has developed strong relation among members, peer support manifests itself in many ways Moreover, a number of organizational benefits can result from the victorious use of sourcing teamwork, and the highest perceived benefit is the skill to bring greater knowledge and skills together at one time (Khalid Al-Rawi, 2008). Organizations that mix their staff by implement the teamwork system will make them rapidly learn to work with others to complete their job task. At the end, each of them will value their capability and as a member of a team (Gomez Rohrer, 2011). Khalid Al-Rawi (2008) state that the main goals of teamwork are to develop an organization whose teamwork member does not reveal commitment to team process feces significant hurdles if it attempts the broad use of cross-functional productivity and motivation. H1: Teamwork has significant positive effect on organizational performance. 2.2 INDEPENDENT VARIABLES 2.2.1 Leadership towards Organizational Performance According to Liu, Wang and Cao (2011), leadership is best characterized as a social influence process. Each team in an organization must have a mentor who is not compulsory a supervisor but someone who is expert in teamwork to guide the team (Gomez Rohrer, 2011). In the face of complicated and complex projects leaders, managers, and team leaders have to deal with a wide range of people, including sponsors, team members, consumers, suppliers and internal department heads, all of who, often have conflicting goals and competing priorities (Gomez Rohrer, 2011). Khalid Al-Rawi (2008) argues that an effective supervisor must keep up a teams focus on its task while establishing positive relations with team members. Meanwhile, previous research indicates that leader behaviors main result on team performance is very weak when considering the external surroundings of the team (Liu, Wang Chao, 2011). Without a respect from team members, a leader can lose the ability to effectively lead and efficiently deal with their team. When there is respectful from leader and team members, it can make an easier for them to do what is asked and able to communicate (Gomez Rohrer, 2011). Most importantly, it is the responsibility of the senior employees to teach new comers to have a clean heart for the organization succeed and become profitable. Furthermore, listening is one skill that each leader must have in order to help them in understanding that it is an active action and requires work to master (Gomez Rohrer, 2011). In other site of view, the team leader is directly in charge for inspiring this commitment from team members so as to enhance the team efforts in achieving the common goals (Judeh, 2011). According to Judeh (2011), he agrees that successful leader who is able to promote care and trust value find themselves with high standards that would affect organizations competitiveness. This is important because as a team leader you are going to work with employees of all ages, races, backgrounds and education levels (Gomez Rohrer, 2011). Furthermore, a team leader should guide their team members to increase their efforts and focus their commitment towards the goals of the team (Judeh, 2011). While Liu, Wang and Cao (2011) had mentioned that the leader should motivate individual team members and also lead their team effectively. H2: Leadership has significant positive effect on organizational performance. 2.2.2 Team Trust towards Organizational Performance. Another researcher had defined trust as the point to which a person has confidence of another person and is set to act based on the words, deeds and decision of other persons or and group in other view, trust in teammates is fundamentals for success (Mach, Dolan Tzafrir, 2010). They found that trust in the supervisor is more closely related to work variables, while trust in top management is much more closely related to organizational variables due to the functioning versus more strategic role coaches and management play. In previous studies said that trust is the important trait to have in a team and when leader have a trust towards their team mates, the need for power becomes obsolete. According to the Mach, Dolan and Tzafrir (2010), trust is highly useful to the functioning of an organization. Organizational citizenship behavior, employee performance, open communication to the team objectives, team performance and increased coordination become a link between trust and a variety of those work behavior. Moreover, the researcher feels that trust enhances organizational relationship by increasing the capability of group members to work together. Recent study found that, groups with higher levels of trust did not necessarily perform better than groups with lower levels of trust, thus it showed that trust influenced group process and performance indirectly. Moreover, trust can be said as an integral part of teamwork and this require high level of interdependence between members and generates synergy in the form of cooperation and interaction amongst team members (Mach, Dolan Tzafrir, 2010). H3: Team trust has positive effect on organizational performance. 2.2.3 Communication Styles towards Organizational Performance According to Gomez and Rohrer (2011), teams are the central to the socialization of employees, particularly the new comers. Teams alter individual self-interest into an important resource that can be used to build and maintain the vibrant organization. Furthermore, in a team all employees are socialized to become hard workers in their organization. However, when the new staff is timid and not tries to socialize or communicate with their teammates or other staff, they will become socially isolated individuals and will not feel the sense of connectedness with their organization (Gomez Rohrer, 2011). Research has also reported that communication among team members, sharing of the workload, and high levels of cooperation will improve team effectiveness (Williams Castro, 2010). According to Williams and Castro (2010), communication among team member builds a positive team climate since it improves problem solving skills and interpersonal relations on the team. Ultimately, the more interdependent team members are with each other the more they should be able to realize outcomes related to teamwork as they build team efficacy (Williams Castro, 2010). Communication is also a construct that has been linked with numerous outcomes of groups and teams, such as with knowledge sharing, learning, reductions in time requirements and transaction costs and reduced redundancy (Clopton, 2011). According to Clopton (2011), communication or social capital can reduce the probability of opportunities and the cost of monitoring while encouraging supportive behavior and facilitating the development of new forms of association and innovation. In addition, social exchange relationships evolve and generate beneficial consequences when employers take care of employees. In this sense, the social exchange relationship is a mediator or intervening variable that produces effective work behavior and positive employee attitudes (Mach, Dolan Tzafrir, 2010). H4: Communication style has significant positive effect on organizational performance 2.3 CONCEPTUAL FRAMEWORK The theoretical or conceptual framework is the foundation of hypothetical deductive research as it is the basis of the hypotheses that you will develop. It is a logically developed, described and elaborated network of associations among the variables deemed relevant to the problem situation and identified through such processes as interviews, observations and literature review (Sekaran, 2010). A theoretical framework represents your belief on how certain phenomena (or variables or concepts) are related to each other (a model) and an explanation of why you believe that these variables are associated with each other (a theory) (Sekaran, 2010). Theoretical framework elaborates the relationship among all variables independent and dependent variables. It explains the theory underlying these relations and describes the nature and direction of the relationship. From the theoretical framework, testable hypothesis can be developed to examine whether the theory formulated is valid or not. Based on literature review the conceptual framework is as follow: (I.Vs) (D.V) Leadership (Gomez Rohrer, 2011) Organizational Performance Team Trust (Mach, Dolan Tzafrir, 2010) Communication Style (Williams Castro, 2010) Figure 2.3 Conceptual Framework 2.3.1 Variable The theoretical framework shows the variables, which are independent variable and dependent variable. The variable is anything that can take on differing or varying values. The values can differ at various times for the same object or person, or at the same time for different objects or persons such as production and motivation. 2.3.2 Dependent Variable The dependent variable is the variable of primary interest to the researcher. The researcher goal is to describe and understand the dependent variable or to explain its viability or predict it. It is the main variable that lends itself for investigation as a viable act. Through the analysis of the dependent variable, it is possible to find solutions to the problems (Sekaran, 2010). Moreover, researcher will not only quantifies and measures the dependent variable but also explains other variables that influence this variable. For this purpose, it is shows that the dependent variable is important for the researcher to measures in this study which is the effects that will influence to the organizational performance. 2.3.3 Independent Variable Independent variable is one variable that influences the dependent variable in either positive or negative way. When the independent variable is also present, and with each unit of increase in the dependent variable there is an increase or decrease in the dependent variable also. In this research, the theoretical framework is about the study indicates to determinant of leadership, team trust and communication styles. 2.4 HYPOTHESIS Hypothesis is logically conjectured relationship between two or more variables expressed in the form of testable statement. Relationship conjectured on the basis of the network of associations established in the theoretical framework formulated for the research study (Sekaran, 2010). A hypothesis can also be referring as the thing that the researcher educate guess to solve the research problems in the organization. The hypothesis for this study as below: H1: There is a significant relationship between teamwork and organizational performance. H2: There is significant relationship between leadership and organizational performance. H3: There is significant relationship between team trust and organizational performance. H4: There is significant relationship between communication style and organizational performance. CHAPTER 3 METHODOLOGY 3.0 INTRODUCTION The previous chapters discussed related literature on Teamwork and the context of the present study. This chapter covers the research methodology and procedure undertaken in this study. This includes research framework, data collection, and development of research instruments, population, sample, sampling technique and data analysis. Results of a pilot study, the response rate and non-response bias of the main study are also discussed in this chapter. 3.1 STUDY VARIABLES The research study was based on quantitative research technique. The study was conducted to investigate the effect of teamwork on organizational performance. During the research study, researchers interference was minimal, unit of analysis was individual and type of study was cross sectional. Questionnaires were distributed among the employees and their views had been taken. In this study collected data was uploaded on computer in SPSS (Statistical Package for Social Sciences) and normality of data was calculated. When the data was transformed and got normal, then different statistical test were applied, on the data for analysis. Through that statistical analysis, correlation and regression of teamwork and organizational performance has been measured. In order to analyze the two variables; teamwork and organizational performance, firstly descriptive analysis were measured and then correlation and regression was calculated between Dependent Variable (D.V) organizational performance and Independent Variable (I.V) teamwork, leadership, team trust and communication styles. 3.2 DATA COLLECTION This research is relying on the data gather that can be obtained from either primary of secondary data. Both of the data encompasses all various type of information, which needed for the research purpose. In completing the study, both types of the data will be used. 3.2.1 Primary Data Primary data will be collected by researcher for specific purpose of deal with the research problem. Besides that, to solve the research problems, the data and information will be gathered through several ways. The primary data will be obtained through questionnaires that will be given t

The Disproof (and Proof) Of Everything :: essays research papers

The Disproof (and proof) of Everything Since the beginning of time, men (I'm speaking of the human race, this is not sexist in anyway because women are included in this too) have pondered our existence and purpose, as well as the nature of the world we live in. This is perhaps the single most time consuming thought we ever have for most people live their entire lifetimes without finding the answer or even coming close to one. I myself have pondered this question for most of my life, until recently when I used some odd (but logical) logic to come up with a strange conclusion: Nothing exists, and everything exists, for everything is possible all at the same time. Now, by now the reader of this paper is thinking "How is this possible?" or "This guy should be locked up!". Therefore, I plan to explain how I reached this conclusion in this paper. However, I must give fair warning, that some of the logic I used is strange and complex. If you have any doubts about your mental health, or are unsure of your capacities and limitations in any way, please do not read this, or at least do not take it seriously. For those of you who feel you can handle this, read on. Now, let us start at the most logical place to begin, the beginning. What is reality? Well, there are many explanations and theories about this, but I based mine on what I can observe and how I perceive things as a whole. Reality, as we know it seems to be made up of various dimensions. Most people will say reality is three dimensional, but it's really more than that. Time is often considered a fourth dimension, and some people say that there are at least eight known dimensions, possibly as many as thirty. However, it will be easier to start with dimensions from the ground up. Let us start with zero dimensions. A zero dimensional reality is a point. It does not extend in any direction, it is one point, there are no alternatives at all. This is the only type of reality in which a "fact" as we know it really exists. It either is or it isn't. Now, try to imagine a line. Well, there are several types of lines. There are infinite lines, which extend in both directions forever, and lines with one limit, and lines with two limits. Infinity with limits is still infinity. Suppose the line is limited, and is a certain length, not extending forever. This is a one dimensional reality,

Communication Plan Example Essay

Background/Purpose Description of project The Denver International Airport (DIA) Project was created to handle the projected increase in passenger travel, due to the Airline Deregulation Act of 1978. The DIA project would consist of improved airfield configuration, international facilities and efficiency in operation of regional airspace and terminal layout, reduction in noise impact, and new baggage handling and communications systems. This anticipated $1.2 billion conversion project turned out to be a $5 billion ordeal. Improper project management appeared to be the underlying cause of this costly project. The City of Denver appointed two companies, referred to herein as the project management team (PMT) to manage the DIA project. However, beginning with the selection of the architects, the PMT relinquished control by failing to maintain the City’s goals and objectives. Project Scope Provide the scope of the project The scope of the DIA was to replace Denver’s Stapleton Airport with a new runway and baggage handling system to serve the needs of the growing air travels through it city which would satisfy its needs for at least 50-60 years with an initial estimate of $1.2 billion agreed upon by Denver Mayor Federico Pena and Adams County officials in 1985. The project benefits included: Improved airfield configuration; Improved efficiency in the operations of its regional airspace; Improved and efficient terminal/concourse layout; Improved international facilities; Significant expansion capability; and Enhanced efficiency of airline operations. Communication Plan Purpose: what is the purpose of the communications plan The purpose of the communications plan is to guarantee that all parties involved in the project are communicating in an efficient and timely fashion. The plan states the audience involved, as well as the type of vehicle of communication vehicle and frequency, medium, source, task responsibilities, sensitivities, lessons learned, expected results, historical information, and closing statements. Prioritizing and organizing skills are essential elements to a communication plan in order to disseminate information in accordance with the project’s timeline to meet its goals and objectives. The project stakeholders are: City of Denver Greiner/MKE Engineering New Orleans Architectural Firm Continental Airlines United Airlines Communication Plan Scope: Scope: Why a communication plan and what it does for the project The communication plan is essential to the DIA project because it fosters accountability to the stakeholders for effective communication regarding the work that needs to be completed according to the approved deadline and costs to complete the project. Effective communication includes the method in which the information will be delivered, details about the timeline of events and any unforeseen circumstances with remedies for modification and approval. References Kerzner, H (2004). Advanced Project Management: Best Practices on Implementation, 2nd Edition, Retrieved June 23, 2013 from DeVry Library Database 24Ãâ€"7.

IT Doesn’t matter Essay

â€Å"If a company needs evidence of the kind of money that might be saved, it need only look at Microsoft’s profit margin† Excerpts from a company’s strategy document †¢ †¦ the company will ensure that it will have at least 2 plug points in each room with AC connection. †¢ The switches will be white in color and will make a ‘click’ sound on pressing †¢ Press to hear the click sound Disclaimer †¢ We all agree to the fact that IT plays a crucial role in running an organisation. †¢ All that we are driving at is that the existence of IT does not grant a competitive advantage to a company, anymore In other words, IT lets you remain in the race, Winning is a totally different ball game altogether The (lost) Edge †¢ Can IT provide an edge for you? †¢ You only gain an edge over rivals by having or doing something that they can’t have or do. †¢ By now, the core functions of IT – data storage, data processing, and data transport – have become available and affordable to all. †¢ And hence they are becoming costs of doing business that must be paid by all but provide distinction to none Risk >>> Advantage †¢ When a resource becomes essential to competition but inconsequential to strategy, the risks it creates become more important than the advantages it provides †¢ Lets classify technologies into †¢ Proprietary technologies †¢ Infrastructural technologies. †¢ Proprietary technologies can be owned, actually or effectively, by a single company. †¢ Infrastructural technologies, in contrast, offer far more value when shared IT has all the hallmarks of an infrastructural technology. †¢ Its mix of characteristics guarantees particularly rapid commoditization. †¢ IT is, first of all, a transport mechanism–it carries digital information just as railroads carry goods and power grids carry electricity. †¢ And like any transport mechanism, it is far more valuable when shared than when used in isolation Hence the technology’s potential for differentiating one company from the pack – its strategic potential – declines as it becomes accessible and affordable to all. Mainframe timesharing local area networks Ethernet networks Internet †¢ Each stage in the above progression has led to Greater standardization of the technology and hence greater homogenization of its functionality. †¢ The benefits of customization would be overwhelmed by the costs of isolation. †¢ Because most business activities and processes have come to be embedded in software, they become replicable †¢ Both the cost savings and the interoperability benefits make the sacrifice of distinctiveness unavoidable The arrival of the Internet has accelerated the commoditization of IT by providing a perfect delivery channel for generic applications Signs that the IT has reached Saturation †¢ First, IT’s power is outstripping most of the business needs it fulfills. Second, the price of essential IT functionality has dropped to the point where it is more or less affordable to all. Third, the capacity of the universal distribution network (the Internet) has caught up with demand – indeed, we already have considerably more fiber-optic capacity than we need. Fourth, IT vendors are rushing to position themselves as commodity suppliers or even as utilities. Finally, and most definitively, the investment bubble has burst, which historically has been a clear indication that an infrastructural technology is reaching the end of its buildout. Do the Right Thing†¦ †¢   The operational risks associated with IT are many – technical glitches, obsolescence, service outages, unreliable vendors or partners, security breaches, even terrorism–and some have become magnified as companies have moved from tightly controlled, proprietary systems to open, shared ones. IT may be a commodity, and its costs may fall rapidly enough to ensure that any new capabilities are quickly shared, but the very fact that it is entwined with so many business functions means that it will continue to consume a large portion of corporate spending. IT buyers should throw their weight around, to negotiate contracts that ensure the long term usefulness of their PC investments and impose hard limits on upgrade costs. And if vendors balk, companies should be willing to explore cheaper solutions, including open-source applications and bare-bones network PCs. Most of the major business technology vendors, from Microsoft to IBM, are trying to position themselves as IT utilities, companies that will control the provision of a diverse range of business applications over what is now called, â€Å"the grid. † The upshot is ever greater homogenization of IT capabilities, as more companies replace customized applications with generic ones. Wal-Mart and Dell Computer are exceptions to this though. In2002, the consulting firm Alinean compared the IT expenditures and the financial results of 7,500 large U. S. companies †¢ The 25 companies that delivered the highest economic returns, spent on average just 0. 8% of their revenues on IT, while the typical company spent 3. 7%. †¢ Larry Ellison, one of the great technology salesmen, admitted in a recent interview that â€Å"most companies spend too much [on IT] and get very little in return. † †¢ The key to success, for the vast majority of companies, is no longer to seek advantage aggressively but to manage costs and risks meticulously. Thank You