Martin Luther King Jr, Social Activist and The Fight...

Starting from 1865 to 170, the African- American race was slowly developing and advancing in the US community, but even with the abolition of slavery and voting rights, people around them still scorned at them and viewed them as an inferior and lower species. Segregation was not looked down upon in the 1905s and 1960s. African Americans were tortured verbally and even physically in these times, known as the Jim Crow era. Social activists like Martin Luther King Jr. have worked hard a dedicated their lives for the abolition and eradication of these malignant and harmful laws and actions. Martin Luther King uses his life experiences starting from his childhood to support why he opposes segregation and racism. Segregation hindered the development and advancement of African Americans in society, therefore motivating African American activists like Martin Luther King Jr. to speak out by using his life experiences to attempt to make a difference in the world. From terrible childhood memori es, speeches addressed to the community, and even his religious beliefs, Dr. King contributes his thoughts toward segregation and craves to diversify and make a change. After President Abraham Lincoln abolished slavery in 1865, the status of an African American in their community did not change at all. The white race were still continuously bothering and torturing them as they walked down the streets. Many tried to speak up but some fled form fear and other silenced by violence. The gamut of theShow MoreRelatedCivil Rights Activists: Martin Luther King Jr., Malcom X, and Huey Newton1223 Words   |  5 Pages American icon and former civil rights activist Martin Luther King Jr. once said, I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin, but by the content of their character. This quote speaks volumes about the message that he is trying to convey towards society regarding racism. He is ba sically saying not to judge others just because of their skin color, but love them for who they are. We should not beRead MoreDr. Martin Luther King Jr. Essay1134 Words   |  5 Pagesthis paper, I will focus on the themes of racism, human rights, and power and how history makers such as Martin Luther King Jr., Nelson Mandela, and Mahatma Gandhi (just to name these few) helped to redress them to an extent and how theirs efforts shape contemporary events. Dr. Martin Luther King Jr. was born on 15 1929 in Atlanta, Georgia and is one of the most remembered Human Rights Activists in America history. He is remembered for his nonviolent fight for racial equality and justice to the blackRead MoreAfrican Americans During The 20th Century1261 Words   |  6 PagesThroughout the past couple hundred years, countless battles have been fought in order to eliminate race as a social divider. Perhaps the most influential time frame for African-Americans in the United States would be from 1940-1970. During this time in America, Blacks everywhere were fighting against segregation and discrimination of their race. Consequently, the timeline of events that occurred during this time uncovers the numerous battles that African-American people fought in order to gain theirRead MoreMartin Luther King Jr.: An American Hero1193 Words   |  5 Pages This inequality was due to the excessive racism engraved in American society, which was rooted from the times of slavery in the American South. African Americans went through generations of struggle to get freedom and equality. They first fought for the abolishment of slavery and then the status of a citizen. However, this still did not create a society of equality. African Americans had to fight for social, political, and economic equality in a social movement known as the Civil Rights MovementRead MoreMartin Luther King J. And Malcolm X Essay1103 Words   |  5 PagesAfrican Americans in the United States began their fight for civil rights. Among them were brave individuals who led the quest for equality regardless of the consequences that followed. Two of the most famous civil rights activists were Martin Luther King Jr. and Malcolm X. They were both influential leaders of the civil rights movement who strove for a common goal, which was to create equality for African Americans. Although Martin Luther King Jr. and Malcolm X were both authoritative figures inRead MoreThe Preacher and th e Fighter1200 Words   |  5 PagesFighter: A Fight for Equality Present day United States of America. Freedom, racial equality, united with all its citizens. The United States of America as we know it would never have existed if racial equality was not given to the colored people of the country. There was a time in this nation’s history when the people of the United States were not equal. There was a time when colored people did not have well-funded facilities in comparison to the white people. Martin Luther King Jr. and MalcolmRead MoreThe Civil Rights Movement in the 1960’s Essay1269 Words   |  6 Pagesdifference. The 1960s helped open up hope and expectations for Black Americans. One of the most prominent men of his time, Martin Luther King Jr. was known as ?A national hero and a civil rights figure of growing importance? (Discovering 1). ?Martin Luther King Jr. aroused whites and blacks to protest racial discrimination, poverty and war? (Compton?s 244). On August 28, 1963 King made one of his most influential speeches ever at the March on Washington. His ?I have a dream? speech had a major impactRead MoreAnalysis Of Walt Whitman s Works And Pieces1452 Words   |  6 PagesJustin Polkowitz Mrs. Ryan Academic English 2 26 April 2015 Social Change Research Paper These writers and activists are strongly opposed to slavery, and oppression and want to obtain the same rights, social status, and equality as everyone else. They have identical goals that they want to fulfill and are well aware of the controversy that they will not ignore that society has to collaborate to resolve problems and issues in order to unify the nation as one. It is important that all races areRead MoreEssay Life and Work of Martin Luther King Jr.2061 Words   |  9 PagesMartin Luther King Jr. was a civil rights activist from the 1950’s to 1968 with a strong religious background. A strong advocator for all minorities, King did all in his power to end barriers of community; poverty, racism and militarism. The principle he focused more on, however, was racism. King defined racism as prejudice, apartheid, ethnic conflict, anti-Semitism, sexism, colonialism, homophobia, ageism, or discrimination against disabled groups and stereotypes. Later turning his efforts toR ead MoreVietnam War and American Culture1684 Words   |  7 Pages Vietnam Wars Impact on American Culture Donna Whittle DeVry University Introduction to Humanities I. Introduction and Thesis Statement In the 1960’s America went through many cultural changes. Martin Luther King Jr., a civil rights activist, delivered his famous, â€Å"I have a dream† speech. African Americans were fighting for peace, freedom and equality. The United States was involved in the Vietnam War, committed to anti-communism. African Americans were deployed to

William Faulkner s A Rose For Emily - 879 Words

Love is an intense feeling of affection for someone, while hate is a feeling of an intense dislike or loathe for someone. However, they are both similar due to how these emotions cause a human to act irrationally. The lone woman in A Rose for Emily and the cashier, Sammy, in A P both portrayed a greater sense of hate which overcame their love. We as humans, capable of powerful emotion typically act too quickly to even understand the consequences of our actions. One prime example is portrayed in William Faulkner’s A Rose for Emily, Emily loved Homer tremendously, however he did not feel the same way †he liked men, and it was known that he drank with the younger men in the Elks’ Club-- that he want not a marrying man† (Faulkner 408). This caused Emily to buy poison and kill him. Since he does not want her love, no one else can have his love either. This excerpt is similar to people today and roads. We seem to have a love-hate relationship with roads. According to automotive columnist, Eric Peters â€Å"It isn t poor driver education or bad driving as such. It s simply that America is getting crowded† everyone loves cars and roads, it has transformed the way we travel; Emily is similar in a way that she, herself has not grown with the times of the story (Peters). She is stuck in a little bub ble that has not evolved. Her taxes whom her father used to handle with Colonel Saroris, was now needing to be claimed by the new generation of Aldermen since â€Å"Colonel Saroris ad been deadShow MoreRelatedWilliam Faulkner s A Rose For Emily951 Words   |  4 Pagesliterary Response to â€Å"A Rose for Emily† â€Å"A Rose for Emily† by William Faulkner was published in 1930. This short story is set in an old southern town. I believe that this and several other combinations of events are what made the main character Miss Emily go insane. Miss Emily was an old school southern woman trapped in a modernizing society. She tried desperately to keep to her old ways, but the changes that happened around her were inevitable. This made me feel like something was going to goRead MoreWilliam Faulkner s A Rose For Emily1316 Words   |  6 Pagesminuscule detail in the writing. In order to fully enjoy William Faulkner’s â€Å"A Rose for Emily† readers must do the latter. Faulkner is a witty writer; some symbols are less obvious than others in his writing. To fully appreciate and obtain full meaning of the text readers must pay attention to his symbols and how they contribute to the greater theme. William Faulkner uses symbolization in â€Å"A Rose for Emily† to develop a theme of personal struggle. Emily faces many personal struggles: her relationship withRead MoreWilliam Faulkner s A Rose For Emily1181 Words   |  5 Pages Is William Faulkner s A Rose for Emily iconic American literature? Faulkner uses setting, theme and plot to show the ways â€Å"A Rose for Emily† is an iconic American literature. Faulkner saw the Forum magazine with his short story he wrote, â€Å"A Rose for Emily† and found out that was his first national publication. The Mississippi Writers Page says, â€Å"The man himself never stood taller than five feet, six inches tall, but in the realm of American literature, William Faulkner is a giant† (MWP). Read MoreWilliam Faulkner s A Rose For Emily1528 Words   |  7 Pagespoint of view is A Rose for Emily told? Why? In William Faulkner s short story A Rose for Emily the reader is given the account of an old woman who is rejected by society. The reader is acquainted with Miss Emily Grierson by a spectator, somebody who is not Miss Emily, but rather part of the town that rejects her. The storyteller has a somewhat omniscient perspective, knowing more than the normal town s individual, however not all that matters there is to think about Miss Emily. The storytellerRead MoreWilliam Faulkner s A Rose For Emily1801 Words   |  8 Pages William Faulkner is known for his many short stories, however, many has wondered what has influenced him in writing these stories. Like his well known, most famous short story â€Å"A Rose for Emily†, which has always been compared to â€Å"Barn Burning†, one of Faulkner’s other short story. It only make sense to compare them two together because these two stories has may similarities , whether it may be in setting , characters or style they favor each other . Nevertheless they also have many differencesRead MoreWilliam Faulkner s A Rose For Emily957 Words   |  4 PagesBereavement While a â€Å"Rose for Emily† by William Faulkner and â€Å"A Good Man is Hard to Find† by Flannery O’Connor share the common themes of unexpected death and the old south, the murders found in each story are vastly different. Both stories tell of strong female protagonists who don’t cope well with change and both foreshadow death right from the beginning, but the murderers themselves come from completely different worlds. Emily Grierson of â€Å"A Rose for Emily and the grandmother in â€Å"ARead MoreWilliam Faulkner s A Rose For Emily1682 Words   |  7 PagesLyons Professor Amy Green Writing about Literature COM1102 Oct. 06, 2015 William Faulkner s A Rose for Emily is a short story that has also been adapted into a short film; both have been largely debated. Faulkner’s lack of a normal chronology and situation-triggered memories generates a story that has many understandings among its readers, but surprises everyone at the end. When asked about the title of his story, Faulkner said, [The title] was an allegorical title; the meaning was, here was aRead MoreWilliam Faulkner s A Rose For Emily854 Words   |  4 Pages Literary Response to â€Å"A Rose for Emily† â€Å"A Rose for Emily† by William Faulkner was published in 1930. This short story is set in an old southern town. I believe that this and several other combinations of events are what made the main character Miss Emily go insane. Miss Emily was a old school southern woman trapped in a modernizing society. She tried desperately to try and keep to her old ways, but the changes were inevitable. This made me feel like something was going to go wrong very early inRead MoreWilliam Faulkner s A Rose For Emily1810 Words   |  8 Pages William Faulkner is one amazing writing ,who is known for his many short stories .However, many has wondered what has influenced him in writing these stories . Like his well known, most famous short story â€Å"A Rose for Emily†, which has always been compared to â€Å"Barn Burning†, one of Faulkner’s other short story. It only make sense to compare them two together because these two stories has may similarities , whether it may be in setting , characters or style they favor each other . NeverthelessRead MoreWilliam Faulkner s A Of The Sky And A Rose For Emily1540 Words   |  7 Pagesgeneral has affected all societies in all time periods, and reading is more than just an everyday task. These two authors affected society in their time, with their reappraising stories: A Horseman In The Sky and A Rose For Emily. However, William Faulkner (author of A Rose For Emily) and Ambrose Bierce (author of A Horseman In The Sky) have different views and affects on so ciety by when the particular story was published, the use of figurative language, and different genres. Back in the time of

Features Of Organizational Transformation †Myassignmenthelp.Com

Question: Discuss About The Features Of Organizational Transformation? Answer: Introducation McFarlane teamed up with his new management group in ANZ Bank to develop a program for bringing about organisational transformation that aimed in bringing about a competitive and sustainable advantage for the firm in the long run. The ANZ Bank was suffering immensely owing to the closure of a number of branch outlets with also increases in the fee structure. McFarlane observed that ANZ had retreated from serving the rural communities with also the absence of women in responsible roles along the banks hierarchy. The change program initiated by McFarlane was implemented in a rapid fashion through generation of increased cost cutting in large number of branches of ANZ Bank and also in terms of bailing investments along different emerging markets that helped in reducing the risk profile of the bank. Further, McFarlane also focused in restructuring the operations activities of ANZs head office by means of streamlining and outsourcing of banking operations and also through generation of la rge scale reduction of staffs involved in the banks headquarters. The change management program brought about by McFarlane potentially contributed in reducing the cost-to-income ratio for ANZ Bank while also enhancing and sustaining the customer and employee satisfaction rates. Further, the change program of McFarlane also contributed inn shifting the banks focus from corporate banking to retail banking such that it started targeting high value retail customers. The initial steps towards organisational transformation were undertaken by McFarlane and his team during 2000 where they focused on enhancing and highlighting the human face of ANZ. The change strategy undertaken by the team were mainly based along three parameters like Perform, Grow and finally Breakout. In terms of Performance, the change program encouraged the bank to not only deliver increased performances but also generate high returns for its shareholders. In terms of Growth, the change program ideally focused on enhancing the potential of banks revenues, market leadership and brand image. Finally, in terms of Breakout the change management team aimed in generation of sustainable leadership and also in promoting long-term success for the banking firm(Kouzes Posner, 2017). Subsequently the management team at ANZ commissioned McKinsey and Co. for conducting an effective audit of the banks cultural parameters. The study conducted by McKinsey revealed potential gaps between the values of bank and personal employee and also the manner in which the employees perceived the banking organisation. The survey reflected a combination of both positive and negative inferences from the employees. Employees observed the existence of bureaucratic and hierarchal elements in the firm and also existence of a silo mentality while also exercising greater control over information and not sharing them with subordinate teams. McFarlane in terms of designing the change program rightly understood that banks are required to generate values based on the inputs rendered by employees and staffs rather than the values interpreted by the visions of the senior management team. Similarly, McFarlane also stressed on the generation of decisions in terms of engaging the inputs provided by the subordinate members of the different departments and also in contributing in the formulation of a shared vision promoting organisational success. The change program designed by McFarlane contributed in benchmarking the performances of the bank with other high performing organisations operating in Australia. The study enabled ANZ determine its areas for improvement and thereby helped in designing a performance and value assessment survey. Inferences gained from the assessment of value and performance ethic contributed in providing guidelines to the upper management of ANZ for developing and in also effectively undertaking the strategic elements of Perform, Grow and finally Breakout. The Breakout strategy of the Change Management program was considered as the pivotal or the central focus such that it focused on bringing about a cultural transformation in ANZ Bank. This strategy essentially focused in generating newer experiences for the different stakeholder communities of the bank like employees, customers, shareholders and also other members of the different external communities. Further, the Breakout strategy also focused on reducing the element of bureaucracy involved with ANZs operations and rather aimed in generating greater freedom to the internal people. The employees were further encouraged for handling greater responsibilities and also in generating effective feedbacks both positive and negative freely to the higher management(Keller Price, 2011). McFarlane and his team also contributed in designing a team catered for generating breakout and cultural transformation in the firm. Three major initiatives were undertaken by the breakout and cultural transformation team like designing of breakout based workshops and also in designing charters and consulting for generating Breakout. The Breakout workshops were focused on being designed to promote both emotional and also personal development of the individuals. It encouraged the participants for evaluating their thoughts and values that contribute in driving their behaviours for generating performances, effectively explore the impact of such interactions on workplace standards and also help in developing an understanding of shared interests and values of internal members in actionable terms. Breakout strategy designed by McFarlane and his team is viewed as an effective charter marketing guides process changes in ANZ for enabling cultural transformation in the banking organisation. The charter also contributes in generating consulting and also diagnostic services for assisting different business units in bringing about necessary cultural changes such that the internal people can both dwell and work in a newly built cultural system. The Breakout Program designed by the team is observed to be operational for a period ranging from two to three days wherein it assists both the subordinates and the management team by providing needed diagnostic tools for effectively probing and understanding the factors that help in duly motivating them and also other stakeholders of the firm. It also contributes in both engaging and in empowering the team members to work in a collaborative fashion for generating effective decisions(Barrett, 2006). The management team in the organisation was required to generate effective discussion with the internal team members such that the same would be linked with performance assessment programs for helping in tracking and monitoring the annual performances of the employees. Further, employee development programs were also focused on being implemented such that the same was taken to enhance the learning and growth of the people in the firm. The Performance Assessment program undertaken by McFarlane was also taken to be developed in terms of aligning positive reinforcements or rewards with the performance outcomes of the employees. The generation of bonuses to employees in a half-yearly fashion was taken to be generated annually to help in ideal cost savings for the firm. McFarlane and his team also focused on designing a talent development program in the organisation through the integration of the first line and HR managers. The line and HR managers are required to be effectively trained t o lead the performance assessment practices of the firm. The quality and effectiveness of the talent management and development programs carried out at ANZ were assessed through the installation of an external assessment team(Keller Price, 2011). Similarly, the transformation program carried out by McFarlane and his management team also contributed in designing of a leadership program in the organisation such that which helped in the identification and also development of the leadership potential among the junior managers. ANZ focused on investing in a potential fashion for the development of internal leadership potential in the firm(Kratschmer, 2013). Challenges for Managers in Implementing Transformation Strategies Managers tend to face increasing challenges in their bid to change the organisational culture. In fact the changes to be brought about in the organisational culture are observed to be more complex in nature compared to endeavouring of generating structural changes in the firms. The mandatory nature of cultural changes to be brought about by the managers makes the employees behave more pessimistically and suspiciously to the changes planned by the management team. The employees being pessimistic and suspicious about the aftermaths of the change process tend to create potential resistances in implementing the transformational changes in the organisation. The employees tend to fear the unknown and always have a feeling of becoming jobless owing to the transformations being introduced in the organisation. The same makes the internal people generate potential resistances(Rutherford, 2011). Similarly, the internal people adept to an existing culture seems very disinterested in shifting towards a new cultural paradigm. These people tend to reflect a sense of comfort in working along the existing cultures. The resistance to changes reflected by people adept to existing culture can be reduced in that they have a feeling that the existing culture is obsolete and more stereotyped in nature which in turn requires them to desire working in a new cultural setup. Further, employees facing cultural changes required for implementation of transformational strategies also suffer from the fear that working in the new cultural framework would require them to unlearn their present work procedures and styles and rather learn and enhance on their existing skills and expertise for handling of new tools and job processes. The same affects the motivation of the staffs and encourages them to generate potential resistances to cultural changes brought about in the organisation(Kratschmer, 2013 ). Again, lack of trust on the business managers involved in planning and bringing about cultural changes for implementing transformational strategies also tends to affect the drive or motive of the people in supporting such changes. The managers involved in bringing about cultural and structural changes in a repetitive and frequent manner make the subordinates feel very tired for facing of continual changes. The same also triggers the employees for generation of due resistances to changes(Nieswandt, 2015). Evaluation of the Attributes of Key Leaders at ANZ Attributes of Jon McFarlane as CEO The attributes of John McFarlane as the CEO of ANZ is observed to rightly resemble that of a transformational leader. As a transformational leader, John McFarlane served in a highly motivated and passionate fashion for generating needed transformation along the internal culture of the banking organisation. McFarlane acted in a highly focused fashion for helping the banking firm gain on needed profitability and returns in the long run. He acted in a very committed fashion for planning the change process in the organisation. Further, John McFarlane did not fear the taking of risks while focusing on to implement the change process in the organisation. Several cost cutting measures were undertaken by John McFarlane that resulted in severe consequences like removal of excess managerial and other subordinate staffs from the banks headquarters and different branches. The result was immense job loss for different individuals. McFarlane undertook the above risk in terms of generating a strong decision which in turn helped in enhancing the margin for ANZ Bank(Schppel, 2014). Apart from the above decision another set of strong decisions were also undertaken by Jon McFarlane as is required of a transformational leader. John McFarlane was instrumental in outsourcing and in streamlining the job operations of the headquarters. The same contributed in emptying the staff population involved in the headquarters and contributed in cost cutting and in improving the cost-to-income ratio. Similarly, John McFarlane as a transformational leader is also observed to focus on motivating and inspiring people to think about new and creative ideas at the workplace. Jon McFarlane focused on the introduction of positive reinforcements like rewarding and recognising the performances of the individuals both managers and staffs inside the organisation. Further, John McFarlane also focused on development of the skills and qualities of the internal leaders through incorporation of coaching programs. The same helped in the sharing of ideas and experiences by staffs and managers in a mutual fashion(Rumley, 2012). Attributes of Michael Smith as CEO The leadership attributes of Michael Smith as the CEO of ANZ Bank is observed to resemble that of a contingent or situational leader. Smiths joining as the CEO of the bank made him face potential challenges like difficulty in sourcing money, volatility of the debt and equity markets and also lack of trust of the people on the banks. Smith facing the above situation worked with his managerial team in generating different types of actions like enhancing the capital structure of the bank while also in improving the liquidity situation and in enhancing the balance sheet of the bank. Further, Michael Smith and his team were instrumental in generating needed restructuring in ANZ Bank for improving the customer focus; enhance the level of accountability of the staffs and management to the customers and also in developing a stronger management position. Michael Smith also focused on developing the efficiency of the banking organisation to face future economic emergencies(Hogue, 2013). Role of Leadership in Influencing, Directing and Managing Change The role of leadership in influencing, directing and in managing the change process in ANZ Bank can be largely attributed to the leadership style of John McFarlane for being greatly instrumental in bringing about changes in the organisation. John McFarlane influenced the transformation or the change to be brought about in the existing culture of ANZ through the generation of the slogan, the bank with the human face. Further, McFarlane and his team directed the transformational program through the introduction of three sets of strategies like Perform, Grow and Breakout. The Perform Strategy was directed for delivering greater performance for the organisation and in generating greater value to the shareholders. The Growth Strategy was directed for strengthening the potential of the brand and also in augmenting the revenue and leadership position of the organisation. Finally, the Breakout strategy was enabled for promoting long term success and growth of the banking institution. Finally, regarding management of the change process, John McFarlane stressed on rendering a cultural change in the organisation through the effective implementation of the Breakout Strategy. Workshops, Charters and Consulting were developed for righ tly implementing and fulfilling the objectives concerning the Breakout Strategy. Further management activity was also concerned regarding the generation of Key Result Areas (KRAs) across different domains like financial, internal and external people and also general communities for evaluating the efficacy of the Breakout Program(Keller Price, 2011). Cultural Dimensions between Poland and Columbia The comparison of the cultural dimensions between Poland and Columbia is reflected in terms of Hofstedes Six Cultural Dimensions as follows. (Geert Hofstede, n.d.) Both Poland and Columbia reflect high scores in Power Distance. The same reflects the existence of hierarchal structures within the firm and also centralisation of authority and decision making functions. The subordinates in the organisation are required to follow the directions and guidelines shown by the management and superior authorities. In terms of individualism and collectivism, Poland reflects the existence of an individualistic culture where individuals focus on gaining their own career growth and development. Promotion is generated on the basis of merit. Colombia on the contrary, reflects the existence of a collectivist culture where individuals focus on working in groups rather than individually. They also like to take care of the needs and expectations of the group workers(Mandal Vong, 2015). The culture of both Columbia and Poland reflects existence of a Masculine culture. The masculine character reflects that they are highly ambitious in nature and focus on meeting their achievements. Further, the Columbians and the Polish people are also driven by potential competition and thereby enhances on their expertise for generating greater efficiency in the long run. Both the Polish and Columbian culture is observed to reflect increased scores of Uncertainty Avoidance. These cultures resist the incorporation of innovation and moving over to untapped markets or segments. They are also interested in sustaining links to their traditional cultures(Binder, 2016). In terms of long-term orientation, both the Polish and Columbian cultures reflect lower scores. Columbia tends to reflect lower scores than Poland. Increased scores regarding Long-Term Orientation reflect that the organisations focus more on generating and meeting of short-term objectives and are also linked with their tradition. Finally, in terms of Indulgence, the Polish culture reflects very low scores compared to Columbians. The low indulgence score for Poland reflects that they are less interested in incorporating the elements of leisure and hobby in their working spheres compared to the Columbians. The Columbians are rather interested in integrating the elements associated to leisure and hobby with their day-to-day working activities(Petrakis, 2014). References Barrett, R., 2006. Building a Values-driven Organization: A Whole System Approach to Cultural Transformation. New York : Routledge. Binder, J., 2016. Global Project Management: Communication, Collaboration and Management Across Borders. United Kingdom : CRC press. Geert Hofstede, n.d. Poland in Comparison to Columbia. [Online] Available at: https://geert-hofstede.com/poland.html [Accessed 13 September 2017]. Hogue, W., 2013. Elements of Leaders of Character: Attributes, Practices, and Principles. United States : WestBowPress. Keller, S. Price, C., 2011. Beyond Performance: How Great Organizations Build Ultimate Competitive Advantage. United Kingdom : John Wiley and Sons. Kouzes, J.M. Posner, B.Z., 2017. The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations. United Kingdom : John Wiley and Sons. Kratschmer, P., 2013. Organisational Culture Is Highly Resistant to Change - Discuss. Germany : GRIN Verlag. Mandal, P. Vong, J., 2015. Smart Technologies for Smart Nations: Perspectives from the Asia-Pacific Region. United Kingdom : Springer. Nieswandt, M., 2015. Fast Cultural Change: The Role and Influence of Middle Management. United Kingdom : Springer. Petrakis, P.E., 2014. Culture, Growth and Economic Policy. United Kingdom : Springer Science Business Media. Rumley, D., 2012. Transformational Leadership: The Senior Pastor's Impact on Church Effectiveness. United States: Lulu.com. Rutherford, S., 2011. Women's Work, Men's Cultures: Overcoming Resistance and Changing Organizational Cultures. United Kingdom : Palgrave Macmillan. Schppel, F., 2014. Differences and Similarities between Charismatic and Transformational Leadership. Germany : GRIN Verlag.

Why are we here an Example by

Why are we here? What Socrates said about an unreflective life was very much true. A life that does not think of purpose is not only a waste of time for the person, but has no value for what his/her life was created for in the first place. Thus, to ask for the reason of existence is like setting everything straight in ones life. Its like aiming all your efforts to what is of worth. Its like investing for what will yield substantial dividends in the future while one is still young, and for those who are of age, its like spending ones precious time, energy, and resources for what really matters things which would last and would leave a legacy for succeeding generations. In a way, this is my reason for going to college. Need essay sample on "Why are we here?" topic? We will write a custom essay sample specifically for you Proceed I know, if there is any purpose for my life now as a teenager, it is to grab the opportunities God is giving me and there shine for his glory. In my age, one of those major opportunities is the privilege of schooling to have been able to pursue college level of education. College education is, for me, preparatory and prerequisite to getting future chance for job that will suit my profession which, for reasons of aptitude, may very likely earn me a lucrative income. This is why I decided to pursue college education to acquire skills necessary for competency in prospective future jobs. Moreover, to have finished college means to become a professional and to have reached a broader level of skills in interpersonal relationships. This is very important in a healthy community. In a very real sense, the likelihood of being able to raise a strong and healthy family is more feasible when both or even one of the parents is professional. In the issue of the course of my choice, I opted for this one because of my natural propensity to it. This is my interest and one which matches my personality. The prospect of being able to contribute to available body of knowledge and thus promote and enhance learning among future learners is exciting. It stirs me all the more and heightens my motivation to a level enough to enable me to perform at my best. Like a caught fish which later released by its captor to it natural habitat, thats what I would like to describe myself in choosing this course. Now, life has become more meaningful to me, and eventually, with my contributions, Ill be able to make life meaningful also to others who look for meaning themselves. My lifes goals are closely connected to where I am now. Im not in this college for no reason. What I am doing and will be doing in the coming years that will be spent in this school are all parts of intentional steps which I calculated and executed to attain my goals. Of course, there might be lapses along the way as I sustain (with Gods help) my efforts through the coming days, months, and years, but with the encouragements and corrections of the advisers and all of the faculty and staff of the school, Im sure Ill be upheld. As to my perception of things now, my goals in life are: enjoy the course that I have chosen, give my best to understand the profession which Im aiming and earn good grades, finish the course, and enjoy its benefits in the coming years, and benefit my community through my acquired skills and my family which will definitely contribute to the development of not only our community but ultimately, the country as well. Rick Warren, in his book The Purpose Driven Life said that the reason why many people lacked relational skills is because most of them have been raised in families with detrimental kinds of relationships. Probably, the parents were themselves abused, and thus, had no healthy perception of relating to others (Warren, 2002). This can be helped if there is a community whose aim is to foster healthy relationships; and of course, it follows that when theres this kind of aim in mind (and I think that the college/school itself has its crucial role to play in all these), students are taught how to relate well with excellence, honesty, fairness, and astuteness of mind. Reference: Warren, Rick. 2002. The Purpose Driven Life. Published by Zondervan.