Investigating Meaningful Teaching Essay Example for Free

Investigating Meaningful T severallying EssayInvestigating Meaningful Teaching Daniel Bowen Grand Canyon University Special Education radix and Framework SPE-330 May 26, 2011 Investigating Meaningful Teaching Investigating what meaningful training is it is having instructors that are willing to teach to the whole school electric s perk upr by having patience, pardon and developing a meaningful relationship with their students. Being a positive influence and having effective classroom management. An effective teacher is a teacher that wears some hats such as a coach, actor, cheerleader and friend.Having the ability to read their moods, body language, when and what may cause them to obtain frustrated. Also having a deep belief in each and every student has the ability to learn and achieve. In an interview with four teachers, two inclusion teachers and two self contain teachers was conducted. All four teachers were asked the alike questions this being a summary of the resul ts of that interview. (Grand Canyon University, n. d. ) In their opinions, what is necessary for a meaningful and worthwhile teaching and learning experience?All four teachers confer to having respect for each student and students having respect for them and being consistent in enforcing classroom rules. Maintain a set of routines so the students know what is expected of them each day. Know the laws that deal with Special Education. These laws are appt to change at any time. (Grand Canyon University, n. d. ) How is a meaningful learning experience for students related to the teachers philosophy of fostering? The teachers all tonus in general that a meaningful education is synonymous with their philosophy.A student must be made to feel respected, valued, and to feel safe in the classroom. Discipline is as necessary as the text without it the learning process cannot be achieved. Each teacher believed that having the understanding that each student will learn on deferent levels and incompatible ways. It was part of their philosophy to discover the uniqueness of every student. (Grand Canyon University, n. d. ) why did you want to become teachers? why do you continue teaching? The first part of this question is generic.They all were influence by a teacher or more than sensation teacher as they were growing up. The second part was a little different with each teacher. In general the challenge they face every day. Having a child all of a sodden come alive. They begin to grasp the math or reading at their level seeing the excitement in their look when a door opens for them that once was closed. The small rewards everyday is what kept them in the classroom. (Grand Canyon University, n. d. ) What are two or three of their most rewarding teaching experiences? Their most challenging?Two of the teachers stated that their most rewarding experience was in having a past student call them up with an invitation to their graduation. These students stating that they would n ot have made it through school if these two teachers did not believe in them from the start. The others where when they observed there student achieve the understanding of basic math without a calculator and one learning how to write their name for the first time at the age of thirteen. (Grand Canyon University, n. d. ) What changes would they like to make in teaching?Why? They all agreed that the change they would make would be Standardize testing the F-cat (Florida Comprehensive Assessment Test). The teachers have to teach the test and not what the student sincerely need to be successful in the classroom. They state the biggest problem with this test is that the government is trying to outsmart the student. It is believed that they design the test to make the students to fail. One face was given were a student was a straight A students her whole life all through elementary, middle and high school.She took the F-cat so she could graduate and failed. She could not graduate with he r class. They feel the test is not fare to student with or without learning disabilities. The changes they all agreed with was to completely do away with the F-cat and much of the piece of music work and go back to letting teachers teach. (Grand Canyon University, n. d. ) The reason I want to become a teacher is the total opposite of the teachers interviewed. I neer had a teacher that left a lasting impression on my life. I had no on to mentor me as I chose to become a teacher.I became a teacher because after a few industrial accidents left me unable do anything physical for a very long time. trance I was looking for something I could do. A bus driving passion came open. So I became a bus driver. As I was driving the smear of a substitute teacher open I became a substitute teacher because it paid two dollars more an hour. That was as a substitute teacher that and working with the student that made me decided to become a teacher full time. Watching students struggle with their wo rk, being able to show them how to do it correctly, and having the chance to see the ahh factor.Being able to help students learn and see them as they learned is one of the greatest experiences I had in my life time. The decision to become a Special education teacher came a little later. It was the same as when I decided to become a teacher. It was having that one on one with the student. Being able to teach a class with children that were diagnose with Downs, Autistics, Mental Retardation and the list grows. I feel in love with these children and discovered the very need for teacher in this area. This is the reason I decided to join the ranks of Special Education teachers.Through the interview I discovered an even stronger believe to become a Special Education teacher. Through these teachers interview help to enforce what I already knew. Each student is a unique individual. Having different personalities, weakness, strengths, and learning styles. This becoming one of the greates t challenges is unlocking each student mind helping them to discover knowledge. References Grand Canyon University. Syllabus module 2 (n. d. ). http//angel103. gcu. edu/ division/default. asp? id=835810

Good and Evil and Beowulf Essay Example for Free

Good and Evil and Beowulf EssayBeowulf is the most famous epic of the Anglo-Saxon period. This is a story of an epic hero who fights against the most sinister monsters known to man. Beowulf and Grendel are the main characters of this tale they are the perfect example of good versus abuse, sporty versus dark, and hero versus villain. Beowulf is the story all epic hero stories have followed the Beowulf with his hero qualities goes head to head with Grendel. Heroes and villains share a lot of qualities but a human action of key characteristics set them apart. Heroes as well as villains above all are abnormal they share their own specific goals and are often in truth intelligent and capable of achieving what they want or need to achieve.Both types of these individuals are often warrior like and of unique or even divine like powers and weapons. disrespect sharing these characteristics they are not similar in their desires. Heroes fight on the side of right, they fight for the goo d of man and they fight for the safety of society. Villains fight for immorality they do not care about gratis(p) people being injured by their actions and only seek self satisfaction. Villains recklessly murder anyone who gets in their way and the only ones who can stop them are heroes like Beowulf.Beowulf is a shining example of an epic hero who fights against the evils of the Geats. Beowulf is a warrior who praises god and aims to kill the monsters that infestation his people. Bravest and the best of the Geats, Beowulf is a superhuman warrior who is out to kill the likes of Grendel for fame and glory. Grendel is the most sinister monster known to the Geats, he strikes fear into their hearts because of what he has done to innocent people. Grendel is an ugly and despicable monster who has hands forged in hell (ll. 64).Grendel is the enemy of mankind and specifically Beowulf, he is the shadow of death and lusts for evil (ll. 74). The employment between Grendel and Beowulf is not one that is just a battle of fame or pleasure but one of righteousness and wrong. Beowulf must defeat Grendel for all of the evil he has committed and to honor those who have died defending themselves from this creature born in the depths of hell.

Los Vendidos Play Analysis

Los Vendidos Play AnalysisBeyond an energetic and comical playwright, Luis Valdez Los Vendidos is an accurate reflection of the contemporary American society, pore on how Mexicans be perceived in this society. The play abounds in stereotypes rough Mexicans, which is why the main root of Los Vendidos is stereotyping. Stereotypes appear in societies because the dominant allele majority has difficulties in understanding the specificities of particular minorities, as it is the case of the Mexicans, portrayed in Los Vendidos. Nevertheless, stereotypes are nurtured as a modality of keeping minorities socio economically repressed and inferior to the dominant take to the woods in the society (Escobar p. 562). By portraying the main stereotypes that are used to refer to Mexicans in United States, such as farm workers, clique members or revolucionarios, Valdez describes the identity crisis experienced by Mexicans, who are trying to resist to the pagan assimilation of becoming American s.The plot of this play revolves around an intended sale, wherein neglect Jimenez, a secretary of the Presidential administration is on a mission to purchase a Mexican model, in piece to appeal to the Mexican electorate. beneficial Sancho, the owner of the store that sells Mexican models, introduces to Miss Jimenez three types of Mexicans that she can purchase the farm worker, the gang member and the revolutionary, exemplifying like this the main stereotypes with which Mexicans are associated in United States. The sole idea that the members of a race can relate with a single model, a robot that is believed to encompass the distinctiveness of an entire race is based on a prejudice (Kassin, Fein Markus p. 155).An otherwise problem that the play raises in relation with the stereotypes created for Mexicans in United States, is that Mexicans themselves came to identify with the stereotypes that the American society created to subtend them. As such, Honest Sancho admits the main mode ls of stereotyping existent in the American society and promotes them for sale. Although Honest Sancho seems to be interested in his business, exploiting the American culture of stereotyping in rule to be profitable, there is, nevertheless, a truth in the fact that Mexicans adhere to the stereotypes created for them and transmit them from a generation to another.The fact that the typical Mexican people active in United States are represented through robots suggests the idea that Mexicans are not seen as humans, just now as machines, hence the objectification of this people (Belkin p. 17). Honest Sanchos robots are seemingly created to serve the American society through their hard work, as exemplified by the farm worker, who is built close to the ground, durable, friendly and loves his patroness (Valdez pp. 41-42). On the other hand, the other machines that describe the stereotypical roles of Chicanos in U.S., respectively the gang member and the revolutionary. Yet, the roles of t hese Mexican models are also well justified, because they serve as criminals that get arrested (Valdez 44). In this sense, they are fulfilling the hearty role of criminality, serving as the scape goats for the malfunctions of the American society. Through the Mexican robots kept in store to be sold, Valdez demonstrates that the stereotypes have a functional role in society, serving as the servers or the people to be blamed by the dominant race. This reinforces the idea that stereotyping is a form of racialism that generates feelings of superiority from the dominant race towards minorities (Escobar 562).Although she is also a representative of the Mexican people in United States, Miss Jimenez identifies to a greater extent with the dominant Americans than with Chicanos. Just as the white Americans, Miss Jimenez fails to admit the individuality of Mexicans, although she too, is a Mexican American, or una chicana (Valdez 41).On the other hand, she seems to be ignorant of the stereo types and prejudices that Mexicans experience in United States. As such, when Honest Sancho describes to her that the farm worker is cutting grapes, she responds Oh, I wouldnt know (Valdez 42). This scene raises the question of whether one needs to dissociate of his national identity in order to escape the stereotypes associated with ones race. As such, Miss Jimenez insists that her name should be pronounced using side of meat and not Spanish pronunciation, correcting Honest Sancho and admonishing him for his lack of good English skills, when he addresses her in a Mexican style My name is Miss JIM-enez. Dont you speak English? Whats wrong with you? (Valdez p. 41).Although the play critiques the American society for its lack of cultural sensitivity to Mexican people, arguing that Americans consider all Mexicans as either farm workers, gang members or revolutionary, Miss Jimenez is the exception that deconstructs this myth. She is a Secretary in the U.S. government, therefore, she is educated, urban, modern, possessing all the features of the casual American. As Belkin (p. 18) observes, she is assimilated. In contrast with her, all the other Mexicans, who fail to become Americans and stick to their Mexican identities are considered stupid, uneducated or barbaric (Valdez p. 48 Belkin p. 18).Nevertheless, the play transmits mixed impressions about what the American society expects from the Mexicans, which further perpetuates the racial stereotypes directed at this nationality. As such, Miss Jimenez, as the representative of the American government, seeks a Mexican model that is educated, knows good English and a romantic figure to attract the women electorate. These values do not describe Mexican stereotypes, but the product of cultural assimilation (Belkin 18). On the other hand, through the character of Miss Jimenez, the play writer transmits the idea that the American society expects the Mexicans to be cheap. The unalterable question of Miss Jimenez is he ec onomical (Valdez pp. 42 49) acts like a leitmotif in the play, putting an equal sign between Mexicans and cheap constancy force.Cheap labor force is a stereotypical representation of Mexicans, one which is desired and expected by the white Americans, even from the educated and acculturated Mexicans. As such, utter for the U.S. government, Miss Jimenez seems shocked to hear that the price for the educated Mexican is $ 15,000, asking Fifteen thousand dollars? For a Mexican (Valdez 50). In other words, while the American society expects the Mexicans to become acculturated and integrated, acting and behaving like normal Americans, they still expect them to be cheaper, hence perpetuating the socio economical oppression of this people through prescriptive stereotypes (features widely accepted as defining roles or behaviors) (Corell and Benard 5).What started as a comical play developed complex sociological concepts of assimilation, acculturation or stereotyping. Stereotyping is the c entral theme of the play and it is vividly represented through all the characters presented in the play (Honest Sancho, Miss Jimenez and the robots). In addition, the social expectations from the Mexicans also perpetuate the stereotypes that keep this people in socio economical oppression to the dominant race in U.S. Las Vendidos teaches audiences about the danger that lies in stereotyping, which can take the form of economic oppression or riots. Stereotyping is more than a form of social discrimination it is a lifestyle by which the dominant majority and the vulnerable minority live, abiding to the socially shaped misconceptions about how minorities should be or how they should act.Works CitedBelkin, Elena. Changing Fronts in La Lucha Chicana Cultural Construction of Class, Race, and sex in Chicano/a Literature. Ohio Ohio State University. 2008. Print.https//kb.osu.edu/dspace/bitstream/handle/1811/32190/Changing_Fronts_in_La_Lucha_Chicana-1.pdf?sCorrell, Shelley, J. and Benard, S tephen. Gender and Racial Bias in Hiring. Online 21 March, 2006. Available at http//provost.upenn.edu/uploads/media_items/gender-racial-bias.original.pdf. 7 March, 2017.Escobar, Angela Sanchez. Chicanos Stereotypes and Search for Self Identity as Seen through Literature. CUACE 14-15 561-571. 1992. Print.http//cvc.cervantes.es/literatura/cauce/pdf/cauce14-15/cauce14-15_30.pdfKassin, Saul, Fein, Steven Markus, Hazel Rose. Social Psychology. Belmont Wadsworth. 2014. Print.https//books.google.ro/books?id=jtdnyrG9xboCprintsec=frontcoverdq=social+psychology+kassinhl=ensa=Xredir_esc=yv=onepageq=social%20psychology%20kassinf=falseValdez, Luis. Luis Valdez Early Works Across, Bernabe and Pensamiento Serpentino. Texas Arte Publico Press. 1994. Print.https//books.google.ro/books?id=t62V4sknDw8Cprintsec=frontcoverdq=Luis+Valdez+%E2%80%93+Early+Works+Across,+Bernabe+and+Pensamiento+Serpentinohl=ensa=Xved=0ahUKEwjV0KKH18XSAhWHzxQKHc0kCr4Q6AEIGjAAv=onepageq=Luis%20Valdez%20%E2%80%93%20Early%20W orks%3A%20Across%2C%20Bernabe%20and%20Pensamiento%20Serpentinof=false

Leadership Within Pixar Animation Studios

Leadership Within Pixar Animation StudiosPixar(2010) Pixar is an American animation production neighborly club based in California, United States. The gild was started in the year 1979 as the part of the computer division of Lucasfilm and was bought by The Walt Disney Comp any in the year 2006. The companionship during its 17 years of existence has delivered some(prenominal) movies that has redefined the world of visual technology and animation. Pixar is cognise for its some of the basic values that form the foundation of its unbeat suitable victory. muckle at Pixar atomic number 18 extremely talented and there exists an impart collaboration among people coming from multiple disciplines. However, a formal structure is equaled at the company where it is necessary for every member to ensure enhancement of three inter-related facets of the business, namely, leading, exhibit and accountability.Leadership is taken very seriously at Pixar and it is ensured that leaders are abl e to tune their communications, and value the vision of the organization and come up with the ability to provide lots of ideas (Jeremy, 2010) Managers as well(p) as workers of the enterprise restrain the exemption of expression so that their vision and ideas can be communicated chuck up the spongely that helps the organization to come up with innovative ideas ensuring a sustainable position in the merchandise (Morris, Jeremy, 2010). Anformer(a) beta element of Pixars environment refers to its collaborative approach towards work. It is fine to have talented people hired in the company, but it is equ anyy important to make these people work in a motivated manner towards achievement of organizational goals (Milter and Matveev, 2004). At Pixar, everyone is make to generalize that his/her success lies in the success of all early(a) members. This helps in moving in a collaborative manner to ensure that everyone working in the company succeeds. The group spirit at Pixar helps in l et onment o fold hires and new hands in a similar fashion with a healthy respectfulness for each other resulting in an environment of credibility and trust prevailing by erupt the organization. Apart, from these two elements, accountability forms the foundation of the working environment at Pixar. Leaders and managers at Pixar stick with a clear line of accountability that helps them in seeking ways to improve themselves. Every project is headed by a Director/Producer duo, to whom all members of the project are accountable. These directors and producers are in turn accountable to leaders of the company and have the opportunity to utilize the experience and knowledge of senior filmmakers who are the part of exculpate forethought of the company. In short, Pixar follows a highly structured process grows at fostering a meaningful collaboration resulting in a culture that comprise of value for ability and contribution of others.Cultural outlineBefore going for a discussion on ethn ical analysis, we need to understand the meaning of culture in a proper manner. Various scholars and academicians have given several definitions for culture. Formally, culture has been defined as a pattern of shared beliefs that were developed by a group during the process of external adaptation and internal integration, that has worked well enough to be considered valid and, therefore, to be taught to new members as the correct way to perceive, think, and feel in relation to those problems. Martin (2002) explained that everyone knows about the groups, organizations, and societies in which certain beliefs and values prevail at cross purposes with the beliefs of others, resulting in a educate where conflicts and ambiguity prevails in a high degree. This is often the result of insufficient stability prevailing among members, insufficient shared history of experience, or the presence of several subgroups with difference in their personal experiences (Thorngate, 2004). legion(predica te) a times conflicts and ambiguity also results because of the fact that an unmarried is not a part of a whiz groups but belongs to several different groups and this has an impact on the assumptions and beliefs that one brings to a particular group and is influences by the assumptions that re appropriate to some other groups to which an individual belong.Khan (2005) argued that it is necessary that people are matched with the organization in order to ensure success of the company. There is a set of collective rules through which a company operates, which is termed as the culture of the organization. (Conolly, 2008) explained that employees of the enterprise should be well aware of their workplace that will clearly define appropriate and inappropriate behavior.In the accede paper, an analysis of cross- cultural regainings arising out of the amalgamation of The Walt Disney and Pixar will be undertaken. It makes it necessary to understand the meaning of cross-cultural analysis. Un der a cross-cultural analysis, an investigation is made into the ways through which people coming from different backgrounds communicate with each other. Whenever any merger takes place there is an amalgamation of the culture of the two organizations move in the merger (Stening, 2002). Here several cross-cultural issues may arise because of the interaction of people coming from two different groups with different background, beliefs, values and functions. cross-cultural analysis thrives to harness the utilitarian function of culture in order to use it as a mode of increasing the adaptation of people and transport an improvement in patterns of communication (Nigel, 2001). It is one of the discipline of international management that focus on cultural encounters, aiming at discovery of methods that can be pick out to handle cultural differences that often give rise to conflicts, ambiguity and miscommunication.There are several different cases that can be used to conduct a cross-cu ltural analysis. Various models includes those suggested by Hawkins (1992), Terpstra and Sarathy (2000), Hofstede (1994), and Wills (1991). The framework suggested by Hawkins and Terpstra are similar in nature and explains some of the common elements such as values, education and skill, social status and organization. Hawkins has tried to approach culture from the perspective of a consumer lifestyle, while Terpstra approaches culture in somewhat wider contexts. Thus, it is much more easy to use the model suggested by Terpstra and Sarathy. In addition, Hofstedes model will be used to understand the various dimensions of culture that are based upon individualism, power distance, masculinity and uncertainty invalidateance. Wills (1991) considered culture as the bring up element of their model of culture. This will explain the basic idea of culture at Pixar as after the merger with The Walt Disney, the major aim of the company was to establish Pixar as a study organization. The dim ensions of scholarship are used to consider a model of cross-cultural analysis suggesting a alliance between high/low context of a culture and the rate at which new products are adapted.In addition, it is to be noted that culture and leaders are interconnected. These are viewed as the two sides of the identical coin, in that leaders first create cultures when they create groups and organizations (Edgar, 2004). Once cultures exists they look out the criteria for leadership and thus determine who will or will not be a leader. The unique function of leadership helps in managing the existing culture in case the elements of a culture becomes dysfunctional. Leadership also manages evolution of culture and convert in such a way that the group is able to thrive in a changed environment also (Bal, 1999). Thus, it is right to say that it is necessary to understand the culture both for group members as well as for their leaders. The cultural analysis in relation to leadership roles will a lso be discussed and analyzed for Pixar.Cross Cultural Issues at PixarThe Walt Disney acquired Pixar with the view that Pixar would be able to bring some creativity to Disney, which had lost the luster in its animation. However, various major factors of the success of a merger were recognized by both the parties and they emphasized onThe concept of transformational leadership and the importance of its existence for the success of the mergerCreating a new strategic vision and mission for the new organization that is shared by both the parties to the mergerDeveloping and maintaining encyclopaedism teams resulting in fostering a learning environment throughout the organization.Creating and maintain a learning culture throughout the merged organization.Pixar is well known for its culture of collective creativity. Management think in a way to build capability to recover when some failures occur and not in the direction of preventing the risk. It is believed that smart people are more i mportant as compared to good ideas (Catmull, 2008). The company aims at enhancing the power of fanciful people and builds a inventive culture on the foundation of active feedback among peers. An open culture and communication prevails in the organization where people at all levels support each other and help each other to turn out their best (Catmull, 2008). All members of the organization respect each other and there are very high-flown cases of any unhealthy conflicts with groups having considerable problem-solving powers that act as an inspiration to be creative and innovative. However, with the merger of Pixar with The Walt Disney, the culture of the two organizations also merged and then depend upon several cross-cultural issues that could have resulted in a failure of the merger if not managed properly (Haspeslagh, 2006). The Walt Disney is characterized with a highly regimented culture while Pixar is known for its unique, free-spirited, independent work dynamic culture (L am Chi and Lee, 2007). The successful combination of these two totally different cultures was the hallmark for the success of the merger. In case Disney would have made any attempt to get the people of Pixar work under pressure to generate efficiencies, even though the way of increasing its productivity or bringing about an elimination of the overlapping support positions, would have resulted in high rates of turnover with skilled employees leaving the Disney Pixar (Lam and Lee). It is to be noted that galore(postnominal) a time sin such highly skilled industries such as animation and communication, people are allowed to let go because of skill gap. However, it is the issue of cultural gap that makes most of the skilled people switch companies frequently in animation and communication industry (Keating, 2006). It is the clear understanding of magnitude of synergies that makes the mergers successful.Analysis of the cross-cultural issues at Disney PixarAs discussed in the previous se ction, to manage cross-cultural issues at Disney Pixar, management concentrated on four important elements of transformational leadership, shared vision, learning team and learning culture. These elements and Disney Pixars approach to these are discussed as followsTransformational Leadership at Disney PixarIt is necessary that an organization have transformational leaders in order to develop creative thinking and problem solving to foster organizational yield. Transformational leaders are those who lead through social exchange. They help their followers grow and develop into leaders by responding to individual followers needs by empowering them and by aligning the objectives and goals of the individual followers, the leader, the group and the larger organization (Riggo and Bernard, 2008). It is the elements that can encourage organizations to develop and change more rapidly so as to be able to meet challenges of dynamic and warlike environments.Disney Pixar followed the approach o f defining and developing the transformational leadership. The company decided to follow the approach in order to make employees easily adapt the new culture, which is a mix of the cultures of two organizations. It is believed that creative powers come from creative leadership (Riggo, 2008). It is so because effective leadership helps in effective development of support structures, the necessary resources and access to the experience and knowledge of the top management of the organization. At Pixar, access to the mindset trust of the organization was easy for all individuals because of its independent and free-spirit culture. However, it was for Disneys culture to adopt this key feature in order to be successful in the rivalrous environment. Transformational leadership was chosen as a route to achieve this objective and make Disney Pixar a learning organization.Shared Strategic VisionAnother key element ensuring the success of a merger is the sharing of a shared vision of goals an d objectives by the merging organization. This helps in providing proper guidance and reducing the anxieties and uncertainties associated with the process of merger. It is necessary in case of a merger to develop an environment of learning throughout the organization. This is possible only if there is an availability of diverse learning teams that are led by leaders who are sharing a common strategic vision. An organization is able to create a sustainable competitive advantage through such a process (Jemison, 2006). This further makes it easy to manage the increasing complexities associated with economies of scale and then competitors find it more difficult to likeness a companys operational methods (Janik, 2006). As explained by Gill (2010), managing through a shared vision proves to be much more productive as compared to the management done through coercion or control. Creation of a shared vision refers to the process where a consensus has to be achieved on the direction of the g roup and on the desired results. The basic aim is to make the members of a team approach their work with aim of achieving same goals for the future and being guided by same principles. A shared vision is also necessary for developing and fostering learning and change in an organization.In the case of Disney Pixar, a formal team of leaders was created in order to blend the two companies. Among these steps, the Vice President of Pixar was appointed as the chief creative officer of Disneys and Pixars animation studios. Despite of his having the ascendence to green light films for both the studios, the ultimate authority to approve rested in the hands of Disneys CEO. The main aim was to maintain the Pixars culture. However, it is not enough to develop teams of leaders. It is necessary that leading teams emerge throughout the organization and leaders try to develop learning of each and every individual about the new cultural values, mission and vision of the organization and the object ives for which the various operations are being carried out in the organization (Gancel and Rodgers, 2002). Every individual is required to have a commitment towards the strategic vision of the merger. There is a need of combining the best skills as two organizations to enhance the sharing of the strategic vision and avoid any cultural issues.Developing Team LearningAt Pixar, it is believed that providing freedom to take terminations helps in development of teams. People are given complete panorama to be creative and use their ideas in order to learn from their success or failures. The cofounder of Pixar and his executives gives tremendous authority to their directors. All decision-making authority rests in the hands of teams and no undivided individual is considered as a decisions making authority. The rule is that the opinions and advice received from the brain trusts of directors will be used only as an advice and directors have full authority to refuse their suggestions if i t does not fit their plans. However, Disney having a tight control culture, followed an approach where corporate executives micromanage by keeping tight control over budgets and go in in the departments to take final creative decisions. These two different approaches resulted in several cultural issues after the merger. Many of the key employees left the company because of Disneys autocratic cultural values. Ed Catmull, the cofounder of Pixar had recently changed his vision to build the organization where everyone work in the direction of creating a magic even when the directors and cofounders are gone (Prokesh, 2008). This called for a strong transition in the culture of the organization where executives were expected to do something of themselves even when people carrying out the organization were not there. Same was expected out of Disney, and unfortunately Disneys staff lacked the spirit and failed to develop a strong learning approach towards their work.Creating a Learning Cu ltureTraditionally, organizations used to follow a top to down bureaucratic, controlled and narrow approach to management. This approach used to limit the learning process in the organization. In case of a learning organization, new directions of growth and development can be identified and recognized that makes it possible to handle challenges and problems. In todays competitive global era, diversity and cross-cultural complexities have become the like to the challenges that a business organization face while improving their operational efficiency.Disney Pixar failed to recognize the method through which an organization can turn into a learning organization (Keating, 2006). The process is being undertaken successfully at Pixar through developing relationships and recognizing the fact that talent is rare and thus its retention is essential. Ed Catmull believes that the assumptions of the organization must be constantly challenged and the search for flaws that can destroy the cultu re of the organization should not stop throughout the operations of the organization. However, the process could not be undertaken successfully at Disney Pixar and resulted in several cultural issues. The new company was unable to keep Pixars talent together as there were vast differences between the cultural values and working styles of the two companies (Haspeslagh, 2006). Management was not successful in creating a learning culture throughout the organization and the unionized culture of Disney may not successfully coexist with non-unionized culture of Pixar.RecommendationsDisney Pixar has failed at many levels while making the merger successful. The company has taken strong steps to initiate learning in the organization but it is doubtful whether such learning will be institutionalized throughout the organization. Some recommendations to foster learning and avoid any cultural clashes are discussed as followsA utilization of differences can be made through the use of matrix strat egy. This will help in conclusion a perfect balance between the competencies of managers of both the companies. In addition communication plays an important role in managing cultural differences (Lodorfos, 2006). Leaders should allow open communication and integration between team members as well as between teams to ensure smooth flow of knowledge and information. This will help in people from both the organization understand each others values, beliefs and working style resulting in more respect for each others culture (Harding and Rouse, 2006). Treating the partner company members with respect is the key to the success of a merger. Additionally, formal as well as informal training should be provided to the employees of Disney in order to adjust themselves with the open and free culture of Pixar. The decision making authority should not rest in the hands of few authorities and managers must be delegated more and more decision making power as in case of Pixar. Furthermore, Disney a nd Pixar studios are kept separate in order to reduce the complications. However, it is advised to design a single studio where a combined set of values coming from the combination of the ideas of both the companies should be fostered to ensure success of the merger. This is so because keeping the two part of the Disney-Pixar merger as separate organizations can create the conditions for separation in future. Such a separation will result in more differences on account of cultural values and style of leading to more clashes and conflicts among the individuals of two companies. Disney-Pixar should aim at developing a learning organization through economic flow of information and knowledge throughout the organization in order to be successful in future.ConclusionFrom the above discussion, it can be cogitate that proper management of cultural differences is one of the key factors in success of a merger. Todays business environment is characterized with an increasing number of organi zations desiring to avail the advantage of globalization. Many of the companies take the route of mergers and acquisitions to achieve the objective. Many of such mergers fail due to cultural clashes among people of different organizations. Each of the merged company is required to integrate the corporate cultures of their organizations. It is the leadership style, management styles and communication lines that are necessary to be developed and managed in order to be successful in managing cross-cultural issues. It is unornamented that there is always a possibility of cross-cultural issues in case of a merger that cannot be avoided at any cost. However, it is possible to manage these issues through developing the organizations into a learning organization in order to foster knowledge sharing throughput the organization resulting a in a successful merger.

Essence Of Decision A Review Politics Essay

Essence Of finish A Review authorities EssayGraham Allisons Essence of Decision offered alternative abstract postures on immaterial policy closing qualification and a specific discussion on the Cuban missile crisis and has been one of the Copernican book in history of unconnected policy analysis. It gives a significant contribution to political science study, as it has been heavily cited in approximately foreign relations textbook and also discussed by foreign policy analysts. However, despite the moulds strong influence in foreign policy study, it has been heavily criticised by foreign policy analysts about its utility and value in conclusiveness making analysis.In Essence of Decision, Allison proposes three contrasting lenses that offers a multi-level analysis rather than a regular solely system-level to study foreign policy ending making. His first model, Unitary G e genuinelywherenment gravel or Rational Actor set (RAM) perspicaciousize government as a black box, thus the internal frauds have the same goals and opinion on how to achieve the goal. On the separate hand, model II and model one-third depart open the black box and discuss at two different things inside the box and later kn testify as bureaucratic political science model. toughie II or Organizational Process vex looks at the light upon geological formational or agencies with their bear function, mission and structure. Lastly, Model III or Governmental Politics Model go forth focus on key individual decision makers and the political negotiate unconscious puzzle out among them. Nonetheless(prenominal), Allisons conceptual framework has been not only highly praised by foreign policy analysts, but also has been much criticised since its first edition.Number of criticism has risen regarding Allisons conceptual framework, ranging from its originality until the problem of evidences that have been used by Allison in explaining the Cuban Missile Crises. Conford and Hor elick, for example, debate that Allisons model is not wholly original work, rather than it is developed from old study. Moreover, another group of criticism have questioned the account of the Cuban Missile Crises that explained by Allison. Despite these two criticisms, there are number of criticism that will be discussed in the following section. By looking at number of criticism about Allisons model, there is a big question about the advantage of the model in foreign policy decision making serve up analysis.This essay aims to evaluate the utility of Allisons conceptual policy in foreign policy decision making. This essay will also critic wholey discuss each of the three models by looking from some perspectives. Moreover, taking into account that this essay relies on Allisons Essence of Decision, this essay will also look at the decision making process regarding the Cuban Missile Crisis.Allisons Conceptual FrameworkModel I The Rational Actor (RAM)Model I is the basic yet critic al conceptual framework that mostly utilized in foreign policy decision making analysis. RAM is the opera hat model in explaining and predicting of an individual behaviour, as well as purpose generalization in states action. The model reduces the organizational and political political complications by looking at government as unified actor.1Thus, a complete-informed government -regarded as black box- will process information to hone rational action. The internal structure within decision making process will calculate the potential pro and con and later rank entirely the options by their chance to succeed.2Its feature of being easy to utilize, RAM could be useful when a state has limited or plane no in stock(predicate) information about the enemy. Therefore, since it does not require information to analyse a case, RAM would be very suits in a crisis situation. It would safe more beat since a state does not necessary do a complex evaluation about their enemy. Lastly, RAM that s tresses interaction among states, will immediately produce judicious decision after considering the pro and con. Its simplicity in analysing a case makes RAM one of the popular methods in foreign policy decision making process.On the other side, some foreign policy analysts argue that in the real foreign policy formation, number of external and individual interest compute will eventually give a big impact. Moreover, RAM tends to ignore a large state with complex bureaucratic nature that has various kinds of departments with their own different political and ideological perspectives.3Therefore, along with the argument that intra- field of study factors are very importantyet critical when one is concerned with planning policy, Allison has proposed so-called, Bureaucratic Politics Model.4Model II Organizational ProcessDifficulties will arise when the case that are going to be examined is not the behaviour of an individual or a state with simple bureaucracy model, but the behaviour of one organization or government with complex structure inside. Therefore, Allison trys two alternative conceptual frameworks that will open up the black box to evaluate internal structure inside the government, which is later known as Model II and Model III.Model II or Organizational Process Model focuses on the existing organization and their standard operating procedures (SOP) for gaining information, defining possible option and implementing programme.5Each organization has an agreement for both its mission and function. Afterward, series of program are developed to carry out those missions. In defining feasible option, Model II argues that it is cut back based on SOP that will enhance performance and efficiency. Moreover, Model II is not optimizing rational actor, as model I does, but rather, it is self-colored decision making actors.Its account that foreign policy outcomes are derive from bureaucratic programs, routines and SOP, makes number of advantage from this model. It e mphasizes the important domestic political influences on process of foreign policy decision making that sometimes missed out from RAM. Therefore, model II reminds the analysts that the policy was formed not only by a high level decision-maker, but sometimes it is formed by organization.6Nevertheless, a set of criticism has arisen in the utility of model II. Its emphasis on organisational turn up may ill-serve higher level officials and finally can lead to impair the analysts understanding of organizations and their behaviour.7Even though this kind of problem does not occur for most of the time, but we can take it as a consideration of the effectiveness of the model.Model III Governmental PoliticsGovernmental politics model or government bargaining model focuses on key individual decision makers with their great influence in deciding on organizational actor. Moreover, the model assumes that decision makers have different perceptions, priorities, commitments and also organizational positions (where you stand depends on where you sit). Therefore, model III assumes that governmental actions are the result of a political bargaining process among key players. Furthermore, bargaining and negotiation processes will result in satisfying rather than optimizing decision making result. It obviously explained because personal ambition of key actor may diverge from public policy position and may lead to personal power considerations when making decision.Between Allisons three conceptual frameworks, model III adds important detail about domestic politics that obviously, cannot be found in model I. In addition, model III not only explains the roles of key individuals, but it also explains why individuals are working at contrary purposes to the interest of the government as a whole. Lastly, model III gives us accounting why policy sometimes appears to be irrational if we look it from a unitary government perspective.Nevertheless, model III also received m any critics, oddl y on the complexity of the model. It is focus on individual key actor that makes it difficult to study and analyse. Moreover, it requires too many variables, some variable are undiagnosed and it is hard to apply for other countries with unclear bureaucratic politics inside.Criticism toward Allisons conceptual frameworkAllisons conceptual framework has been attacked by number of criticism, varying from the originality of the model, different interpretation of the Cuban Missile Crisis and the US political system, and also methodological criticism. As Stephen D. Krasner has argued that Allisons model is misleading, dangerous, and compelling.8Therefore, in this section, number of criticism of Allisons model will be critically discussed and assessed.Some foreign policy analysts, such as, Cornford, Horelick, Ball and craft claimed that Allison did not present a pure brand new approach to analysing foreign policy process but rather it just development from previous theories. Conford has claimed that organisational process mode is previously done by writers such as, Simon, March and Simon, Cyert and March.9Furthermore, Conford has claimed that Model IIIis pure Neustadt.10Horelick et al.11supported Confords argument by suggesting that the bureaucratic model is closely related to previous work done by Kremlinologists.12Ball and Art13also mentioned names of analyst that originally make the bureaucratic policy model, such as Huntington, Hilsman, Schilling, and Neustadt.14Nevertheless, Allison has dedicated a section in his book to hold previous scholars that become his foundation in developing his methods. He is fully aware that he utilizes and developed earlier scholars work as he mentioned in his book, this encourages much repackaging of existing theories15Therefore, he identifies a group of writers such as March and Simon, Barnard, Cyert and Simon and so on for foundation of model II.16Furthermore, Allison also acknowledged his reason debt to previous scholars that related to model III paradigm,model III variety have attracted increasing attention since 1960 the publication of chairmanial Power by Richard E. Neustadt.17Hence, we could argue that Allisons originality does not lie in his model, but rather in his approach to apply his models consistently to one particular case study, the Cuban Missile Crisis.18 other criticism can be seen from methodological perspective numbers of similarities surrounded by model II and model III have shaped ambiguity between those two models. In many occasions, some foreign analysts will combine model II and model III to analyse a case study, including Allison himself. In his word with Halperin, Allison combines those two models and become one major model the bureaucratic politics paradigm- as an alternative model to RAM.19As Conford argues that the three models is not totally incommensurable model to analyse foreign policy making process.20Therefore, even though Allison distinguishes three kinds of model i n foreign policy analysis, those models is not easily separable in their actual application.In bureaucratic politics model, decision is not arise from one unitary actor, but through some bargaining between organisation structures with their own agenda. Model II and model III have identical characteristics that enable them to be grouped as bureaucratic politics model. The two models are similar in a sense that both models focus on departments and organizations inside the decision maker however, it is slightly different, in a sense that, if model II will reach a decision through Standard Operation Program, model III will make a decision through bargaining between various players within government. Despite the insignificant difference between those models, they are usually combined as the bureaucratic politics model.21However, Caldwell has raised bureaucratic politics models major problem regarding the use of evidence and data. The model requires detailed data that hardly available in marge of quantity and quality. In addition, Caldwell argued that there is huge possibility for analyst to imposing the model on the evidence rather than testing the model against it. Therefore, bureaucratic politics model has significant problem in analysing the data and evidence, since previous empirical problems show that data was made to fit the model.22Allisons alternative model has also been argued that it eliminated decision-makers state toward the policy. The strong criticism has risen from brand name and Krasner, which argued that no one, even the President, holds responsibility of the policy as the outcome from bargaining process among bureaucratic groups. As Steel argued that, where everyone is responsible for a decision, no one is responsible.23The same argument also comes from Krusnet who argued that bureaucratic politic eliminates the importance of election Elections are a farce not because the people suffer from false consciousness, but because public officials are impotent, enmeshed in a bureaucracy so large that the actions of government are not responsive to their will.24In contrast, Smith argues that this criticism is only valid to the extent to which the President is unable to get his wishes carried out.25Therefore, the criticism from Steel and Kranser is not applicable for all cases and need to be modified.Furthermore, following previous criticism, there is criticism about Allisons model utility to other countries. Even though Allison clearly points out his aspiration to present two additional frameworks to other countries foreign policy analysis (not only limited to the US and Soviet Unions policy making)26, a group of writers has argued the softness of the model to analyse foreign policy behaviour in other countries, to be precise, un-industrialized countries. As Hill has noted that there is a growing consensusover the inapplicability of the insights of Allison, et al. to foreign policy-making inside less modernised states.27Migdal has also argued that the model cannot be applied to the countries that do not have stability of organizational structure, routine, and even bargaining process.28Moreover, Brenner also argues that Allisons model is not a universal model and more distinctive in the United States than elsewhere.29Despite all criticisms regarding its utility to other countries, Weil has proved, in fact, the model could be utilised in the North Vietnamese foreign policy analysis. As Weil notes that examining North Vietnamese foreign policy decision making from a governmental politics perspective complements understanding gained from a rational actor analysis.30Nevertheless, analists argued that the model is not even applicable to the Soviet Union, although the Soviet Union foreign policy has been heavily discussed in Essence of Decision. It is not only because the model requires more specific information than is available, but also as Dawisha has noted that the bureaucracy in some countries (e.g. the Sov iet Union) is fundamentally different from its position in the United States because the persistent influence of the Communist Party.31Therefore, there is a doubt about the utility of Allisons model in other countries, as Wagner has pointed out, the extension of Allisons model III to other countries may be a less straightforward enterprise than he implies.32capital of Singapores defence posture change in the early 1980sIn the early 1980s, Singapore announces a major important change in its defence policy, from a defensively deterrent strategy (poisonous shrimp) to a more actively deterrent strategy (known as the porcupine). In an article done by Pak Shun Ng, he applies Allisons model to analyse Singapores domestic decision making process. Pak Shun Ng treats Singapore as unitary rational actor to utilizing model I (RAM) the multitude organisations as the unit of analysis for model II lastly, the military and political party leadership (including senior military leaders and civilian leaders of Singapores ruling party, the Peoples Action Party (PAP)) as units of analysis for model III.33The article argues that model II and model III provide the most reasonable explanation of the change in Singapores defence position in the 1980s while model I has failed to fully explain the change. Model II first reveals the appropriate development of both Singapores military capability and military planning ability. Furthermore, model III then prove details how the Singapore Armed Force (SAF) could announce the change convincingly to improve its stature among Singaporeans and foreigners by persuasive them that Singapore has appropriate capability to defend and survive any potential threat.34Even though the article heavily honours the utility of Allisons model, but it still proposes modification of the models in order to be able to analyse a decision making process in a small and non-western states under absence of crisis condition. Furthermore, the case study of Singapores poli cy making shows the evidence of model II and III complete each other and make one alternative model against RAM, namely, the bureaucratic politic model. Therefore, it supports the criticism that previously discussed that Allisons models, especially model II and III, have strong similarities and hardly separate.The utility of Allisons model also can be tested in the US foreign policy in Iran warrantor crisis in 1979. The bureaucratic politics model is applicable in analysing the decision making process under President Carter administration. The key group in Carters government consisted of number individual who have important position in the executive branch, and also political outsiders that rarely well known, yet have close personal relations to the President. Within the key group that were known as the Georgia mafia, there are two closest advisors for the President the chief of staff, Hamilton Jordan and Carters reduce secretary, Jody Powell. Even though these two advisors are no t familiar in politic and foreign policy process, they were loyal and intelligent. When sixty American were taken hostage at the American embassy in Iran on 4 November 1979, the initial response from Carter is criticised to be quite slow. On 11 November, the US gave economy sanction by initiating embargo of Iranian oil. While the economy sanction was undertaken, there were ongoing debates about the next step dealing with the crisis. There were two major options a commando raid to rescue hostages and outright air strikes and military blockades.35Here we can clearly see how each junto in the government has their own argument to propose to the President is clearly explained by Allisons bureaucratic politics model.A strong debate was occurred between Secretary of State, Cyrus Vance National Security Advisor, Zbigniew Brzenzinsky and Carters inner circle, Powell and Jordan. Vance was explicitly being in opposition to any military action after considering that American allies would not tolerate such behaviour. Therefore, he believed that the national security of the US could be maintained without endangering the lives of sixty American citizens.36On the other side, Brzezinsky strongly opposed military measure as the best style to protect Americas vital interests.37Moreover, the argument was supported by the director of the CIA, Stanfield Turner, after considering the CIAs best estimates that 60 percent of the hostages could be killed as a result of very complex rescue process. These two faction also argued that they are responsible for the national security, roughly 250 million Americans, and they couldnt simply compromised for the sake of sixty hostages. The final faction came from Carters inner circle, including Powell and Jordan, who were concern about the impact of Iran hostage crisis on upcoming election in 1981.The President concurred Vances opinion that a negotiated settlement would be the best for maintaining both national interest and national security. As the response of Carters decision, he received public support, which is important for the upcoming election. However, after considering the effectiveness of the plan, Powell and Jordan opposed the President for tough action against Iranians, again, in order to win the election.In the end, with strong pressure from some faction and absence of Vance in decision making process at the time, Carter called for an immediate military rescues on April 11. The military rescue plan ended in failure with crash of number of helicopters and planes and killing eight US servicemen. Finally, in 1981s election, Reagan came into power and selesai lah sudahThis illustrates the absence of one faction who opposes one specific argument could impact the decision making process as a whole.

Teenage Runaways :: Journalistic Essays

Teenage Runaways   A news bulletin flashed across the television.  Interrupting my favorite program, a news reporter announced, Missing teenagers. The reporter went on to state that a group of young teenagers had been reported missing for the last twenty-four hours. It was later reported that the teenagers had run away, and they had left a note demanding more(prenominal) independence. The teenagers were from wealthier homes therefore, the p arents of the missing children could not understand the reason their children left home. The teenagers later stated, We are almost grown give us our space. Teenage runaways are becoming a problem in America. Each year, many teenagers run away from home because of troubles with discipline, communication, and attention.   The first girl that the news reporter interviewed said, The discipline in my house is step up of control. The girl continued to give examples to back up her statement. She said that she couldnt be two p olisheds late for her curfew. She would be grounded a week for every minute she was late. There were to be no phone calls after 930 p.m. She couldnt talk to boys on the phone at all. If she was caught breaking the rules, she lost all of her holler privileges. She had to have an adult with her at all times. Her last statement was, I know my parents are doing all of this out of love, but give it a rest. permit me grow up   The reporter asked another girl a few questions. The girl began the interview with the statement, My parents do not understand me. I know they are trying, but give me a break. They want to talk to me all the time. Our communication is outrageous. The girl continued to tell the news reporter about the problem. She said that her dumbfound wanted to know about everything going on in her life. Her mother wanted to talk about her sexual experiences she wanted to know how it felt to be drunk, and her mom would ask her daughter to share her spiritual th oughts with her. My mom wants to be my friend. I understand that, but some things are better left unsaid, the girl said in closing.   The last teenager that the reporter talked to was a young boy.

Susan Glaspells Jury of Her Peers and James Tiptree Jr.s Mama Come Home :: Compare Contrast Essays

Susan Glaspells Jury of Her Peers and James Tiptree Jr.s Mama Come HomeJury of Her Peers and Mama Come Home be two very different stories only when yet they still are very much alike. The authors even have their own similarities and differences. Both authors are women, James Tiptree Jr. is a pseudonym for Alice Sheldon, who are writing from the feminist perspective. Jury of Her Peers was written by Susan Glaspell in 1917 and Mama Come Home was written in 1968. The characters in each story agree some kind of change in the way they act, both show the feminist views that they believe in, and also each story takes place in a different time period with different groups in dominance.In both the Glaspell and Tiptree stories one or more of the main characters make some kind of change. In Jury of Her Peers the two women that go to the Wright house with their husbands begin the story wondering what would ever possess Mrs. Wright to kill her husband. The women entered the house with th e purpose to pick up a few things that Minnie Wright had requested from her prison cell. The longer the women are in the house, while their husbands are looking around, the more they find out about the state of chief of Minnie Wright. They find plenty of evidence of the change in Minnies attitude toward her husband and her life sentence. The change in the way she was making her quilt shows that she was frustrated with her life or her husband. Later they find the dead canary and decide that Mr. Wright killed the hoot and then Mrs. Wright killed her husband in his sleep with a rope. Mrs. Wright mentally changed with the death of her husband, and the bird and the two women changed their attitude toward Minnie after they find the evidence. In Mama Come Home a group of female aliens called Capellans come down to Earth. Tillie is a C.I.A. agentive role that had been raped recently and was having a hard time around men. Tillie looks exactly like the aliens except for the height difference. Tillie likes staying with the Capellan women because they make her feel protected due to their size. For about of the time that they are here she spends almost all of her time with them.