International market entry Essay Example | Topics and Well Written Essays - 2000 words

Universal market section - Essay Example It is significant for the different ventures to advertise a portion of these gadgets in universal market. In the wake of inviting the item, it is certain that entering the market will be simple as the innovation gadgets will be utilized to rearrange their works in those territories. It is imperative to experience the advertising of the ipad 4, one of the acclaimed gadgets in the cordiality business, in Italy as this speaks to global market section of the item. The nation, Italy, has been a popularity based country for a long time at this point; in this manner, the world of politics is respectable for the advertising of the item. This is from the way that with the vote based system, the administration doesn't repress the residents from buying items freely. In addition, the vote based system likewise permits the United States, the maker of the ipad, to wander into the Italian market effectively and thus have expanded deals of the ipad (Fleisher, 2008, 169). The way that the nation has a very much spread out legal framework is likewise significant for the promoting of the new ipad. This is from the way that there is control on the choices that incredible government officials make. A model is a legislator who may talk sick of the ipad and advise individuals not to buy it. Such cases are not many - the idea of opportunity and autonomy is fused in the Italian market. One factor that may come as a hindrance in the showcasing of the ipad is concerning the duty levies that the nation has. Of late, Italy has set its taxes exceptionally high with an end goal to help its economy. With the expanded taxes, the nation will have decreased imports and †thusly †the merchandise inside the nation will increment in deals. With this the principles should increment and make the economy of the nation support. The issue of taxes was initiated by the official arm of the administration and has been a significant impediment to the offer of items. This factor will undoubtedly inf luence the showcasing of the item in the nation (Henry, 2009, 48). Moving concentration to the financial part of the nation, Italy’s economy is evaluated eighth biggest on the planet. This has been successful in guaranteeing that the course of items in the nation is well better than expected. Also, this implies most residents in the nation are steady along these lines being in a situation to advertise the ipad. This cuts down the feelings of dread that one may have while bringing the ipad into the Italian market. It is likewise imperative to comprehend the way that country’s economy isn't stale yet rather on the ascent from the different estimates taken by the legislature, for example, expanded tax assessment (Cohen, 2011, 68). This guarantees the residents of the nation are consistently up and occupied to guarantee that they accomplish their objectives while carrying on with an agreeable life. Presentation of the ipad into the market would work incredible to guarantee that these individuals are constantly educated on the changing business sector slants by utilizing the gadget. This goes about as a positive effect on the offer of the ipad, thus there is the need to bring it into the Italian market. The vehicle division is one other factor to consider concerning the promoting of the ipad in Italy. Italy’s economy has been steady, and guaranteeing framework advancement is a key perspective in the nation. Italy has entrenched streets that create a colossal salary for the legislature. The way that these streets are in incredible conditions guarantees the

History of education Essay Example for Free

History of training Essay Prior to the innovation of perusing and composing, individuals lived in a domain wherein they attempted to get by against regular powers, creatures, and different people. To endure, preliterate individuals formed aptitudes that developed into social and instructive examples. For a specific group’s culture to proceed into the future, individuals needed to transmit it, or pass it on, from grown-ups to kids. The soonest instructive procedures included sharing data about get-together food and giving asylum; making weapons and different apparatuses; learning language; and gaining the qualities, conduct, and strict rituals or practices of a given culture. Through immediate, casual instruction, guardians, older folks, and clerics showed youngsters the aptitudes and jobs they would require as grown-ups. These exercises in the end shaped the ethical codes that administered conduct. Since they lived before the creation of composing, preliterate individuals utilized an oral convention, or narrating, to pass on their way of life and history starting with one age then onto the next. By utilizing language, individuals figured out how to make and use images, words, or signs to communicate their thoughts. At the point when these images developed into pictographs and letters, individuals made a composed language and made the incredible social jump to proficiency. IIIEDUCATION IN ANCIENT AFRICA AND ASIA In antiquated Egypt, which prospered from around 3000 BC to around 500 BC, ministers in sanctuary schools showed religion as well as the standards of composing, technical disciplines, arithmetic, and design. So also in India, clerics directed a large portion of the proper instruction. Starting in around 1200 BC Indian clerics showed the standards of the Veda, the consecrated writings of Hinduism, just as science, sentence structure, and theory. Formal training in China dates to around 2000 BC, however it flourished especially during the Eastern Zhou Dynasty, from 770 to 256 BC (see China: The Eastern Zhou). The educational plan focused on reasoning, verse, and religion, as per the lessons of Confucius, Laozi (Lao-tzu), and different rationalists. IVEDUCATION IN ANCIENT GREECE Historians have looked to antiquated Greece as one of the roots of Western proper training. The Iliad and the Odyssey, epic sonnets credited to Homer and composed at some point in the eighth century BC, made a social convention that gave the Greeks a feeling of gathering personality. In their emotional record of Greek battles, Homer’s sagas filled significant instructive needs. The unbelievable Greek warriors delineated in Homer’s work, for example, Agamemnon, Odysseus, and Achilles, were legends who filled in as models for the youthful Greeks. Antiquated Greece was isolated into little and regularly contending city-states, or poleis, for example, Athens, Sparta, and Thebes. Athens stressed an accommodating and law based society and instruction, however just around 33% of the individuals in Athens were free residents. Slaves and inhabitants from different nations or city-states made up the remainder of the populace. Just the children of free residents went to class. The Athenians accepted a liberated individual ought to have liberal training so as to play out his urban obligations and for his very own turn of events. The instruction of ladies relied on the traditions of the specific Greek city-state. In Athens, where ladies had no lawful or financial rights, most ladies didn't go to class. A few young ladies, be that as it may, were instructed at home by coaches. Slaves and different noncitizens had either no conventional training or practically nothing. Sparta, the boss political foe of Athens, was an autocracy that pre-owned instruction for military preparing and drill. As opposed to Athens, Spartan young ladies got all the more tutoring however it was only athletic preparing to set them up to be solid moms of future Spartan warriors. During the 400s BC, the Sophists, a gathering of meandering educators, started to instruct in Athens. The Sophists asserted that they could show any subject or ability to any individual who wished to learn it. They spent significant time in showing language structure, rationale, and talk, subjects that in the end framed the center of the human sciences. The Sophists were progressively keen on setting up their understudies to contend influentially and winâ arguments than in showing standards of truth and ethical quality. In contrast to the Sophists, the Greek scholar Socrates looked to find and show widespread standards of truth, excellence, and goodness. Socrates, who passed on in 399 BC, asserted that genuine information existed inside everybody and should have been brought to cognizance. His instructive strategy, called the Socratic technique, comprised of posing testing inquiries that constrained his understudies to contemplate the importance of life, truth, and equity. In 387 BC Plato, who had concentrated under Socrates, set up a school in Athens called the Academy. Plato had faith in a constant universe of immaculate thoughts or general ideas. He declared that since genuine information is the equivalent in each spot at without fail, training, similar to truth, ought to be perpetual. Plato portrayed his instructive perfect in the Republic, one of the most remarkable works of Western way of thinking. Plato’s Republic depicts a model society, or republic, governed by profoundly insightful scholar lords. Warriors make up the republic’s below average of individuals. The most reduced class, the laborers, give food and different items for all the individuals of the republic. In Plato’s perfect instructive framework, each class would get an alternate sort of guidance to get ready for their different jobs in the public arena. In 335 BC Plato’s understudy, Aristotle, established his own school in Athens called the Lyceum. Accepting that individuals are basically levelheaded, Aristotle figured individuals could find normal laws that represented the universe and afterward keep these laws in their lives. He additionally presumed that informed individuals who utilized motivation to settle on choices would lead an existence of balance wherein they stayed away from hazardous boundaries. In the fourth century BC Greek speaker Isocrates built up a strategy for instruction intended to get ready understudies to be able speakers who could fill in as government authorities. Isocrates’s understudies considered talk, legislative issues, morals, and history. They analyzed model speeches and rehearsed open talking. Isocrates’s techniques for training straightforwardly affected such Roman instructive scholars as Cicero and Quintilian. VEDUCATION IN ANCIENT ROME While the Greeks were building up their human advancement in the zones encompassing the eastern Mediterranean Sea, the Romans were dealing with the Italian landmass and regions of the western Mediterranean. The Greeks’ training concentrated on the investigation of reasoning. The Romans, then again, were engrossed with war, success, legislative issues, and common organization. As in Greece, just a minority of Romans went to class. Tutoring was for the individuals who had the cash to pay educational cost and an opportunity to go to classes. While young ladies from well off families incidentally figured out how to peruse and compose at home, young men went to a grade school, called aludus. In auxiliary schools young men contemplated Latin and Greek language structure educated by Greek slaves, called educators. After essential and auxiliary school, rich youngsters frequently went to schools of talk or speech that readied them to be pioneers in government and organization. Cicero, a first century BC Roman representative, joined Greek and Roman thoughts on the best way to instruct speakers in his book De Oratore. Like Isocrates, Cicero accepted speakers ought to be taught in human sciences subjects, for example, language, talk, rationale, arithmetic, and stargazing. He additionally stated that they should contemplate morals, military science, characteristic science, geology, history, and law. Quintilian, a compelling Roman instructor who lived in the first century AD, composed that training ought to be founded on the phases of individual advancement from adolescence to adulthood. Quintilian contrived explicit exercises for each stage. He likewise exhorted instructors to make their exercises fit to the student’s availability and capacity to learn new material. He encouraged instructors to rouse understudies by making getting the hang of intriguing and alluring. VIANCIENT JEWISH Education among the Jewish individuals likewise impacted Western learning. The old Jews had extraordinary regard for the printed word and accepted that God uncovered truth to them in the Bible. Most data on antiquated Jewish objectives and strategies for instruction originates from the Bible and the Talmud, a book of strict and common law. Jewish strict pioneers, known as rabbis, exhorted guardians to show their kids strict convictions, law, moral practices, and professional aptitudes. The two young men and young ladies were acquainted with religion by examining the Torah, the most sacrosanct record of Judaism. Rabbis educated in schools inside temples, spots of love and strict investigation. VIIMEDIEVAL EDUCATION. During the Middle Ages, or the medieval period, which endured generally from the fifth to the fifteenth century, Western culture and instruction were intensely formed by Christianity, especially the Roman Catholic Church. The Church worked area, house of prayer, and religious community schools at the rudimentary level. Schools in cloisters and churches offered auxiliary training. A great part of the educating in these schools was aimed at learning Latin, the old Roman language utilized by the congregation in its functions and lessons. The congregation gave some constrained chances to the training of ladies in strict networks or cloisters. Cloisters had libraries and schools to help get ready nuns to adhere to the strict standards of their networks. Vendor and art organizations additionally kept up certain schools that gave fundamental instruction and preparing in explicit artworks. Knights got preparing in military strategies and the code of valor. As in the Greek and Roman times, just a minority of individuals went to class during the medieval period. Schools were gone to principally by people intending to enter strict life, for example, ministers, priests, or nuns. The huge maj

Corporate Governance and Earnings Management - 14575 Words

Relationship Between Corporate Governance and Earnings Management (Essay Sample) Content: THE RELATIONSHIP BETWEEN CORPORATE GOVERNANCE AND EARNING MANAGEMENTBy:Course title:Tutor:Institutional AffiliationDepartmentDate of submission:AttestationI understand and appreciate the need to avoid any form of plagiarism. To this end, I am aware of the disciplinary actions that will be undertaken against me in case I engage in plagiarism. As such, I attest that the work presented herein is my own unique work.SignatureDateAcknowledgementsI acknowledge the role of my family in the success of this project. My family has been responsible for shaping me thus playing a critical role in the person that I am today. My friends and colleagues have also played a critical supporting role towards the success of this project. All this would not have been possible, however, were it not for the guidance of my supervisor as well as other academic staff who supported me in times of difficulty. The completion of this project would not have been plausible devoid of this assistance.Ex ecutive SummaryThis dissertation reflects the relationship between corporate governance and earnings management. This could be described as an investigation on whether governance practices poses and effect on financial matters. The study will examine the association between the audit committee and the traits of the board of directors. It also addresses the extent to which corporate earnings can be articulated by the use of discretionary accrual levels. Using the available firms from various categories of discretionary accruals, the study will be able to show that earnings management is associated with governance practices by both the board of directors and audit committees. The results give evidence on the effects of boards and audit committees on activities related to earnings management. The results have implications on various regulatory bodies such as Stock exchange bodies as they deal with financial reports that their legitimacy is under question. This is owing to the fact th at financial reports may be solely based on the desires of the management rather than the firmà ¢Ã¢â€š ¬s objectiveGlossaryACIND is a variable that is coded 1 if the committee is made up of only independent non-executive directorsACNMAN is a variable that represents the portion in percentage of independent non-executive directors who are not in a managerial position in any firm.ACOPTION is a variable that represents the fraction of stock options to the total options and stocks being held by non-executive members.FNEXPERT is a variable that if coded 1, there existsat least a financial expert as a member.MANDATE is variable that is coded 1 when the committee is responsible for both the external audit and financial statement.MEETINGS is a variable that is coded 1 if the frequency of meetings in a single year is more than twice.BARDSIZE is a variable that represents the number of directors on the firmà ¢Ã¢â€š ¬s board.BOARDIND is a variable that represents the portion of independent n on-executive directors.CEOCHAIR is a variable that is coded 1 if one person holds both the role of the CEO and chair.NOMCOM is a variable that is coded 1 if the committee is composed of non-executive directors as a majority.NXOWN is a variable that represents the cumulative share percentage that non-executive directors hold.NXTENURE is a variable that represents the average years that a board of non-executive directors has served the firmNXDIRSHIP is a variable that represents the average number of directorship positions in unaffiliated firms held by non-executive directors.AGENCY is a variable that is coded 1 if the firm has a benefit plan for the directors and is based on their incomeIPO is a variable that is coded 1 if the firm had an IPO in the year of study.BIG6 is a variable that is coded 1 if the firm hired auditors considered being more professional than the others.BLOCK is a variable that represents a cumulative percentage of shares held by shareholders with more than 5 per cent of the organizationà ¢Ã¢â€š ¬s shares and are at the same time unaffiliated with the management of the same firmLNSIZE is a variable that represents the natural log of total assets.SOX: Sarbanese Oxley ActTable of Contents TOC \o "1-3" \h \z \u THE RELATIONSHIP BETWEEN CORPORATE GOVERNANCE AND EARNING MANAGEMENT PAGEREF _Toc396488911 \h 1Executive Summary PAGEREF _Toc396488912 \h 4CHAPTER ONE: INTRODUCTION PAGEREF _Toc396488913 \h 82.0 Introduction PAGEREF _Toc396488914 \h 172.1 Boards of Directors and Earnings Management PAGEREF _Toc396488915 \h 17Independence of Directors and Percentage Of Ownership PAGEREF _Toc396488916 \h 22Competency Level Of The Board Of Directors PAGEREF _Toc396488917 \h 242.2 Audit Committee And Earnings Management PAGEREF _Toc396488918 \h 26Independence Of The Audit Committee PAGEREF _Toc396488919 \h 26Audit Committee Competence Levels PAGEREF _Toc396488920 \h 30Activeness of the Audit Committee PAGEREF _Toc396488921 \h 31CHAPTER THREE: METHODOLOGY PA GEREF _Toc396488922 \h 33Research Purpose PAGEREF _Toc396488923 \h 33Research Approach PAGEREF _Toc396488924 \h 34Governance Variable PAGEREF _Toc396488925 \h 36Control Variables PAGEREF _Toc396488926 \h 39Empirical Model PAGEREF _Toc396488927 \h 42Results PAGEREF _Toc396488928 \h 42Descriptive Statistics And Analysis PAGEREF _Toc396488929 \h 42Multivariate Analysis PAGEREF _Toc396488930 \h 47Audit Committee Characteristics PAGEREF _Toc396488931 \h 48Board of Director Characteristics PAGEREF _Toc396488932 \h 51Discussions PAGEREF _Toc396488933 \h 54CHAPTER FOUR: CONCLUSIONS AND RECOMMENDATIONS PAGEREF _Toc396488934 \h 58References PAGEREF _Toc396488935 \h 59CHAPTER ONE: INTRODUCTIONIntroductionIn the contemporary business environment, there is a high potential for conflict between the interests of the owners of the organization and the other management parties best exemplified by lead organizations. More often than not, this conflict is also present when meeting the demands and expe ctations of the minority shareholders (Alexander, 2010). The expectations and demands of these different parties often put the management team in a quagmire of sorts. Neglecting the needs and expectations of any party might culminate in disgruntlement of the said party thus culminating in discontentment. Given this management problem, trust has to be given utmost regard, especially in financial matters.Management is responsible to shareholders and the other players who benefit from the good performance of the organization (Klein, 2002). Each of the relevant players in the organization has their reasons as to why they need the business to perform well in the business world. With this being said, each of the players tends to focus on the ability of the firm to meet their needs. As such, a conflict of interest arises whereby each organizational player tends to refocus the goals of the organization such that it is best-positioned to realize their specific goals (BÃÆ'dard, Chtourou, and Courteau, 2004). Given that each organizational player has his or her own level of authority, a conflict of interest becomes a pertinent issue. As such, the level of authority characterizing each organization player is at fault for the existence of this conflict of interest (Matsumoto, 2002).In the past couple of years, the business field has been mired with cases of fraud that have often culminated in the failure of otherwise large organizations (Larcker, Richardson, Tuna, 2007). High profile cases of fraud have negatively affected the integrity of the business world in the eyes of the public (). Suspicion has thus been a constant element when analyzing the interaction between the business class and the general public class (). In a bid to protect the public from poor management of listed organizations, the government has put in place measures to protect the public. One of these measures is the Sarbanese Oxley Act that was instituted in the year 2002 by the then American governme nt (Anderson, Mansi Reeb, 2003).The Sarbanese Oxley Act (SOX) ushered in a new era where the management teams of organizations were required to act along with the provisions of the law. Corporate governance has thus to be realized via adhering to the provisions of the said act. The term corporate governance is used in reference to the rules and processes that are used to direct and control a firm. It is via the use of corporate governance that a firm is able to create a balance between the unique interests of the different organizational players. SOX dictated the nature of the interaction of the organization with both the audit committee and the board of directors. Amongst other provisions, SOX points out the expected responsibilities of the CEO and the CFO as pertains to the role in the production of financial reports. The SOX has provided a means via which the government has been able to control the operations of the corporate world (Park and Hyun-Han, 2003). In a world where fr aud has become rampant, there is a need for government measures that inhibit the perpetuation of this trend.There have been numerous arguments that have been put forward as to the most potent means of dealing with the conflicting interests of the different company shareholders. It has been asserted that when the shares of the organization are distributed over a large number of shareholders, it is possible to realize a good separation between the ownership demands and the needs for operational management (Cornett, Marcus, Tehranian, 2008). In such cases, there is reduced potential for any single shareholder to have sway over any management decision. As such, the management team can create a balance between meeting the operational needs of the organization and the needs of the shareholders. Separation of ownership and operational needs i...

Tellurium Facts - Periodic Table of the Elements

Periodic Table of the Elements Tellurium  Basic Facts Symbol: Te Atomic Number: 52 Atomic Weight: 127.6 Electron Configuration: [Kr] 4d10 5s2 5p4 Element Classification: Semimetallic Discovery: Franz Joseph Meller von Reichenstein 1782 (Romania) Name Origin: Latin: tellus (earth). Tellurium Physical Data Density (g/cc): 6.24 Melting Point (K): 722.7 Boiling Point (K): 1263 Appearance: silvery-white, brittle semimetal Atomic Radius (pm): 160 Atomic Volume (cc/mol): 20.5 Covalent Radius (pm): 136 Ionic Radius: 56 (6e) 211 (-2e) Specific Heat (20 °C J/g mol): 0.201 Fusion Heat (kJ/mol): 17.91 Evaporation Heat (kJ/mol): 49.8 Pauling Negativity Number: 2.1 First Ionizing Energy (kJ/mol): 869.0 Oxidation States: 6, 4, 2 Lattice Structure: Hexagonal Lattice Constant (Ã…): 4.450 Lattice C/A Ratio: 1.330 References: Los Alamos National Laboratory (2001), Crescent Chemical Company (2001), Langes Handbook of Chemistry (1952), CRC Handbook of Chemistry Physics (18th Ed.) Return to the Periodic Table Chemistry Encyclopedia

Importance Of Selection Measures And Performance...

Introduction In today’s business world, there is an increasing trend of diversification. Diversity contributes a multitude of benefits to an organization’s success and competitiveness. Even though many companies fully understand the advantages of being a diverse organization, they still subconsciously or intentionally engage in practices that may lead to discrimination in the workplace. In this paper, we will take a close look at diversity and discrimination separately, and provide valid answers to the following two focus questions: first, what types of selection measures and performance management practices tend to have the most adverse impact?; and second, what can organizations do to mitigate this problem? These questions encourage thoughts and brainstorming surrounding diversity and discrimination in the workplace. It is extremely important in our increasingly connected world for companies to do everything in their power to mitigate and eliminate discrimination in their policies and practices. Diversity Before we dig deeper into this topic, we need to carefully discuss the definition of diversity. Diversity, by itself, can mean many different things depending on the context of the situation. Its definition ranges from â€Å"the state or fact of being different† to â€Å"a variety of perspectives†. Although diversity has several meanings, the important point to remember is that it indicates a point of difference. Broadly, diversity refers to points of difference betweenShow MoreRelatedSelection And Performance Management Programs1546 Words   |  7 PagesSelection and Performance Management Selection and performance management programs that are designed for organizations that have expanded their U.S. workplace to other countries must be designed to take in many other considerations that normally wouldn’t make a difference if all the employees were from the same origin. Expatriate employees and their families should be assisted to help with adjusting to their new culture. Performance management and selection programs should be designed to incorporateRead MoreDifferent Theories Of The Credit Risk Management1732 Words   |  7 Pagesdiscuss the different theories of the credit risk management .The first chapter will be divided into two parts; the first part will be the theoritical review of the credit risk management. 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B) apply statistical analysis to the design of jobs C) get people to do more work in less time. D) eliminate the need for first-line supervisors C 2 Ch.1 The human relations movement A. emphasized the importance of employee training and development. B. encouraged employee participation in organizational decision making. C. rejected the primary economic orientation of scientific management. D. concentratedRead MoreThe Impact Of Hr And Hrm On An Organization Essay1032 Words   |  5 PagesCredibility of Research Provided by Scholars Based on the research done by scholars, HR and HRM are associated with organisational activities such as recruitment, development and management of its employees and how they contribute to the skill, knowledge and motivation of the employee. As a result of these HR practices and their management, employees are seen as a source of sustainable competitive advantage. 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The Balance Scorecard integrates an appropriate mix of performance measures in the short and long term financial and nonfinancial performance measures used throughout the organization, based on theRead MoreEssay about Memo Performance Management897 Words   |  4 PagesSUBJECT: Performance Management Plan CC: Traci Goldeman Hi Marylee, having found our recommendations for the compensation and benefits strategy satisfactory to Clapton Commercial Construction’s needs I will next outline a performance management plan. â€Å"Performance management (PM) includes activities which ensure that goals are consistently being met in an effective and efficient manner.† (â€Å"Performance Mangement,†Ã‚  2013, para.  1). According to My Strategic Plan  (2012), â€Å"Performance ManagementRead MoreAn Investigation On Hrm Practices Essay1521 Words   |  7 PagesINVESTIGATION ON HRM PRACTICES 1 John Christy T.L., 2 Renjith K.P., 3 Lakshmi.K.R 1 Asst.Professor, Dept. of Management Studies, Siena College Edacochin. 2 Asst.Professor, Dept. of Commerce, Siena College Edacochin. 3 Asst.Professor, Dept. of Commerce, Siena College Edacochin. ABSTRACT Human Resource Management is a practice of bringing people and organizations together so that the goals of each are met. It is the part of the management practices which is concerned with the management of human resourcesRead MoreEmployee Testing And Selection Practices Essay1374 Words   |  6 PagesHuman Resources Management is important to every organization to provide good staff to company. In organisation cannot build a good team of working professionals without good human process. The key function of human resource management team include recruiting people, training them, performance appraisal, motivating employees as well as workplace communication, workplace safety and much more. HR department will decide to retain and recruit staff for the requirements of the organization. Human resource

Leadership Self Assessment Theory and Practice

Question: Discuss about the Leadership Self Assessment for Theory and Practice. Answer: Introduction Leadership is a concept that plays an integral part in ones day to day social life as well as professional and works life (Northouse, 2015). It is driving force that is necessary for any given situation, wherein a group of people are interested in achieving a common goal, and its related behaviour can be observed in almost all types of social scenarios, be it informal or formal. Summary of Relevant Self-Assessments I have observed that in informal social settings, consisting of situations wherein a group of friends go about their group activities, one of them tend to exhibit certain leadership behaviours, resulting in a particular individual usually taking a lead in a majority of the group activities. Furthermore, I have seen this phenomenon occurring many times among my own group of friends too, wherein the person who takes a lead most of the time is myself. As part of the task, we had to undertake relevant self-assessment techniques that enabled us to identify our own leadership style and discover insights about our leadership behaviour and attributes. A self-assessment of my leadership style revealed that I have the characteristics of a transformational leader which is based on my abilities in motivating others, through the strength of my personality and charisma, which increases organisational well-being and engagement (Bell, 2013). I am capable of offering authentic intellectual stimulation to all the members in a team setting through creative thinking and continuous improvement. I possess people skills, which enable me to easily interact with my group members, increase the overall efficiency of the group, and increase the effectiveness of the individual members of the group. I also possess the vision that makes it possible for me to offer individual consideration to each member. Overall, my leadership style is one in which, I as a l eader and my fellow team members help and assist one another in creating a synergy for advancing to a higher level of motivation, encouragement and morale. I am capable of effectively encouraging my team members to equally participate in the group activities and assisting them to suggest new and unique ways that enable us to face all sorts of challenges as a team (Cherry, 2016). We are thus able to achieve success through positively affecting the working environment, through enhanced stimulation and performance and by ensuring that each member is able to create a sense of his/her own identity. This enables all the members to project the unique image of himself/herself to other members of the team, in addition to identity collectively with the group. I also exhibit leadership behaviour like providing inspiration, generating interest and dealing with challenges that make me appear like a role model to others in the group. These characteristics are appreciated by the team members, who are encouraged to feel a greater level of ownership for their own work. I actively listen to the various needs and matters of concern of the team members and offer my support and empathise with all the team members in their matters of distress (Onorato, 2013). I am able to assess a situation with moderate ease and able to determine the strengths and weaknesses of a majority of the members of the group so that it is possible for me to delegate tasks to each individual that will help to enhance his/her performance. As a result, all the team members are able to develop a feeling of trust in me, and they are also able to appreciate and respect my efforts in forming and effectively running the group, which enables them to develop a higher amount of loyalty towards the group. This indicates that the team members are agreeable about putting in the extra effort required to achieve the team goals, and do not just think about gaining benefits for themselves. As a transformational leader, the attributes that I display are high integrity and an equal amount of emotional intelligence (Goleman, Boyatzis, McKee, 2013). I am able to share a common vision of the future with my group members, communicate the path to success and motivate the group members in the process. As per the results of the self-assessment, I also possess authenticity, self-awareness, and empathy, which enables me to transform and inspire each of my team members (Avolio Yammarino, 2013). I also expect the best from every team member and believe in holding myself accountable for all of my actions. I tend to set clear goals so that every team member is challenged as per their capabilities, which leads to higher productivity and more degree of engagement for my team members. Reaction and Comments after Sharing Results and Insights As per the instructions of the task that was given to us, I shared the results of my self-assessment with a very close childhood friend, and is someone I trust and respect. After I shared the insights and conclusion of my self-assessment with my friend, I have noted down her reactions and comments below. My friend feels that I am honest in all my relationships and in all the work that I do. I have integrity, which makes me reliable and trustworthy, which always made her feel like she could speak to me openly about issues we had when in a group setting. She feels that I am emotionally stable and mature, which always helped me to get easily adjusted with new people and in new groups of friends. She is of the opinion that I was always very self-motivated and easily shared my motivation with others through my intense desire in leading everyone to achieve shared goals (Edinger, 2014). She feels that I possess the self-confidence required to have faith in myself and so that my friends too have an unwavering belief in me, my ideas, and my abilities. She thinks that I exhibit beneficial cognitive abilities that help me to stand out as a leader in our social settings, by exercising good sense and judgment, showing very good analysis skills, and having clear conceptual capabilities. She also f eels that I have a strong drive for achievement, which she judged from the large amount effort and energy she has seen me put in all that I do, my strong ambition, and the initiatives I always take for resolving conflicts. She states that she always believed that I have strong leadership qualities and have the capabilities to positively impact all the members in my friends circle. According to my friend, as per the results of the self-assessments, my leadership behaviour in the following four areas are: Organizational Well-Being and Engagement. I believe in encouraging and rewarding creativity as well as innovation, from the team members since it leads to mutual benefit for the entire team (Garca-Morales, Jimnez-Barrionuevo, Gutirrez-Gutirrez, 2012). I keep open communication channels so that every member can effectively have his/her voice heard by all others. I treat all team members equally, yet appreciate their own unique strengths, talents and knowledge base. I recognise the contribution of each team member and engage each member so that they feel free to make independent decisions and provide support for their implementation. This helps the members to participate in self-development and increase their personal motivation. Authenticity. As a leader I tend to have a positive influence on my group members so that they can uphold the same integrity and moral values that I strongly believe in. I try to be a strong role model by following the same standards and benchmarks so that I appear as someone who practices what they preach. This has apparently always helped me to gain the trust of my fellow members so that they understand that my ultimate motive is the betterment of the group, which I aim to achieve through ethical conduct. Creative Thinking and Continuous Improvement. My leadership style encourages the group members to think out of the box and be innovative in their approach so that they can adopt better ways during the execution of all tasks (Spahr, 2015). I aspire to deal with challenges without any preconceived negative emotions and encourage the other group members to do the same, as a result of which I am able to nurture independent thought among the group members. My group members are able to come up with new ideas without any fear of facing criticism and hence treat uncertainties and adversities as an opportunity for learning. Vision. I have always promoted a consistent vision which compels the members to move towards attaining the common goal (Hein, 2013). This helps to create a common mission, establish a sense of meaning and ensure that members are willing to work as a team in an enthusiastic and committed manner. The employees are made aware of the common goal, they are aware of the level of participation that is expected of them and hence everyone equally contributed towards attaining those goals. Journal Entries about Self-Assessment The following contains the four journal entries about self-assessment: Learnings about Myself from Self-Assessment. The relevant self-assessment was very beneficial since it helped me to learn a lot about myself and the characteristics and behaviour I tend to exhibit while in a group. I was able to gather an insight about my leadership skills and the style of leadership I which helped me to increase my sense of responsibility and my level of autonomy. The self-assessment enabled me to strive for a better understanding of the concept of leadership, its subject matter, my own skills and behaviour. I was able to clearly process my thoughts about leadership the point of a passive learner to an active assessor of my own leadership attributes. The positive critical reflection on my own leadership style helped me to develops deeper understanding of my own judgement and subjectivity. From the self-assessment, I recognised that having a clear idea about my own personalities and leadership behaviours enables me to understand that I possess a transformational styl e of leadership, which is evident from my interactions in a group setting. Till prior to the self-assessment, I used to think that I have an authoritative personality and am bossy in group settings, forcing my opinions on everyone, which made others follow me. But now I have learned that it was on the contrary my leadership skills, which made a natural leader in group scenarios. This self-aware enabled me to recognise and aim towards improving my strengths so that I can increase my leadership capabilities further (Steinhoff, 2015). It also helped me to learn about and evaluate my limitations and areas of weakness. I was able to learn that I can positively use my leadership skills to achieve my personal goals as well organisational objectives in the future (Givens, 2008). I was able to learn what I need to improve my leadership behaviour on a personal as well as professional aspect, in order to maximise my potential. Similarity and Differences in Perception about Results of Self-Assessment. Prior to taking the self-assessment test, I had the feeling that I do not have any noticeable amount of leadership skills, and my attitude in group settings is that of an authoritative member, who enforces his/her opinions on the rest of the group. However, the opinion of my friend was that I had the following leadership skills, which were similar to the result of the self-assessment (Buj, 2012): The motivation that comes from within and self-actualization to use as a driving force for efficiently managing the overall direction of the group. The capability of making difficult decisions by facing challenges as they arise, and not putting off tough decisions. She agreed that I tend to align my decisions with my predetermined vision, objectives, goals and, internal values. The ability to keep my ego in check by ensuring that the goals of the group come first over my personal benefits. She also agreed that I encourage others to put in their best within the group because everybody will benefit from the success of the group. The tendency to be adaptable, by seeking new and unique ways for reacting to an environment that is constantly developing and changing. The ability to inspire others and be willing to listen to new ideas, so that the team grows through advanced levels of high participation. The ability to be proactive since I have never waited around for someone else to make the decisions first and then give my reaction. The tendency to have a vision, by setting an appropriate and realistic goal, that agrees with all the members of the team. Effect of Leadership Style on Relationships. Every particular leadership style has a set of different outcomes on the work relationships between the leader and the followers (Van Dierendonck, Stam, Boersma, De Windt, Alkema, 2014). I view people in a group as my equals, never differentiating between any of the members based on factors such as level of performance, talent, limitations or weaknesses. I see people as assets who can each work in tandem to create a synergy and positively impact the outcome with help from each other. I relate to others as a friend, confidante and a mentor, so that I can provide the necessary guidance, that will help to increase the participation and motivation in each of my team members. In group settings, people usually react to me in a very positive way, seeking my assistance when required and speaking to me directly in case of any issues(Roueche, Baker III, Rose, 2014). They provide their own opinions in the case of any decision making and after I address all the concerns and empower people to make their own decisions, they feel happy and satisfied (Braun, Peus, Weisweiler, Frey, 2013). This implies that the work I prefer involves a lot of listening as well as speaking. I like work that involves me hearing out the issues that people have and helping them to resolve it in a unique way. I also prefer addressing a group of people when a joint activity occurs so that I can encourage all the members to strive towards a common goal. Strengths, Weaknesses, Barriers and Opportunities in the Implementation of Leadership Style. There are various internal strengths and weaknesses that every manager/leader faces, as well as distinct barriers and opportunities that individuals face during the implementation of their own leadership style. However, these can be overcome in order to maximise ones own potential. The methods for taking advantage of my strengths and minimising my weaknesses as a manager/leader are: I need to be very passionate about whatever I do so that those who come to me for leadership and guidance realise that I too care very much about the goals of the group (Morgan, 2015). Being genuinely curious and passionate about the group goals will fill me with enthusiasm for the projects that I will have to work on (Vernon, 2015). In this way, I will also be able to indicate that I care about the progress of my team members, and deeply appreciate their contributions. I have to be able to maintain a positive attitude so that my team members are naturally attracted to me and value my opinions (Barnwell, 2015). By being positive, I will be able to persist in my task, be generally happier and fill people in the group with positivity. I also have to further improve my communication skills, so that I can communicate the group's vision, objectives and expectations to other team members in a clear and specific manner (Taylor, 2016). This will also include my capacity to listen to what the other group members are trying to verbally and non-verbally communicate. The method of overcoming barriers and opportunities to the implementation of leadership style in my student/professional life is by developing relationships based on trust, including that between a leader and the group members (Carter, Armenakis, Heild, Mossholder, 2013). Trust is the essential element that contributes towards holding work and non-work relationships together, the absence of which will lead to team members turning to other for direction and guidance. The establishment of a professional relationship that is based on trust, helps to improve morale, employee engagement and motivation, as a result of which, performance and efficiency increases (Groysberg Slind, 2012). Conclusion Self-assessment about my leadership qualities revealed that my leadership style is that of a transformational leader. The self-assessment enabled me to learn in detail about the leadership qualities that I exhibit. On discussing the results, insights and conclusion about the self-assessment with my confidante, it was revealed that she too feels similarly about me since I have indeed displayed similar leadership behaviour. As a transformational leader, the effect of my leadership style on my work relationships is largely positive. Additionally, I was also able to determine the different strengths and weaknesses that I face as a leader and the barriers and opportunities that I am confronted with during the implementation of my leadership style. References Avolio, B. J., Yammarino, F. J. (2013). Introduction to, and overview of, transformational and charismatic leadership. Transformational and charismatic leadership: the road ahead. London: Emerald Group Publishing Limited. Barnwell, D. (2015). Strategies to Overcome Barriers to a More Effective. Minnesota: Walden University. Bell, N. (2013). Leading to make a difference: A field experiment on the performance effects of transformational leadership, perceived social impact, and public service motivation. Journal of Public Administration Research and Theory, 1-28. Braun, S., Peus, C., Weisweiler, S., Frey, D. (2013). Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust. The Leadership Quarterly, 24(1), 270-283. Buj, M. (2012, December 10). TOP WAYS TO IMPROVE YOUR LEADERSHIP SKILLS. Retrieved from www.careerrocketeer.com: https://careerrocketeer.com/2012/12/top-ways-to-improve-your-leadership-skills.html Carter, M. Z., Armenakis, A. A., Heild, H. S., Mossholder, K. W. (2013). Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change. Journal of Organizational Behavior, 34(7), 942-958. Cherry, K. (2016, April 20). How Transformational Leadership Inspires. Retrieved from www.verywell.com: https://www.verywell.com/what-is-transformational-leadership-2795313 Edinger, S. (2014, February 25). For Leaders, Relationships Trump Expertise. Retrieved from www.forbes.com: https://www.forbes.com/sites/scottedinger/2014/02/25/for-leaders-relationships-trump-expertise/#5eadeecc34c5 Garca-Morales, V. J., Jimnez-Barrionuevo, M. M., Gutirrez-Gutirrez, L. (2012). Transformational leadership influence on organizational performance through organizational learning and innovation. Journal of Business Research, 65(7), 1040-1050. Givens, R. J. (2008). Transformational Leadership: The Impact on Organizational and Personal Outcomes. Emerging Leadership Journeys, 1(1), 4-24. Goleman, D., Boyatzis, R., McKee, A. (2013). Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press. Groysberg, B., Slind, M. (2012, June). Leadership Is a Conversation. Retrieved from www.hbr.org: https://hbr.org/2012/06/leadership-is-a-conversation Hein, R. (2013, June 19). How to Apply Transformational Leadership at Your Company. Retrieved from www.cio.com: https://www.cio.com/article/2384791/careers-staffing/how-to-apply-transformational-leadership-at-your-company.html Morgan, N. (2015, July 8). The Art of Passionate Leadership. Retrieved from www.forbes.com: https://www.forbes.com/sites/ellevate/2015/07/08/the-art-of-passionate-leadership/#27db0fe74866 Northouse, P. (2015). Leadership: Theory and practice (7th ed.). London: Sage publications. Onorato, M. (2013). Transformational leadership style in the educational sector: An empirical study of corporate managers and educational leaders. Academy of Educational Leadership Journal, 17(1), 33. Roueche, P. E., Baker III, G. A., Rose, R. R. (2014). Shared vision: Transformational leadership in American community colleges. Rowman Littlefield. Spahr, P. (2015, October 30). What is Transformational Leadership? How New Ideas Produce Impressive Results. Retrieved from www.online.stu.edu: https://online.stu.edu/transformational-leadership/ Steinhoff, R. L. (2015). Natural Born Leaders: Use of a Self-Assessment Tool and Benefits to Coaching and Development. Journal of Practical Consulting, 5(2), 19-28. Taylor, N. F. (2016, February 1). 8 Simple Ways to Become a Better Leader. Retrieved from www.businessnewsdaily.com: https://www.businessnewsdaily.com/4991-effective-leadership-skills.html Van Dierendonck, D., Stam, D., Boersma, P., De Windt, N., Alkema, J. (2014). Same difference? Exploring the differential mechanisms linking servant leadership and transformational leadership to follower outcomes. The Leadership Quarterly, 25(3), 544-562. Vernon, A. (2015, August 27). Developing The 3 Habits Of Transformational Leaders. Retrieved from //www.forbes.com: https://www.forbes.com/sites/yec/2015/08/27/developing-the-3-habits-of-transformational-leaders/#2bc6797f1c45.

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V-chip Essay What is a V-chip? This term has become a buzz word for any discussion evolving telecommunications regulation and television ratings, but not too many reports define the new technology in its fullest form. A basic definition of the V-chip; is a microprocessor that can decipher information sent in the vertical blanking of the NTSC signal, purposefully for the control of violent or controversial subject matter. Yet, the span of the new chip is much greater than any working definition can encompass. A discussion of the V-chip must include a consideration of the technical and ethical issues, in addition to examining the constitutionally of any law that might concern standards set by the US government. Yet in the space provided for this essay, the focus will be the technical aspects and costs of the new chip. It is impossible to generally assume that the V-chip will solve the violence problem of broadcast television or that adding this little device to every set will be a first amendment i nfringement. We can, however, find clues through examining the cold facts of broadcast television and the impact of a mandatory regulation on that free broadcast. Utilizing the EIAs Recommended Practice for Line 21 Data Service(EIA-608) specification, these chips decode EDS (Extended Data Services)program ratings, compare these ratings to viewer standards, and can be programmed to take a variety of actions, including complete blanking of programs. Is one definition of the V-chip from Al Marquis of Zilog Technology. The FCC or Capitol Hill has not set any standards for V-chip technology; this has allowed many different companies to construct chips that are similar yet not exact or possibly not compatible. Each chip has advantages and disadvantages for the ratings system, soon to be developed. For example, some units use onscreen programming such as VCRs and the Zilog product do, while others are considering set top options. Also, different companies are using different methods of par ental control over the chip. Another problem that these new devices may incur when included in every television is a space. The NTSC signal includes extra information space known as the subcarrier and Vertical blanking interval. As explained in the quotation from Mr. Marquis, the V-chips will use a certain section of this space to send simple rating numbers and points that will be compared to the personality settings in the chip. Many new technologies are being developed for smart-TV or data broadcast on this part of the NTSC signal. Basically the V-chip will severely limit the bandwidth for high performance transmission of data on the NTSC signal. We will write a custom essay on V-chip specifically for you for only $16.38 $13.9/page Order now There is also to be cost to this new technology, which will be passed to consumers. Estimates are that each chip will cost six dollars wholesale and must be designed into the televisions logic. The V-chip could easily push the price of televisions up by twenty five or more dollars during the first years of production. The much simpler solution of set top boxes allows control for those who need it and allow those consumers who dont to save money and use new data technology. Another cost will most definitely be levied to television advertisers for the upgrade of the transmitting equipment. Weather the V-chip encoding signal is added upstream of the transmitter or directly into uplink units and other equipment intended for broadcast; this cost will have to compensated for in advertising sales and prices. The V-chip regulation may also require another staff employee at most stations to effectively rate locally aired programs and events. All three of these questions have been addressed in minute detail. Most debate has focused upon the new rating system and its implementation. Though equally important, this doesnt deal with the ground floor concerns for the television producing and broadcasting industries. Now as members of the industry we must hold our breath until either the fed knocks the wind from free broadcast with mandatory ratings devices, or allows the natural regulation to continue.