In my opinion writing shows your work, mean the first thing what a checker seen in your paper is your writing. If you give fantastic points but your writing is nil so ho/she didn’t get you point because of your witting it is also right that all the matter should not based on writing but with good writing you can make your paper good as you can, firstly give attention to learning skills and then start writing not to write bad, write god and valid topic or valid points because just to copy one thing continuously so the checker getting bored and may be he give you poor! So with writing and appropriate sentences you can achieve your goal.
Starting:
When you start to write a first paragraph always remember that firstly discuss that topic and also tell in a good words then define advantage or disadvantages not to start with bad words.
good writing doesn’t mean that use coloring and make your paper horrible just use one color and where it is important use second color and also make heading permanent.
At the middle just to describe the topic and then make it possible that write in that limit/words they want. Not to write countless and useless things/words. Writing doesn’t mean just to right and just write continuously and also don’t know that what you are writing so write short but good.
At last:
When you tell your point/explain what is your opinion then just to close your topic discussion in a good word specially in the begging and at the end because it give a great effect to the teacher or the checker
INFLATION in the developed world is at its lowest in almost half a century. This should be a moment of triumph for inflation-busting central banks. Yet instead, many economists are fretting that they have succeeded too well. Prices have been falling in Japan since 1995; in America and Germany the risk of deflation is greater than at any time since the 1930s. The longer growth remains below trend, the further inflation will fall. History argues that, once entrenched, deflation does a lot more damage than inflation, and is also far harder to defeat. But today's central bankers may be ill-prepared to fight it off. None more so than the European Central Bank (ECB). “The joy of inflation,” 2003)
According to (Leverett, 2008) , the decline of the U.S. economy has been caused by many factors. The shift in international energy markets has played a vital role in causing economic decline. Secondly, the increase in energy prices has benefited the largest oil and industrial exporters of the world and detrimented the U.S. The transfer of wealth from the U.S. to the industrial exporters takes away (Leverett, 2008)
Since businesses and households take some after inflation before rebuilding, it is not possible for them to take part in rapid economic growth
According to “The joy of inflation”, a point which goes in the favor of inflation is that it can even the path of adjustment Inflation , reccsion if the main cause is excess demand for goods and services, then government policy should look to reduce the level of aggregate demand.
If cost-push inflation is the root cause, production costs need to be controlled for the problem to be reduced.
If a country’s government employs monetary policy, it can control the growth of demand through an increase in interest rates and by a reduction in real money supply.
Inflation has become a global issue in the recent years. The world has been in a state of economic decline and countries all over the world have become a victim of inflation. While countries like America and Pakistan were fighting their wars against terrorism, their economies were going bankrupt.
The paper discusses the problem of inflation and economic decline and how it has affected the United States of America.
The main objective of the paper is to find a solution to and counter economic decline caused by inflation by using a monetary policy to cause economic growth in The U.S.A
Social class in the United States of America is one of the controversial aspects of the society. Despite the general denial regarding the existence of the social class system that pervades the American society, it is quite evident that it does. The social class in American culture is primarily defined by the income bracket; the model to explain social class system was proposed by Karl Marx and involved primarily two classes, the Bourgeoisie; which is the elite, ruling class and then Proletarians that is the working class. Marx’s theory focuses primarily on the dichotomization of the society. His research was essentially established during the French revolution and early industrial revolution. He claimed that the conflict between classes was the result of economic organization and structure. It resulted due to the failure of people to distribute income and wealth equally amongst people. He further went on to say that social change was the result of changes in methods production; which was an essential feature of the industrial revolution, that reduced the need of manual labor to get the jobs done and as a result the proletarians were largely replaced. The model proposed by Marx was further developed to establish the three-class model that is accepted by majority of Americans. It simplistically portrays the whole system, dividing it across three classes that are the rich, the poor and the middle class. There is rampant social inequality in the society and the divide between classes is further exacerbated by the educational and occupational sense of superiority instilled in the people.
Interpersonal communication is best viewed as an ever-changing and circular process. Everything involved in interpersonal communication is in a state of flux: the individual is changing, the people he communicates with are changing, and at the same time the environment is changing. At times these changes go unnoticed, and at others they continue to interrupt.
The process of communication is circular, as each participant in the communication process serves simultaneously as a speaker and listener. Hence it is a mutually interactive process.
Interdependent Elements
The elements in IPC are interdependent. Each element is connected to the other and to the whole. The sender, receiver, message, medium, feedback can’t exist in isolation; they have to be connected together for IPC to take place. Because of this interdependency, a change in any one element causes changes in overall communication situation. For instance; a group of students are discussing about the recent exams that were held, and then a teacher joins the communication circle, this will change the overall manner in which communication was taking place.
Inevitability of IPC
Communication is basically regarded as intentional, purposeful and consciously motivated, but at times communication takes place without the willingness of a IPC participant. An assistant editor sitting with an expressionless face, staring out of the window thinks he is not communicating with the manager. But the manager reads various meanings out of his behaviour. He might think that the assistant is bored, lacks interest, worried about something, is tired etc. The assistant did not intend to communicate any of these meanings. If his behaviour goes unnoticed then no communication would have taken place.
A stranger who smiles at a passer by is communicating some kind of meaning, and is looking for some kind of a response. The passer by may not respond in any way, which will be read as some kind of a response. Hence IPC is inevitable.
Irreversibility of IPC
Some processes can be reversed, for instance water may be converted in ice and then melted back into water. This process may be reversed as many times as wanted, but not all processes are irreversible. For instance an orange may be squeezed to extract orange juice, but the process may not be reversed.
In the same way IPC is irreversible. What has been communicated cannot be uncommunicated. One may go on trying to negate, reduce the effects of the message, but can’t undo the message. In this way one needs to be cautious to send out messages that are not wished to be withdrawn later.
Unreapeatability of IPC
The unreapeatability of IPC is once again related to the ever changing nature of all the elements involved in it. In this way the exact communication situation cannot be recaptured. Meeting a person for the first time, resolving a specific conflict, comforting a grieving friend on the death of a loved one is a one time experience that cannot be repeated just as it was done the first time.
IPC is a Process of Adjustment
IPC can take place only to the extent that the parties communicating share the same system of symbols. This becomes obvious when the speaker and listener belong to 2 different cultures, not sharing the same language. No 2 people share the identical symbol systems. People have different vocabularies, and at times have different meanings for same word.
Part of IPC is to try to understand the other person’s signals, how they are used and what they mean. People in close relationships realize that learning g the other person’s signals takes a long time and often great patience. One needs to share his own system of signals to be understood by others.
This principal is especially important in intercultural communication, largely because people from different cultures use different signals to signify different things. Focused eye contact means honesty and openness in much of the US, but the same behaviour may signify arrogance or disrespect in Japan, Middle East, and many Hispanic cultures.
Communication Accommodation
An interesting theory largely revolving around adjustment is communication accommodation theory. This theory holds that speakers will adjust to or accommodate to the speaking style of their listeners to gain, for example, social approval and greater communication efficiency. For example, when 2 people have a similar speech rate, they seem to be more attracted to each other than to those with dissimilar rates. Similarly the speaker who uses language intensity similar to that of listeners has a greater credibility than the one who uses language intensity different from the listeners.
IPC is a series of punctuated events
Communication events are continuous transactions. There is no clear cut beginning or clear cut end. As observers of the communication act, the continuous stream of communication can be broken into smaller pieces as causes or stimuli or effects or responses. A child may be losing interest in studies and the parents may be scolding him for it, but the more they scold the more loss of interest takes place. In this way it becomes a vicious cycle.
This tendency to divide communication transactions into sequences as stimuli and responses is referred to as punctuation. Understanding how another person interprets a situation, how he or she punctuates, is a crucial step in IPC understanding. It is also essential in achieving empathy [feeling what the other person is feeling].
Relationships may be viewed as Symmetrical or Complementary
IPC can be described as either symmetrical or complementary. In a symmetrical relationship the two individuals mirror each others’ behaviour. If one member expresses, passion, jealousy, passivity, aggression the other responds in the same manner. The relationship is of equality, with the emphasis on minimizing the differences between the two individuals.
In a complementary relationship the two individuals engage in different behaviours. The behaviour of one serves as the stimulus for the other’s complementary behaviour. In complementary relationships the differences between the parties are maximized. The people occupy different positions, one superior and the other inferior, one passive and the other active, one strong and the other weak. At times cultures or contexts establish such relationships; for example the complementary relationship between employer and employee, teacher and student, etc.
The content and relationship dimension in IPC
Communication refers to the external world and also to the relationship between the parties. For example; the judge may say to the lawyer “See me in my chamber immediately.” This message has both the content aspect [as the lawyer will see the judge immediately] and the relationship aspect [the use of simple command]. However the lawyer is not expected to give the same command to the judge, who holds a superior position.
Hence, the content has to be similar to the relationship in a particular communication situation. If they are incongruous the communication would essentially fail to have a desired impact.
Interpersonal communication is cyclic in nature. The message I sent and then feedback is given to complete the communication cycle. As it is on going hence the relationship that is impersonal at the beginning turns into interpersonal where one person is at times the sender and at other times the receiver.
A. Source [sender] – Receiver: Interpersonal communication involves at least 2 individuals. Each person formulates and sends message [sender activity] and at the same time receives and comprehends message receiver activity]. Who you are, what you know, what you believe, what you value, what you want, what you have been told, what your attitudes are, and so on all influence what you say, how you say it, what messages you receive, and how you receive them. Each person is unique and hence each communication situation is unique.
B. Encoding – Decoding: Encoding refers to the act of producing a message [spoken or written] Decoding refers to the act of understanding messages. By sending ideas via sound waves the ideas are put in a code, hence encoding. By translating sound waves into ideas, they are taken out of a code, hence decoding. Thus speakers and writers are called encoders and listeners and readers are called decoders. For interpersonal communication to take place messages must be encoded and decoded.
C. Competence: The ability to communicate effectively is an individual’s interpersonal competence. For example this competence includes the sensibility that in certain contexts and with certain listeners one topic is appropriate and another is not. Knowledge about the nonverbal cues and cultural norms is part of interpersonal competence. Communication competence is learnt by observing others, by explicit instructions, by trial and error and so on. At times people are better communicators as they have been exposed to richer communication situations and have extrovert personalities. These people are regarded easy and comfortable to be with.
It is observed that better interpersonal communication skills result in academic competence, job satisfaction, and meaningful relationships.
Knowledge of interpersonal communication
Leads to
Greater interpersonal competence
Leads to
Greater number of available choices for interacting
Leads to
Greater likelihood of interpersonal effectiveness
D. Messages
In interpersonal communication messages must be sent and received. Messages may be auditory [hearing] visual [seeing] tactile [touching] olfactory [smelling] gustatory [tasting] or any other combination. The outfit worn by the communicator, the gait, the handshake, the smile or frown, the gaze all communicate messages that are sent and received.
Interpersonal need not occur face to face. It can take place by telephone, through prison cell walls, through video phone or computers. Also notice that messages need not be sent intentionally all the time, slip of the tongue or a slight eye movement may contain a strong meaning as well.
Messages refer to people, world, events, and other messages. Messages that are about other messages are called metamessages, for example: “Do you understand?”, “Did I say that right?”, “what did you say?”, “Is it fair to say that…”, “I want to be honest.”, “that’s not logical…”, “Correct me if I’m wrong”. 2 important types of messages are feedback and feedforward.
E. Feedback Messages
Throughout the interpersonal communication process feedback is exchanged. It is the message sent back to the sender concerning the reaction to what is being said. Feedback tells the sender what effect he is having on the listeners. On the basis of this feedback the speaker may adjust, modify, strengthen, de-emphasize or change the content or form of the messages to get a desired result. Feedback, just like the initial message may be written, spoken or non verbal. Feedback may take 5 different forms.
E1. Positive / Negative:Feedback may be positive when appreciation or agreement is shown, or negative, when criticism or a negative reaction is transmitted. Positive feedback communicates that the sender is right on track and must continue in the same way. Negative feedback tells the person that something is essentially wrong and readjustment is required. A puzzled look from a listener may mean that the speaker needs to clarify a term or explain a concept in greater detail.
E2. Person focused / Message focused: Feedback may center on a person, “You have a great smile” or it may center on the message, “Can you repeat that number?”
E3. Immediate / Delayed: In interpersonal situation feedback is immediate. With the help of word or a gesture a response is communicated. On the other hand in other situations it may be delayed, like the supervisor reads questionnaires after the completion of the course. In media situation the feed back is immediate, but in buying and selling situation it may be delayed until the product is used and results observed.
E4. Low Monitoring / High Monitoring: Feedback varies from spontaneous and totally honest reaction to carefully constructed response to serve a specific purpose. Most interpersonal situations deal with spontaneous reactions but at times, depending on the relationship and situation one may be more cautious in responding, for example head of state in press conference on a foreign soil.
E5. Supportive / Critical: Supportive feedback accepts the speaker and what the speaker says, for example as a person is consoled he is encouraged to talk and whatever he says then is accepted by the audience. Critical feedback is evaluative and judgmental. When critical feedback is given, another person’s performance is judged, as coaching someone in learning a new skill.
F. Feedforward Messages
Feedforward is information that is provided before sending in primary message. They reveal something about messages to come. For instance the content page in a book, the opening para, movie previews, magazine covers and introductions in public speeches. The functions that feedforward performs are opening channels of communication, previewing the message, disclaiming and alter casting.
There exists the initial willingness to communicate that opens the communication channel. Keeping in view the environmental factors and other contextual features communication is initiated.
These messages preview other messages, like content ‘I’m afraid I have bad news for you’ the importance ‘listen to this before you make a move’ the form or style ‘ I’ll give you all the intricate details’ or the positive or negative quality of subsequent messages ‘you’re not going to like this but here is what I heard’.
The disclaimer is a statement that aims to ensure that the message will be understood and will not reflect negatively on the sender.
Feedforward is often used to place the receiver in a specific role and requests that the receiver responds in terms of the assumed role. For instance if it is asked of the receiver that ‘As an advertising executive what do you think of corrective advertising?’ This question asks for a response from a specific perspective.
G. Channel
To communicate channel is the medium through which messages pass. The channel acts as a bridge connecting sender and receiver. Communication rarely takes place over only one channel. Multiple channels are used to communicate messages, like in face to face interaction mainly speaking and listening takes place but at the same time gesturing and hand movements are also present.
H. Noise
Noise enters into all communication systems no matter how well designed and sophisticated. Noise is anything that distorts or interferes with the message reception. Five main types of noise are physical, psychological, technical, social and semantic [language based]. Noise cannot be eliminated, but its effect can be reduced.
I. Context
Communication always has a context which influences the form and content of your messages. At times the context is obvious, like the difference in the manner of communication in a funeral home, a huge stadium, a rock concert a quiet restaurant. At other times the context is intrusive as underlying rivalry between 2 members of a bigger group. There are 4 basic dimensions to it:
The physical dimension is the concrete environment in which communication takes place.
The temporal dimension refers to the time, day and moment in history and the overall placement of message in the sequence of communication.
The socio psychological dimension includes status, relationship, roles, norms of society, formality, friendliness etc.
The cultural dimension is the influence of one’s nationality on the over all message encoding or decoding.
J. Purpose
The purpose of interpersonal communication is to learn, to relate, to influence, to help etc. In this world human beings are dependent on other people to fulfill their own roles. If they are unable to form communicative links they will fail in their own various responsibilities. Hence the importance of IPC is immense and gaining conscious knowledge of it gives one an edge to communicate more effectively.
Interpersonal communication can be defined in a variety of ways. One way is to define it by the number of people communicating and their relationship to each other. This we call the dyadic or relational definition.
Another way is to define it as a developmental process. Where communication begins as impersonal and becomes more and more personal as the interactions increase in frequency and intimacy. This we call the developmental definition.
A Dyadic Approach to Interpersonal Communication
Here those who are in communication are in some way ‘connected’. So communication between father and son, employer and employee, teacher student, friends fall under the category of dyadic approach. So it is impossible to have dyadic communication that is not interpersonal. Invariably there is some relationship between 2 people who are interacting. Even the stranger who asks directions of a neighborhood has an identifiable relationship with the resident as soon as the first message is sent. This interpersonal and non intimate relationship will then influence how the 2 individuals will interact with each other.
a) Dyadic Primacy:
In the case of triads [3 people], dyads [2 people relationships] remain primary. In case of 2 friends, when a third person joins the group, there come into existence 3 dyads [AB, BC and AC]. In this way Dyads can be observed in almost all large groups. Thus the nature of dyads depends on the nature of interaction, as 2 people come close due to some common interest.
b) Dyadic Coalition:
A dyadic coalition is a 2 person relationship formed to achieve a mutually desired goal. 2 teachers may take up a research project together, which may benefit all members of the group. At times such coalition is damaging, for instance if a parent forms a coalition with one of the children, he may end up alienating the rest of the children.
c) Dyadic Consciousness:
This means that in a dyadic relationship, there is the involvement of 2 people [team, pair, couple] and the third element i.e. the ‘relationship’. These are the thoughts of the people about the relationship, who are involved in it. As there increases involvement in the relationship, this third element starts gaining greater importance. Now the individual interest might be sacrificed so that the ‘relationship’ continues to be.
It gives me tremendous pleasure to recommend Mr/Miss. _______ for the General Studies program at your prestigious University. I have known him/her for ________ months/years in my capacity as (post), (company name). During this time, he/she has proven him/herself to be an asset to my company and shows great promise to achieve professional excellence.
As a research document writer for my firm, he/she has produced outstanding results. Him/her role in producing market research and development-based content for our clients has been outstanding! From the day she joined my firm, he/she was seen as a team player who demonstrates motivation, co-operation, intelligence, perseverance and an analytical aptitude that will take him/her far in her prospective career.
I am absolutely certain that Mr/Miss. _______ will make an outstanding undergraduate student, and I strongly recommend him/her for the scholarship program at your university.
A SWOT Analysis describes a business’s criteria in the long run. The four basic aspects analyzed are the business’s Internal Strengths and Weaknesses in the field of choice, compared to the market; External Opportunities and Threats from competitors or market; that undermine or advantage the business.
Considering a business XYZ, trading in a free market, governed by legislative rules of its National Trade Commission. A SWOT analysis table is as follows:
Strengths
Weaknesses
Internal
Strategic Capabilities:
Competent Employees;
Technological Skills;
Distribution mediums;
Customer loyalty;
Affordable quality products;
Wide distribution mechanisms;
Popular demands ( consumer trends);
More than sufficient resources.
Innovations:
unprecedented marketing techniques;
Innovative approach;
Dynamic/ fresh management
Latest technology
Leadership:
Aesthetic knowledge;
Expert guidance;
Advantage of experience.
Goals:
Market saturation;
Long term profits;
Expansion of business;
Extension of products;
Establishment of a brand name;
Gaining consumer interest;
Earning loyal customers.
Strategic Capabilities:
Incompetent employees;
Outdated technological skills;
Limitation in distribution;
Few customers ( new company);
Low customer retention;
Unreliable product or service;
Unrealistic prices;
Abundant availability of commodity (by other businesses);
Limited resources.
Innovations:
Monotonous marketing tactics;
Minimum risk- Minimum innovation;
Incompetent management;
Poor technology.
Leadership:
Zero market experience;
No guidance;
No knowledge;
No idea as to what the customer response might be.
Goals:
Immediate profits;
No long term plan;
No ambition for expansion;
No ambition of gaining customers or establishing a brand name.
Opportunities
Threats
External
Legal and Regulatory:
Changes in Government policies;
An opportunity to establish a registered right over a commodity.
Economic:
Opportunity for international trade;
Mergers with semi-private industries; private and public benefits;
Shares in government companies;
Chances of specialization under government banner;
Liberalization of international market;
Forming a monopoly;
Lower personal taxes;
Change in population demographics;
Change in customer wants.
Technological:
Technological advances;
New distribution mediums.
Legal and Regulatory:
Change in government policies;
Tax increase;
Laws related to use of resources for production;
Copyright issues;
Specific legal restrictions on international sale;
Regulations imposed due to modern environmental or social issues.
Martial Arts are not restricted to self defense. In its purest form martial arts is a path to self knowledge, self expression and the expression of beauty. Knowledge in martial arts basically implies Self knowledge and a better understanding of man and nature (Liang). “The idea of self-knowledge in the martial arts is tied to a concern for being centered. One must be in touch with the true center of one's being. One must be unified, the hands with the arms, the limbs with the torso, the body with the feelings and the mind. One must be poised in a state between relaxation and readiness to move-at all times” (Levine, 1989). This is a science, meaning the study, understanding, practice, and improvisation of an activity; and an art, meaning self knowledge, self exploration, and the harmony of body, soul and mind while performing an act. It is a passion pursued with discipline, and a discipline pursued with passion. As a science the martial artist has to learn the traditions, theories, principles, laws and techniques of the art. He is solely responsible for his actions and has to have the strength to face the consequences of his actions. Martial art is an honest self expression, without lying to oneself.
Successful IT Managers should have the ability to know what their company requires and the timing for implementation of that requirement. Having an upper hand in technological expertise a successful IT Manager can determine when their company is going through a transition and ensure a successful execution of that transition. Troubleshooting the technological problems faced in your department and observing and preparing for any kinds of technological alteration or update can give you an expertise and train you to handle more responsibility. Quickly assessing technologies and adapting to the constantly updating technological world is very vital for a future in this profession. Numerous IT Managers, who lack this ability to observe, detect, update, improvise or change technology end up with a tainted career and cost their companies million of dollars.
Every efficient IT Manager needs to set a goal for himself. Setting a target, and planning a safe path to achieve it is the first step for an IT Manager and his team to move forward. An adequate manager will know how to drive their teams to achieving the appointed goal through coercion, motivational techniques, effective planning and the right balance of authority without reckless rigidity. Managers who can aptly communicate their ideas and plans to their teams can utilize the ability of their team to the maximum; which earns them their team’s confidence and trust. Communicating their theories to their teams and personnel on various different levels shows strong leadership attributes, promise and commitment to their cause. Getting things done through others with the help of good communication methods is a key skill required for management success. Successful IT managers are those who can successfully communicate with their employees, peers, clients, sales agents, and seniors; and accomplish in translating their needs and situational statistics and data to their senior managers, technical staff, and non technical clients.
To effectively create a mission statement and objective an IT Manager has to have savvy planning tricks. A mix of aggression and ambition helps them realize what their priorities are and their modus operandi for development of their plans. Planning is a sign of an active instead of a reactive manager. Reactions cause mediocre work results, while active causes monumental feats at work.
Bibliography
Lee, S. M. and Lee, C. K. (April 2006), "IT managers' requisite skills,"
Communications of the ACM, volume 49, issue 4
Sisco, M. (2003) "What makes a successful IT manager"? TechRepublic
Various cultural patterns can be deduced from these generational characteristics. Since the entry of Baby boomers (the middle aged work force) dual career families have become a norm. The boomer’s developed a less hierarchal work structure which has been followed by all successive generations. The introduction of technology and long working hours by parents in dual career families have increased an interest in programs that advocate a balance in work and life. Another major change has been issues beyond parenting, including taking care of elder relatives and persuading older workers to delay retirement. With the advantage of multi tasking and technology making anything possible anywhere the Generation Y’s are questioning the authenticity of several human jobs. The statistical reality is that with the retirement of boomers the labor industry will see a rapid decline because boomers make up for most of the work force. The trend of longer careers might soften the effects of boomers leaving the work force, but the disadvantage to that will be flexible work environments for older workers with special needs. Regardless of everything else, all the generations share a strong work ethic proved by the increasing number of hours of work. The increase in work hours is greater for women than men. Longer working hours make a balance of work and life more difficult to attain. Studies show that the demands of balance between work and life has become a major issue for American workers. In the survey, out of1700 employees in Business Credit magazine, 18% agreed with the statement “In the New Year, I plan to look for another job to improve my work-life balance” (“One in Five Employees Plans to Quit in 2006 to Pursue a More Balanced Life,” Business Credit, April 2006). These statistics and developing patterns will increasingly pressurize companies to develop more-flexible work programs.
M for mobile, Generation M is the first generation to have everything mobile. They are identical to the Generation Y’s but perhaps one step ahead of them due to the cultural and technological backgrounds they have grown up in.
They are also called millenials, the Internet generation and the Echo boomers because they are the largest workforce following the baby boomers (the middle aged work force). This generation has been exposed to diverse lifestyles and cultures, has studied in the highest education and academic systems, respect various races, ethnic groups and sexual orientations. They happen to be very easy with diversity, working with minority groups with one third members coming from various minority groups themselves, and are habitual to the use of technology, instancy and multi-tasking. Although they possess short attention spans, they make up for it by valuing professional development and incessantly struggling to work better and faster. They appreciate creative projects and challenging work environments, and deadlines so that they can improve themselves and their work habits. Flexibility in jobs, technological benefits and the option to work part time and vacations every once in a while are their leading wants. The employers will need to drastically alter their work environments, techniques and ideologies to accommodate Generation Y employees. They are the most diverse generation of employees yet.
The children of the middle aged workforce, brought up in households with both the parents absent, on jobs and in a continuous effort to improve their life styles and living conditions. They are often described as latchkey kids or children of divorce. The generations X employees are trying to deviate from their parent’s methodology in work and in life. They are independent, confident and autonomous valuing education and parenting above work. Accordingly, they do not have a value for loyalty to the employer, and have a reputation of ‘selling’ themselves, with only their attributes and strong points displayed forth the employer. This generation is more entrepreneurial and transactional--looking for what they get in return for hard work. The Generation X as an opposition to the Traditionalists and the middle aged work force seek balance in their lives personal and professional, and are more family oriented than the middle aged work force (Hicks & Hicks, 1999)
Most of these employees have traditionalist parents. They enter the industry with strong opinions and work ethics and also as dual career couples with their equally educated wives at the flank. This generation can be observed by their hard work, aspiration to stand out and be unique, their value of personal growth and their observance of the equality amongst the sexes. Their work ideologies include questioning authority, and less hierarchal work structures. The usually have small families and follow luxurious lifestyles earning them the title of the ‘Me Generation’. This generation initiated the popularity of divorces and second marriages, and also a professional deviation from long term employment through multiple employers, downsizing, restructuring, second careers etc. The middle aged workforce is the fuel to today’s management and businesses. Another trend initiated by these people is the delay in retirement, with nearly 80% having a desire to work part time after retiring (Hicks & Hicks, 1999)
Also known as veterans, matures, or the silent generation Traditionalists are the conventional workforce of the 1900’s to 1940’s defined by their stereotypic approach to work and life. They work in the office from 8 am to 5 pm, including work on weekends and overtimes in busy season. Traditionalists are stubbornly conservative, economical, hard working conservatives who respect authority, abide by the written rules unremittingly and put duty before pleasure. Most of their careers are spent under the banners of one or two employers which makes them loyal, and stable. Although traditionalists are retiring increasingly they remain connected, well informed and influential (Hicks & Hicks, 1999).
The corporate firms today generally have five different generations of people working adjacently; the middle aged workers, the Traditionalists, generation X and Generation Y. To ensure productivity and a continuation of traditional work ethics and methodology, employers have to create an effective work environment for younger workers, as well as older workers. A balance between these work forces can be advantageous to the employer creating newer work opportunities which can be executed up to optimum level with the help of experienced workers. A generation is defined by demographics and key cultural and historical events that shape characteristics (thought processes, work ethics, traditions, techniques, aspirations, future ambitions etc) of the people in that age.
General description of these generations are employees over 60 years of age belong to the Traditionalists, In their mid 40s to 60 are the middle aged work force, employees from the age of 20 to 40 are the Generation X and those in their early 20s or younger are the Generation Y (Deal,2006).Generational differences create patterns that can be observed over time. Studying the background and characteristics of each generation can be helpful in assessing the challenges each individual imposes on the work environment, and distinctive talents of individuals as well as determining the future patterns of the workplace
Character and its connection to leadership success is a vital element in managerial and organizational performance. The Principle of Character in Leadership skills is simple and unfeigned stating that doing the ‘right’ things is more important that doing things right. Often people fail to grasp the concept of building their careers on the basis of their strong character; and in hurried decisiveness neglect in establishing themselves as worthy doers.
Hesselbein (2004) expresses that ‘Leadership is about how to be, not how to do […] it is about character”. Nearly all Leaders with character have been identified as authentic leaders (Fairholm, 1991, 1998; Gardner & Avolio, 1998; Luthans & Avolio, 2003; May, Chan, Hodges, & Avolio, 2003; Price, 2002). The description of an authentic leader consists of their being morally veracious; having a clear vision of their preferred destinations; focused on their goals and beliefs; show substance in their values, ethics and actions; and hone a positive attitude constituting confidence, optimism, resilience in their selves and their associates and command a respect for their dignified disposition (UNL Gallup Leadership Institute, 2004). It is affirmed by May, Chan et al (2003) that “authentic leaders ... see themselves as the ‘moral standard bearer’ for their organizations, demonstrating consistently high standards of ethical conduct.”
Astounding leadership has to have the basis of a strong personal character (Rousseau, 1990; Rousseau, Sitkin, Burt, & Camerer, 1998; Schein, 1985). A show of worthy character also involves the display of the presence of values. Values associated with trust in a work environment. The greater the concern for the employees the more likely it is to attain a reputable position as a trustworthy employer compared to those employers who value self gratification (Whitener, Brodt, Korsgaard, & Werner, 1998, p. 523). The existence of character helps to ameliorate the relationship amongst leadership and personal values.
Successful interpretation of various employment opportunities by an astute leader is possible if the leader exhibits traits like being an organizational representative, who gets things done through others, and has a vision for the organization and demonstrates this vision through his interpersonal strengths, change imperatives and strategic enterprises (Bass & Avolio, 1994; Kotter, 1990, 1998; Rost, 1993).
According to the Greek scholar Aristotle (384-322 B.C) the character explains a person’s past actions and predicts a person’s future behavior (Sherman, 1989). There are competitive and supportive environments to work in that nurture character building (Bass & Steidlmeier, 1999; Josephson & Hanson, 1998; Spears, 1998). For example, as an element of character, integrity surfaces when a leader ordinates his actions with his words reinforcing follower’s thoughts of his leadership approach (Simons, 1999).
The British Royal Military Academy at Sandhurst encourages character as a preliminary component to leadership development (Rowallen, 2002). Research states that leadership is crucial to the social, moral, economic, and political frames of society (Bass & Steidlmeier, 1999; May et al., 2003; Price, 2002). Gavin et al. (2003, p. 171) in their study of world leaders over the past 150 years say that "manager[s] possessing strong character ... will create a better world for everyone." Peterson (2004, p. 11) say that the presence of integrity in an organization’s leader reduces the chance of unethical business practices which harm the workers or the customers.
Kirkpatrick and Locke (1991) in their report show that “character as a leadership trait consists of six elements: drive, desire to lead, honesty and integrity, self-confidence, cognitive ability, and knowledge of the business”. Similarly, Gergen (2001) suggests that “character, vision, and political capacity are three essential traits of anyone aspiring to be in a leadership position”. Tait's (1996) study in the United Kingdom found that “character consisted of honesty, fairness, compassion, humility, and being one's own person”. The seven virtues, as outlined by Barker and Coy (2003) are “humility, courage, integrity, compassion, humor, passion, and wisdom”.
The importance of ethically conscious organizations cannot be underestimated; neither can the fact that leaders with a healthy character are essential building blocks for socially responsible and financially prosperous organizations. According to Calabrese and Roberts (2002, p.232), “leaders lacking character create chaos and foster despair.” It is vital that business leaders understand the gravity of their characters, strengths and weaknesses to prevent crisis related to workplace. A leader with prominent character traits can inspire in his employees the desire to function in an honest and healthy social and economic manner. It is a significant means of constructing companies and environments that have ethical and economical advantage over others (Goffee & Jones, 1998).
The growing awareness of Character is not enough to engender a more ethical work methodology. To fully comprehend and cultivate this attribute one has to know the in depth meaning of Character. Barlow, Jordan, and Hendrix (2003, p. 564) define character as “doing the right thing despite outside pressure to the contrary”. Likona (1991) states that character is not necessarily inborn but on the contrary character develops over time progressing in three essential phases. The first phase is ethical awareness and adequate moral knowledge; and the use of this moral knowledge to justly decide the right thing to do. The second is ethical concern regarding one’s course of actions. This aspect constitutes of a person having a “fair conscience, self-esteem, empathy and humility”. The third phase is of taking actions in accordance with the ethical decisions.
From general definitions of it we can deduce that although character is a matter of personal values it has far reaching implications on outward results.
Mr. _________________
House # ____, Sector ____, area ______,
City: ___________
Dated: ___________
Ref: ___________
Re: EMPLOYMENT LETTER
Dear Mr. ________________
This draws reference to your application for the service, and subsequent interview we are pleased to offer you employment as a _______________________ in our company ________________ “the Company” on the following terms and conditions:
1) Your employment will be deemed to have commenced from the date you assume for your assignment, which in any case should not be later than ______________, duly verified by your joining report. Your employment will be subjected to your antecedent being verified and found to be satisfactory.
2) The contract assigned to you can be terminated earlier according to the clause 7(a) of the contract or upon expiry of this contract terms, which ever is earlier. You will automatically cease to be in employment of “the Company” and will not entitled to any notice or pay in lieu of notice or any other benefits, allowances or benefits whatsoever other then mentioned in letter of this contract.
3) If “the Company” requires your further services, the “the company” would offer you a fresh contract for the specific period after expiry of this contract. Unless such contract is entered into written between _______ and your self, no such contract or employment would in any way be implied or construed.
EMOLUMENTS:
4) Your salary, inclusive of all cost living allowances and other statutory allowances enhancement, benefits, mandatory increments shall be the sum of $.______ (Dollar _________ Only) per month.
The above emoluments will be paid after any deduction requires under the tax or applicable legislation. You will be personally responsible and liable for all personal income and other taxes associated with your contract.
BENEFITS:
In addition to the emoluments outlined above you shall be entitled to the following additional benefits and such other as may be prescribed by “the Company” from time to time. In addition this regard it is expressly understood that the above compensation package and benefits may be altered at the sole discretion of “the Company” without prior notice.
LEAVE:
5) Should your cumulative contractual service period with the company extend beyond 12 months you will be entitled to 15 days earned leave upon completion of first twelve months. The above entitlement will be governed by “the Company Leave Policy rules.
TERMINATION OF CONTRACT:
6) Your appointment may be terminated:
a) If in the company opinion, which shall be final and binding, you are found guilty of dishonesty, misconduct, disorderly behavior, negligence, indiscipline, insubordinate nation. Absence from the duty without permission or of any conduct which violates one or more terms of this letter, your contract shall be liable to be terminated forthwith without any prior notice whatsoever or any compensation in lieu of notice.
b) Upon expiry of this contract assignment as mentioned in clause2 of this letter of appointment. In such case you will not be entitled to any notice or compensation, or benefits, allowances or facilities in lieu thereof.
7) Should you wish to leave terminate the contract employment prior to the expiry of this contract period, you shall have the right to terminate the Job Contract under the clause by giving notice period not less than one month in writing at any time with pay a lump sum cash equivalent to the salary for remaining period of the contract in lieu thereof. Similarly the Company may also terminate the Job Contract under this clause by giving one month notice period in writing at any time.
OTHER RULES AND REGULATIONS:
8) Your contract will be governed by the services of __________ enforced from time to time in all respect.
9) You agree to perform, observed and confirm to such duties and instructions as may form time to time be assigned or communicated to you by the designated officer.
10) You will be responsible for the safe custody and return in good condition and order, of all Company property, which may be in your use, custody, care or charge. The ______ shall have right to deduct the any value of all such things from your dues and take such other action, as it deems proper in the event of your failure to account for such property to the company satisfaction.
11) You will not divulge, directly or indirectly, to any person or body any knowledge or information which you may acquire concerning the affairs, property, enterprise and undertaking of the Company and shall maintain the usual secrecy about the business and other affairs of the Company. Furthermore, you shall not take or remove premises of the company without consent of the management any data, table calculation pertaining to the Company’s business affairs, in any form (paper, diskettes, tape, CD, optical or magnetic, etc).
12) You will be required to observe the office hours fixed by the Company time to time.
13) You are required to notify the Company immediately of any change in your residential address, phone number or in your civil status.
14) Your contract responsibilities or duties may be changed from time to time by the Company, as it may necessary.
15) During the period of Contract your services are liable to be transferred to any where in Pakistan
16) You must note that you will be contractual employee of the Company and shall not claim any remuneration/facilities from Company.
17) If these above terms and conditions of this Job Contract are acceptable to you, kindly sign and return his duplicate copy attached as your acceptance to the same. Please also provide two references of persons not related to you.
Yours Sincerely,
For ______________________
___________________
Chief Executive Officer as and when required.
__________ Company
address,
City, Country, Postal code
Dear Sir,
I would like to take this opportunity to introduce the _____________________which consists of highly qualified and experienced individuals from the field of Sales, Marketing and Training. Our vision is to impart our experiences and knowledge about sales to individuals and ______________ who seek to improve their sales performance. Our trainers have all had distinguished sales careers and bring with them a wealth of practical experience to each course. Please turn to page 2 of our brochure to meet our team. We provide customized sales training solutions to suit your needs and requirements. Our training forums deliver trainings at three tiers: to the distributor sales force (___), your sales force, and to the field sales management level.
While providing his consultancy services to major _______ and discussing distribution solutions with many firms, ____________ observed that these firms had a common sales issue; lack of ownership in the ultimate selling procedure. This trend was introduced in the late 80’s when major players in all markets ______ their potential in the metropolitan areas and the firms, one-by-one, decided to utilize the un-captured markets of the rural areas. As the firms could not afford to enlarge their sales force to cover the rural areas; the firms decided to extend the selling activities to distributors. The distributor sales force, of course, worked previously as mere delivery men and do not have any training or knowledge of selling. These individuals have low profile in terms of communication skills, language command and interpersonal skills and thus are unable to build professional or valuable relationship with the retailers. The products are sold to retailers on end consumer demand and no push tactics are utilized to enhance sales. On the other hand, the retailers also prefer to deal with the organizational sales force as they believe the _____ do not have the authority to take to respond to their issues.
At _______, we offer special soft skills courses to raise the profile of the _____ and train your sales force and field sales management so they can monitor the _____ and also improve their selling skills and in turn be able to build valuable relationships with retailers. Please find attached our brochure for further details and course structure. Call us on ____________ or ___________ to arrange a meeting. We can sit together and decide an approach that will be best suitable for your organization.
Yours Faithfully,
Subject: APPLICATION FOR THE POST OF “_______________”
Sir,
I have come to know through some reliable sources, that there are some vacancies to be filled according To my qualification and abilities, so I do hereby offer my services for one of the same.
A complete detailed resume is enclosed herewith your kind consideration and perusal please.
I hope Sir that your gracious honor would be kind enough to consider this application favorably and Appoint me on the post applied for.
This is a basic pattern about how to write an application for Accounts Executive job, this is very easy and I hope this will be useful for you.
________________ (___.) LTD.
Address: _______________
__________
City-Postal code,
Country
Subject: “ For the post of Accounts Executive “
Dear Sir,
In response to your advertisement published in the _________on dd mm yy for requiring the “Accounts Executive” I am forwarding my C.V. for your kind consideration and hoping that I would be given a chance to prove myself for that job.
02:06
Noman Ikhlaq
