“To what extent do you consider foreign intervention the...

â€Å"To what extent do you consider foreign intervention the most significant barrier to peace between Arabs and Israelis across the period 1900-2000?† Throughout the 20th Century relations between Arabs and Israelis in Palestine have undergone immense tension, change and deterioration, with both parties facing many barriers to peace. Foreign intervention is often listed as one such barrier to this peace. While the importance of foreign intervention cannot be omitted, other factors can be argued to have been both equally and more detrimental to the peace process. These include the founding of the Haganah, the 1948 War after the declaration of the State of Israel, and the rise of political extremism. The aim of this essay is to identify†¦show more content†¦The British were the main force capable of stopping this. With double-crossing measures including the Passfield White Paper of 1930, and the Ramsay-MacDonald â€Å"Black Letter† correspondence of 1931, they failed to do so, meaning their Mandate served to damage and degrade Arab-Israeli relations to a great degree, making it a key barrier to peace at the time and i nto the future. As summarised by Stewart Ross, â€Å"Britain’s inept handling of the mandate, therefore, was a major cause of the future Arab-Israeli conflict†. Britain renounced its Mandate over Palestine on the 15th May 1948. The UN Special Commission on Palestine (UNSCOP) had voted in 1947 for a Partition Plan to divide Palestine into Arab and Jewish states with Jerusalem as an international zone. Mansfield writes that as the British administration left, â€Å"communal fighting broke out immediately and soon developed into full-scale civil war †¦ some three to four hundred thousand refugees streamed in terror towards the neighbouring Arab countries†. On the 14th May the State of Israel was declared and recognised by the UN, leading to what would arguably be the greatest barrier to Middle Eastern peace – the 1948 War, known to Israelis as the War of Independence and to Arabs as al-Naqba (the Catastrophe). Probably the most poignant impact of the 1948 War was the change in the territories in Palestine. At the close of the War, after a sweeping Israeli victory â€Å"the new StateShow MoreRelatedOne Significant Change That Has Occurred in the World Between 1900 and 2005. Explain the Impact This Change Has Made on Our Lives and Why It Is an Important Change.163893 Words   |  656 Pagesmeasures we deploy to demarcate historical epochs, the twentieth century does not appear to be a very coherent unit. The beginnings and ends of what we choose to call centuries are almost invariably years of little significance. 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Geocentric Orientations Free Essays

Dr. Howard V. Perlmutter is a world authority on globalisation and pioneer on the internationalisation of firms, cities and other institutions. We will write a custom essay sample on Geocentric Orientations or any similar topic only for you Order Now Trained as a mechanical engineer and as a social psychologist, Perlmutter joined Wharton’s faculty in 1969. He specialised in the evolution of multinational corporations (MNCs) making predictions to how their viability and legitimacy would change. Perlmutter is the first academic who identified distinctive managerial orientations of international companies. The more one penetrates into the living reality of an international firm, the more one finds it necessary to give serious weight to the way executives think about doing business around the world†. These organisational world views are shaped by a number or factors such as the circumstances during which the company was formed, the CEO’s leadership style, its administrative processes, the organisational myths and traditions. Perlmutter stated that these cultural orientations determine the way strategic decisions are made and how the relationship between headquarters and its subsidiaries is shaped.In 1969 he bundled his insights by publishing the EPG model. Perlmutter’s EPG model states that senior management at an international organisation holds one of three primary orientations when building and expanding its multinational capabilities: 1. ETHOCENTRIC (home country orientation) The general attitude of a firm’s senior management team is that nationals from t he organisation’s home country are more capable to drive international activities forward than non-native employees working at its headquarters or subsidiaries.The practices and policies of headquarters and of the operating company in the home country become the default standard to which all subsidiaries need to comply. This mind set has as advantages that it overcomes a potential shortage of qualified managers in host nations by expatriating managers from the home country, creates a unified corporate culture and helps transfer core competences more easily by deploying nationals throughout the organisation. The main disadvantages are that an ethnocentric mindset can lead to cultural short-sightedness and to not romoting the best and brightest in a firm. 2. POLYCENTRIC (host country orientation) This world view has as dominant assumption that host country cultures are different making a centralised, one-size-fits-all approach unfeasible. Local people know what is best for their operation and should b given maximum freedom to run their affairs as they see fit. This view alleviates the chance of cultural myopia and is often less expensive to implement than ethnocentricity because it needs less expatriate managers to be send out and centralised policies to be maintained.The drawbacks of this attitude a re that it can limit career mobility for both local and foreign nationals, isolate headquarters from foreign subsidiaries and reduces opportunities to achieve synergy. 3. GEOCENTRIC (world orientation) This orientation does not equate superiority with nationality. Within legal and political limits, executives try to seek the best men, regardless of nationality, to solve the company’s problems wherever in the world they occur. This attitude uses human resources efficiently and furthermore helps to build a strong culture and informal management networks.Drawbacks are that national immigration policies may put limits to its implementation and it might be a bit expensive compared to polycentrism. It attempts to balance both global integration and local responsiveness. Perlmutter’s observation was that most MNCs start out with an ethnocentric view, slowly evolve to polycentrism and finally adopt geocentrism as the organisation familiarises itself more and more with conducting business on a global playing field. In 1979 Perlmutter and his collague David A.Heenan added a fourth orientation to create the EPRG model: the R stands for a regiocentric approach falling in between a polycentric and geocentric orientation. Regiocentric or regional orientation is defined as a functional rationalization on a more-than-one country basis. Subsidiaries get grouped into larger regional entities. Regions are consistent with some natural boundaries, such as the Europe, America and Asia-Pacific. Both polycentric and regiocentric approaches allow for more local responsiveness, with less corporate integration. ssets: ep[r]g ProvenModels editor PM 50 KB pros: The orientation of the dominant senior management group influences and shapes diverse aspects of a multinational enterprise, including strategy, structural design, pricing, resource allocation, and administrative processes. The study made managers aware that culture was an important aspect to consider in (international) business affairs. It started a whole series of studies on culture in the business environment.The model provides insight in how an international organisation evolves in time and what organisational and staffing challenges lay ahead. The EP[R]G mix can be used to determine how far an organisation has internationalised. cons: The model is organisation centred disallowing environmental influences. Its international orientation is measured solely on internal aspects. In the real world these orientations never appear in a pure form. In any organisation some degree of ethnocentricity, polycentricity or geocentricity are present. How to cite Geocentric Orientations, Papers

Management Theory and Practices

Question: Describethe business ethics that has been the issues in the organization in todays world. Answer: Introduction The assignment has chosen Nike which is a sport and clothing manufacturer. This assignment will discuss the business ethics that has been the issues in the organization in todays world. Business ethics has become the problem that creates huge attention at the difficult times. Society wants to generate the high pay jobs to protect the environment but the companies want to decrease the cost incurred to deal with the environmental challenges in terms of production and to improve the growth and productivity. Consumers look for low costs products and inevitable issues occurs with the concept of business ethics also known as ethical dilemma that occur due to the differences in the stakeholders and shareholders interest. Nike also faces some of the ethical dilemmas and it needs to be resolved in an ethical manner by applying proper theories of ethics and stakeholders interest in the organization. Nike, despite 40 year history in USA, it is very popular in sportswear and footwear in 180 nations. It had the history from the stretch until today and it is very famous for consumers in most of the countries. Nike has established in the year 1960 and it was developed by Bill Boweman and Phill Knight in the year 1960. It was based in footwear, apparels, golf wears and sports - wear etc. until now. The company also exports to Japan, Malaysia, UK and Singapore. Nike possess high quality standards design and brand on customers mind. (Ryan, 2010). Ethical dilemma As per Crane Mattern, business ethics is the concept of business activities, scenarios and decisions that addresses the correct and wrong approaches. It is truly viable and brings tremendous values for the organizations. For the media, the good business ethics helps to improve the public image of the business. It is the main turning point in the branding. Without any scandal affects, the shares value helps to maintain the stability and there are improvements of the reputation. This way, the business can improve and attract more number of investments from internal and external associations. Joint ventures occur every time and it has strong importance to the business bottom line. The business can be created or broken on just one joint venture and it can be successful with the help of major factors of extreme powerful companies on desire. The business cannot perform well in joint venture if they lack in ethical roles and practices. (Brubacher, et.al, 2014) The decision of the board is affected by the external and internal environment influence and it affects the target, mission as well as the output. The stakeholders analysis is an important tool to identify the stakeholders and to understand their requirements. It is important to understand the stakeholders who have spent in issues that is based on the project. This is the important tool for Nike to understand the ethical dilemma for the best approach. (Goodlad, 2014) At the time of unethical policies, there were different negative effects on customers. It made the massive boycott of the society for Nike and consumers felt unethical while using the products of Nike. This occurred when the child in America was attacked because he was wearing Nike shoes in 1990. To add, there were 14 year old boy in a low price apartment and was hampered due to unconsciousness and was left on the tracks of subway just because of wearing the Nikes Air Jordan shoes at his feet. The organization met difficulties in business strategy. Shareholders of Nike are considered and the news on unethical practices fail, the share prices also fails of Nike. Thus negative image led to reduce the confidence of the investors in the organization to manage the situations. This creates the fall in the share prices. (Christensen, 2014) In 1992, the company has decreased the profits by 40% and the association between Nike and Oregon University was very poor because the university joined the rights of Worker Consortium against the firm. The objections of other universities in U.S. are: The association among Nike and suppliers have huge impacts. Most of the Nike products are formed by the raw materials that are offered from developing nations because Nike can increase profits with low supply of price materials. The major approach is Nike can be influenced from unethical practices of few of the suppliers. For example: supplier can provide the best price of raw material because there is an increase and strict control of employees. The company also faces threats with the quality of the products. (McLaren, 2013). Ethical dilemma in Nike Every business has its own dilemma and Nike is a global corporation that has different branches around the world and it involves many employees and suppliers. Thus, the ethical dilemmas are challenges faced by Nike every year. The major ethical dilemma faced by Nike is to create the benefits for the firm for the well being of the employees. Poor work environment for workers in Nike is the first ethical dilemma selected for this assignment. Nike faces the same ethical dilemma compared with Foxconn. Foxconn is the partner manufacture of Apples product and it has poor work environment. This defines the protests of Vietnamese clearly. As per Vietnam point of view, in the year 2010 of April, thousands of Vietnamese Nike factory workers went on strike due to lack of work situations and low wages. This happens around the world where there is a location of Nike factories. With respect to the low costs, Nike gains it as a competitive benefit. It did not give any attention for the rights of the workers. To add, it resulted that, the protests wave has affected the companys reputation and for future terms, Nike is called as an unethical company. As per the report of Australian television station in the year 2008 July, the workers revealed that there condition of living is not acceptable. The dormitory houses with high crowded sleep ing quarters and un-hygiene toilets and poor sanitation facilities in kitchen were the fact they were going through. The workers also suffers from the conditions of violence in the organization. Nike workers also are being slapped or verbally abused or kicked at factories that creates huge challenges for the workers to continue in the organization. Staffs resist and cope with the situation every day. Employees are being treated in humiliation. (Simon, 2012) Applying stakeholders theory, the company focuses on the responsibility to the wide range of stakeholders. The stakeholder is identified as a person which can affect with the business actions. It involves employees, customers, suppliers and community. The original proposer of the stakeholder theory is known as the vital element of the work environment. This is a concept based on the responsibilities in the todays world. It might be economic, legal, ethical and philanthropic. The controversies based on the tax affairs of the reputed companies have brought the theory of stakeholders. Thus, the measures should be legal and it is experienced as unethical. The staffs cope up every day. Employees are treated in a humiliation manner. With the application of the stakeholders theory, the concept helps to achieve the good outcomes but the poor work environment and other situation and complaints lead to the workers that creates lack of happiness in the workplace. Employees have the rights for the respect and dignity. Nike has wrong actions due to lack of management to the employees. (Forman Pufall, 2012) The other ethical dilemma faced in Nike is based on the low wages long time. Nike is a kind of sweatshop. The other challenge is to pay the low wages in Nike and the excessive time to the worker in the developing nations like China, Vietnam etc. Nike is a sweatshop by large amount of people in developing nations. The sweatshop defines that the employees are paid by low wages and work with long term. In Vietnam, few of the workers described that the 4000 VND meals were not limited or safe enough to meet the productivity. After an increase in the wages of the employees, workers were not happy and with the application of utilitarianism theory, Nike is focusing on the right thing because the company involved in reducing the unemployment condition and increase the growth of the company. With respect to the big image, the actions of the company lead to lots of advantages to a nation. In micro perspectives, the employees are dissatisfied with the salary that could harm the business with respect to less productivity. The theory is not successful while scanning it to the basic policies of international labor organization that possess the rules of the global economy that should be focused at improving the rights and safety as well as the opportunities of people families as well as societies in the wor ld. Nike feels caught for the issues with the causes. (Bass Steidlmeier, 2008). Utilitarianism is the basic definition that something is moral or good when it forms the high amount of good for the volume of people. It is the theory of normative ethics if the action is good or bad or immoral. Utilitarianism focuses on the question with the help of economic analysis that concentrates on human lives it has actions that helps people to feel good. In this case, it results to improve the lives of the people in Nike. This way, the ethical theory morals are separated into good bad. Good is said as the pleasure and lack of pain and it is known as utility. The action increases the utility and increases the benefits and reduces the negative consequences for high volume of people. Utilitarianism is called as the best principle of happiness that defines the moral action and increases the total uses in the world. If the action is moral, it helps to increase the happiness and allows to be ranked with morality. If the action creates happiness, it is moral. (Fullan2013) The utilitarianism theory can be applied to the Nike for the great benefits to the society and it is the greatest good for the greatest number. The principle of utilitarianism expands too many variations of rules and it helps to understand the benefits as well as losses of the satisfaction of personal preferences on economic terms. Utilitarian also differ in their views while making an ethical decision. For the solution of ethical dilemma, the actions must be focus on the dilemma and it is vital to help the company not to face any issues in the future that can impact the company. To resolve the ethical dilemma, the company should focus on better solution that could create high values to the organization. For the challenges of poor environment, this issue is very important to handle because it impacts directly not only on the quality of the products but also the image of Nike. In case of sweatshop challenge, the challenge is related with the non-profit organization of human rights such as fair labor association and it could create negative issues to the companys stakeholders. To manage those issues, Nike focuses on appropriate goals and strategies for internal as well as external environment. Nike organized the internal survey among employees dependent on the satisfaction pyramid to conduct the employee satisfaction chart. (Champy, 2015) Nike developed the code of conduct to meet the individual factory and it needs suppliers to pay the employees at least the local minimum wage and other advantages in the individual employee contract or collective bargaining agreement. This way, the actions could be made for any factories not to meet the standards. Thus, the challenge is to assure that the workers get the advantages and improves the work situations. (Farber Ascher, 2011) To meet the compliance with the code of conduct, Nike focuses on monitoring teams dependent on 21 nations to deal with the partners. With the long term establishment of SHAPE, the proper inspection of image of labor, environment, safety and health safety and standards. This way, it provides high assessment of the labor management practices and work situations at the factory. Thus, the FLA with the responsibility of the unannounced inspections of supplier factories. When collecting the output from the teams, Nike focus on grading systems for their suppliers. This system reflects the information about the work situation and this way, the proper solutions protects from unethical challenges. (Fullan, 2015) This way, Nike does not focus on the image but also it improves the challenges faced by the stakeholders. Thus, the data helps to generate the outcome from the teams and Nike can manage the operations well and can resolve the bad for the Nike suppliers. Thus, to improve the work conditions, workers need to focus on change of positive thinking of the company and it will be the resources in media and to get rid of negative thoughts about the company. The firm can deal with the effectiveness of the renovation. Some of the factories appear to remain close to the full compliance with the companys code of conduct and others suffer from persistent with wages and work roles and safety issues. (Fullen, 2016) The other reaction to Nike records the video tour of its contracted facilities of shoes in Vietnam. This way, it produces video films of its factories in Indonesia, China and Thailand. With this skill, Nike can spread the message that helps to generate the safe and clean work place. This way, it develops clean and happy workers. These actions will have positive impacts and it will improve the business ethics of the brand image and it will increase the improvement of the environment as well as the social situations and human resources. This is vital to improve the different skills that will help to improve the organizational image as well as the image of the employer. This is because of the reason the company had great impacts toward the stakeholders if there will have an image of great employer who offers good work place with multiple advantages. It is important for the company to deal with the projects implementation or programs and it will be the major focus of the target market. T his way, it will meet the level of interests of society regarding the environment. Children plays the vital image for the company at the time of implementing the goals and objectives. (Doyle, 2009). Transformational leadership theory The transformational leader is a facilitator who focuses on decision making to establish proper conversations among the stakeholders. It is driven by different values and mission. It has more generalized vision and it focuses on the best interests. To transform something, there is a need to focus on the vision and proper communication. Thus, to remain transformative and to deal with the ethical dilemma in Nike, application of transformation leadership helps to care honestly about the people in the organization. They care for their people. He is strategic from planning perspectives and he is a good communicator and can be trusted for both passion and concentration to deal with the success. The transformational leader will help to motivate, empower and increase the morale of the employees. It will help know the people and their beliefs in a different way. It will help to mobilize the people and develop the safe place to communicate and create innovative ideas. (Leithwood 2014) The transformation leader builds trust and in case of Nikes ethical dilemma, the leader will identify the ethical issues in the organization and the leader will apply the process of ethical decision making to resolve the ethical issues and to make the ethical decision. Transformational leader influence motivation and fulfill their commitment. Thus, to recommend, the transformation leader in Nike should focus on visiting the factories in developing nations. Therefore, by visiting the factories, it will not only assure the child labor who works under the illegal age but to make sure that there is no poor work environment and situations on developing nations. Apart from this, the tools and technologies could reduce the challenges associated with long time communications. With the help of internet, mobile phones and video calls and other options, it can easily help the leader to communicate with the suppliers and manufacturers. (Deal Peterson, 2012) Nike can also hire the controller to deal with the monitoring tasks in the organization and to help support the different areas to reduce the challenges and errors made between the worker as well as the employer. Controller is responsible for the product quality to meet the material for the quality standards. The skills and control of the material types will be checked. Nike also solved problems of low wages on different nations. Nike can also focus on national minimum wage rates to help the employees paid by sufficient wages and look for the details of salary before setting any factories in the developing nations. (Strauber et.al, 2011) Conclusion To conclude, Nike was the first sports organization to focus on the names and addresses of the factories received from the products. This helps the non-profit organizations to meet the work goals and to improve all the laws while employing the staff for the job. Nike has to involve in CSR activities to help people feel pleasure by coordinating the important tasks. Any kind of ethical dilemma occurs at the time of business tasks need to be managed in a professional manner and in an effective way so that it could help people feel motivated and not to remain the part of victim. Thus, based on the theory, it is important to analyze whether the challenge is ethical or not. The need is ethical for worker because of egoism theory and Nikes action is important with respect to the utilitarianism. The major important part is that Nike need to manage the benefits of both the ways. Transformational leadership influence its envisioning to set the high standards for the company. The inspirational motivation helps to involve in the shared goals and objectives. Its intellectual simulation provides important solutions to problem. Its individual consideration helps to deal with an individual and it also provides equal and growth related opportunities through mentoring, coaching and training. (Liontos, 2011). References Bass, B. Steidlmeier, P. (2008). Ethics, Character and AuthenticTransformational Leadership, pp. 1-25 (printed). Brubacher, W., Case, C. Reagan, T. (2014). Becoming a ReflectiveEducator: How to Build a Culture of Inquiry in the Schools. Corwin Press, Inc:California. Champy, J. (2015). Reengineering management. New York, NY: Harper Collins. Christensen, G. (2014). The role of the Principal in transforming accelerated schools. Unpublished doctoral dissertation, Stanford University. Deal, T. Peterson, K. (2012). The leadership paradox. San Francisco, CA: Jossey-Bass. Doyle, W. (2009). Are students behaving worse than they used to behave? Journal ofResearch and Development in Education, 2(4), 3-16. Farber, B. Ascher, C. (2011). Urban School Restructuring and Teacher Burnout (Report No. EDO-UD-91-5). New York: ERIC Clearinghouse on Education. (ERIC Document Reproduction Service No. ED 340812) Forman, G. Pufall, B. (2012). Constructivism in the Computer Age. New Jersey:Erlbaum Associates Publishers. Fullan, M. (2013). Change Forces. London: The Falme Press. Fullan, M. (2015). Theory into Practice. College of Education: The Ohio StateUniversity, 34(4), 231-235. Fullen, M. (2016). Leadership for change. In International Handbook of Educational Leadership and Administration. Netherlands: Kluwer Academic Publishers. Goodlad, J. (2014). Educational Renewal. San Francisco: Jossey Bass. Leithwood, A. (2014). The Move Toward Transformational Leadership.Educational Leadership, vol. 49, no.5, pp. 8-12. Liontos, B. (2011). Transformational Leadership, ERIC Digest, Number 72. McLaren, P. (2013). Life in Schools: An Introduction to Critical Pedagogy in the Foundations of Education (3rd ed.). Don Mills: Langerman. Ryan, J. (2010). Leadership and Diversity: Establishing and Maintaining Relationships with School Communities. Orbit. Vol. 30, No.1. Simon, R. (2012). Empowerment as a Pedagogy of Possibility.Language Arts, 64(4), 370-382. Strauber, S., Stanley, S. Wagenknecht, C. (2011). Site-Based Management at Central-Hower. Educational Leadership. 47(7)6460.