Re-thinking History: Improving History Textbooks in America Essay

Since introducing his book with the notion that high school students hate history, Loewen (1996) devotes a considerable amount of his work debunking facts and theories taught in history classes in American schools. He appeals to the trust of the readers with his comparisons on what textbooks include and what they omit. He accomplishes this by recounting some sparse facts taught in most textbooks, appealing to the emotions of all former, current and future history students with his empathy on how boring most history textbook. Finally, he reaches the logic of his readers with heavily pocked paragraphs footnoted with his sources that presume his great understanding of the history itself. The scope and size of history textbooks is an issue Loewen tackles, pointing out how â€Å"textbook authors tend to include most of the trees and all too many twigs, they neglect to give the readers even a glimpse of what they might find memorable: the forests† (para 14). As he intertwines much of his ideas about history with Sociology and Social Studies, he notes that students rarely possess the ability to â€Å"think coherently about social life† (para 14) and returns to the concept that learning history reinforces sociology when he concludes his theory about textbook size preventing students from learning history. He describes how textbook covers use patriotic symbolism to represent the contents of the textbook material, complete with descriptive titles such as Rise of the American Nation (para 12). From this, he deducts that no other textbook cover takes as many liberties with the textbook title as do History textbooks. Loewen selects an iconic point, the First Thanksgiving, taught in some manner among nearly all grade levels and provides illuminating d... ...g buried items, he lists a footnote to accompany the passage. After observing 40 other footnotes in the previous 46 paragraphs, it’s likely that most readers would simply assume that the footnote leads to another reputable source. Discovering that this particular footnote relates to the fairytale of Goldilocks and not the journal’s author may lead one to believe that the footnote source is questionable. Loewen provides a convincing account of what he finds wrong with history textbooks used in schools around America. His appeal to readers influences their opinions on what textbook publishers should do to change this phenomenon. While history textbooks are boring, oversized and sometimes less detail oriented than Loewen would expect, high school courses simply do not teach and address the sort of sociological impacts that students in higher education expect to learn.

Evaluation of Leadership Development Plan of Maersk Oil in Qatar

1.0 Introduction One of the biggest challenges of the modern business era is the retention of a talented and skilled workforce for business organizations, and the development of future leaders within a company. Business organizations are required to employ a dynamic strategy to respond to the needs and aspirations of their workforce. A smart, well-designed employee development program can benefit a business organization to great extent in this regard and shape the future of the company by individually shaping the leaders of the future. Prior research indicates that employee development program is linked to higher levels of performance and output. It can create a reservoir of knowledge that can enable business organizations to do better than their competitors. The most important development aspect of any employee is training them in leadership skills which can benefit the business as a whole. Transformational Leadership is a framework which, according to Barling, Christie and Hoption, promotes the qua lities of â€Å"idealized influence, inspirational motivation, intellectual stimulation and individualized consideration† (reference). By displaying motivational qualities and attitudes a leader can improve the efficiency, proficiency and well-being of employees. The aim of the proposed dissertation would be to investigate employees’ leadership development plan at ‘Maersk Oil’, particularly in reference to transformational leadership training. Maersk Oil has been operating in Qatar since the 1990s as a major oil company. It works on the Al-Shaheen Field which produces significant amount of petroleum. The company’s current production level stands at 300,000 barrels of oil per day. As a result of that, Al-Shaheen Field is predicted to be the biggest contributor to oil production in Qatar, making the company significant for the Oil industry and the overall economy of the country. Maersk Oil is a multinational company which is part of A.P. Moller â€⠀œ Maersk Group, operating in various parts of the world. Like any major multinational firm, Maersk Oil Qatar has a diverse workforce belonging to various nationalities (Maersk Oil, 2012). The diverse workforce present in the organization needs to be managed in an efficient and effective manner. The dissertation will try to identify the importance of a leadership development plan, investigate the current practices of the company, evaluate its effectiveness, and identify common obstacles for employee’s leadership development plan at the company. The dissertation will also propose some recommendations based on its findings for creating a viable improvement to the leadership development program. The dissertation will be divided into five chapters. The first chapter will be comprised of the introduction, overview of the research, background, and research objectives. The second chapter will detail the research methodology. The third chapter will present a literature review and the oretical background of the research. Fourth chapter will present the findings and analyze the data. Finally, chapter five will present the results and conclusions of the research. 1.1 Research Objectives Investigate to what extent does the company care for its employees through its leadership development plan Identify the significance of employees leadership development plan Investigate practices of employees leadership development plan Evaluate the effectiveness of employees leadership development Identify most common barriers for employees leadership development plan 1.2 Research Questions What is the employees’ attitude towards the company regarding its transformational leadership development program? Is transformational leadership more efficient than other forms of leadership? How does the transformational leadership benefit the objectives and goals of the company? What is the significance of the transformational leadership development plan for both the company and its employees? To what extent do the employees consider the development plan at the company efficient? What are the common barriers associated with the transformational leadership development plan at the company ? 1.3 Rationale for the Current Research Although there is a large array of literature on human resource development, practitioners often come under criticism for doing very little to evaluate the learning and development solutions that have been designed to deliver whereby significant and often scarce resources are allocated blindly in development plans that are considered to be effective (Harisson, 2005). When undergoing financial stress, organizations often downsize human resource development budgets. Human resource development personnel undergo tight scrutiny in justifying their expenditures and are required to prove the effectiveness of their employee development plans. Thus evaluation of employee leadership development plan is a viable solution. The importance of evaluation in further signified as the learning and development theory and practices in the modern day is undergoing a considerable change in order to keep up with new circumstantial requirements. In fact, one of the major changes occurring nowadays and in th e upcoming years is the organizational changes driven by ‘higher integration between coaching, organisational development (OD) and performance management’ (CIPD survey, 2010: pg.6). Similarly Sloman (2007) made several important propositions regarding the ongoing change in the employee development practices and approaches (see appendix 1). The shift in the learning and development approach and employee development practices signifies the importance of evaluating the current practices of an organization to see whether they are abreast with the prevailing best practices. Additionally, employee development approaches and practices of the oil and gas rich Middle Eastern countries and the Gulf Nations is an under-researched area in HRM literature. Moreover, the available literature regarding employee development practices generalizes the Middle East and the Arab World rather than addressing individual countries or companies (Harry, 2007). The existing gap in the literature p ays way for the current proposed study to evaluate the leadership development plan at Maesrk Oil in Qatar. 2.0 Literature Review 2.1 Definition of employee leadership development Employee development plans have been defined as a set of planned efforts by an organization which facilitates the learning and acquaintance of knowledge, specific skills and behaviors for its employees; all of which are essential for them to be successful in their current jobs (Goldstein, 1993). Dotta (2009) defines it as a â€Å"sequence of concurrent activities, initiatives and programs that an organization is involved with to maintain, improve and enhance the skills, capabilities and performance levels of its workforce and other staff members†. Employee development plan encapsulates various individual development plans. A leadership development plan goes one step further than this: as well as providing all of the support listed above the employee is also being trained for a management role through the subtle development of the most desirable qualities. According to Department of Defense of USA (2006), an individual employee development plan is â€Å"a tailored written plan developed by the supervisor and employee outlining the employee’s developmental objectives and the developmental activity for achieving these objectives. The purpose of an employee development plan is to increase the current proficiency, development, and progression of the employee through a systematic development plan†. The personal progression of an employee can only be realized if they have been instructed in the transformational leadership qualities which will optimize the business as a whole. Based on aforementioned definitions, several important points can be stated: Employees’ development plan is aimed at enhancing the capabilities and competencies of an organization’s workforce. Employees’ development plan is also crucial for the progression of a career path. Through leadership development it is common for organizations to train and develop their employees to occupy critical positions in future. A transformational leadership development pro gram helps employees to understand the key roles of leadership and develop qualities which will make them an inspirational motivator to their workforce. 2.2 Significance of transformational leadership development In today’s business environment, which is characterized as multi-faced, highly complex, extremely competitive, and dynamic, organizations are required to be very flexible and adaptable in order to survive and succeed. Employee development, a practice that seeks to assist organizations in meeting their business goals through continuous learning and development (Harisson, 2009) is a critical element for achieving that flexibility and adaptability. So much that often human resource development personnel are qualified as ‘agents of change’ (Harisson, 2009). It is only through continuous, effective learning and development of employees that modern day organizations can acquire the essential competencies to adapt to a new conjuncture. Transformational leadership is significant as it not only benefits the leader in question, but also the morale of the employees. Candidates for the development program will be taught the traditional methods of leadership, such as how to ta ke responsibility and effectively manage a team, while also being taught to be motivational, inspirational and influential among their colleagues (Barling, Christie and Hoption). 2.3 Best Practices in Employee Development Plan Numerous studies have recommended several successful approaches towards employee development programs. There is a general consensus among researchers regarding the foremost need for an organization to conduct an analysis of its existing needs and requirements (Jacobs and Jones, 1995; Clegg et al, 2005). According to Jacobs, (1995) an employee development can be rendered meaningless if it does not respond to the organizational needs. Existing needs and requirements can be identified through an effective market analysis, analysis of existing and future labor trends. (Clegg et al, 2005). Since every organization needs to secure its’ future in the business industry it stands to reason that leadership is a high priority in the organizations needs, and transformational leadership can arguably give the best opportunity for employees to grow and develop along with the requirements of the company. Apart from the needs’ assessment, several best practices have been identified by h uman resource practitioners and researchers. A survey of best practices of 71 companies practicing employee development activities identified three underlying factors important for an effective employee development plan. These are: (1) individual development plans should be developed for key and high potential employees with the ability to become future leaders (2) the individual development plans and practices should be strictly aligned with organizational strategies and goals, with the future of the company in mind and (3) the entire workforce should be facilitated for its progression through the developmental process (Reynolds, 2005). 3.0 Research Methods and Approach 3.1 Research Philosophy Identifying a research philosophy is imperative for designing a viable research method as it determines the manner in which information regarding a research problem/question is collected, evaluated and applied. Researcher have identified mainly three research philosophies namely positivist and interpretivist and realist (Galliers, 1991). A positivist research philosophy perceives reality as a constant phenomenon; something that can be perceived objectively (Levin, 1988). It is a stance of a natural scientist. According to Hirschheim (1985 p.33), â€Å"positivism has a long and rich historical tradition. It is so embedded in our society that knowledge claims not grounded in positivist thoughts are simply dismissed as ascientific and therefore invalid†. Interpretivism, on the other hand, seeks to understand reality from a subjective perception in order to make sense of motives, actions and intentions of those that they study. They emphasize the social construct of the reality (H usserl, 1965). Interpretivists contend that reality and its perceptions can be better understood by placing people in their social contexts (Hussey and Hussey, 1997). Realists believe that the existence of reality is independent of human thoughts, emotions and beliefs. The research philosophy underpinning the proposed research is interpretivism. The research aims to evaluate the employee leadership development plan of Maersk Oil through the perceptions, attitudes and beliefs of its employees, managers, and executives; thus it aims to gain subjective insights for evaluation. 3.2 Research Approach and Strategy A research approach can be either deductive or inductive. The premise of a deductive approach is to test a hypothesis, explain casual relationships and enable generalization of a theory. On the other hand, inductive approach focuses upon building a theory by understanding a phenomenon seeking an answer for a question. The approach adopted for the proposed research is inductive, as this study will look to identify the weaknesses or strengths or the current employee development plan at Maersk Oil Qatar, and answer several proposed questions pertaining to its evaluation. The research strategy for this study will be exploratory as it will aim at providing insights and understanding of the nature of the phenomenon under study in new light. Within the exploratory approach, this study will utilize both qualitative and quantitative data. On one hand, statistical analysis will carried out for the survey responses which will be distributed among the employees of a company, whilst interviews wi ll be conducted with some senior officials and employees in order to gain insights regarding the evaluation of the employee development program. It will complement the understanding gained through the data analysis results. 3.3 Data Collection According to Yin (1994), there are five ways of collecting data; these are â€Å"experimental, surveys, archival analysis, history, and case studies†. This research will utilize a survey strategy. According to Kelley et. al, (2003) â€Å"the survey strategy refers to the selection of a relatively large sample of people from a pre-determined population, followed by the collection of data from those individuals. The researcher therefore uses information from a sample of individuals to make some inference about the wider population†. For the purpose of evaluating the employee leadership development plan, a questionnaire will be prepared, reviewed, and distributed to a random sample of Maersk Oil Qatar employees and people in leadership roles. Survey strategy will allow the researcher to collect a large amount of data within in short time with minimum costs and efforts (Naresh et.al, 2003). Interviews, the qualitative form of collecting data within survey method will be use d concurrently. Semi-structured interviews will be designed and conducted of several senior officials at the company. References CIPD (2010), ‘Annual Survey Report : Learning and Talent Development’, Chartered Institute of Personnel and Development, {online} http://www.cipd.co.uk/NR/rdonlyres/BC060DD1-EEA7-4929-9142-1AD7333F95E7/0/5215_Learning_talent_development_survey_report.pdf (cited on 13th September, 2012) Clegg ,S. et all, 2005: Managing Organizations: An introduction to Theory and Practice. Sage Cohen N., 2002?Pressure on AP Moller to Be Open,† Australasian Business Intelligence, April 23, Department of Defense of USA (2006) The individual development. {online} http://www.usuhs.mil/chr/idp.pdf (cited on 13th September, 2012) Dotta, P.(2009) ‘What Is an Employee Development Plan?’ {online}: http://www.ehow.com/about_5161579_employee-development-plan.html (cited on 13th September, 2012) Goldstein I. L., 1993 â€Å"Training in Organizations† (3rd Ed.) Pacific Grove, California: Books Cole Harrison, R. (2005) Learning and development. 4th ed. London: Chartered Institute of Personnel and Development. Harrison, R. (2009) Learning and development. 5th ed. London: Chartered Institute of Personnel and Development . Harry. W (2007) Employment Creation and Localization. The crucial human resource issue for GCC. Int Journal of Human Resource Management. Vol. 18, no.1, pp 132-146. Husserl, E. (1965), Phenomenology and the crisis of philosophy, New York: Harper Torchbooks. Hussey, J. & Hussey, R. (1997), Business Research: A practical guide for undergraduate and post-graduate students, London: MacMillan Press Ltd Jacob, R L and Jones, M J. (1995) Structures on Job Training- Unleashing Expertise in the Work Place. San Francisco. Berrett Koehler. Kelley, K., Clark, B., Brown, V., and Sitzia, J (2003) Good practice in the conduct and reporting of survey research. Int. Journal for Quality in Health Care. Volume 15, Issue 3 Pp. 261-266. Levin, D. M. (1988). The opening of vision: Nihilism and the postmodern situation. London: Routledge. LSA Global (2008) ‘Top 10 training best practices for effective learning and development programs’. {online} http://jobfunctions.bnet.com/abstract.aspx?do cid=375846 (cited on 13th September, 2012) Maersk Oil (2012) ‘About Us’ {online} http://www.maerskoil.com/ABOUTUS/Pages/AboutUs.aspx (cited on 13th September, 2012) Naresh,M. et.al.,(2003) Methodological issues in cross-cultural marketing research. International Marketing Review. 13 (5) 7-43 Reynolds, S.(2005) Training and development managers share best practices and courseware through LearnShare. Toledo Business Journal. 5(2) 155-163. Sloman, M. (2007) ‘The changing world of the trainer: emerging good practice’, Oxford: Elsevier Butterworth-Heinemann. Yin, R. K. (1994) Case Study Research. Design and Methods. Thousand Oaks: Sage Publications, Inc.

Internal Marketing And Organizational Behavior Essay

Customer service is the most important part of a hotel based organization, it also forms the most competitive advantage and a critical element in internal marketing. Moreover it also has influences in other industries as well. Internal marketing is based on the internal communication and treating powers of employees as well as customers. Implementing internal marketing includes educating, stimulating, guiding and leading workforce to improve quality and performance. The service employees represents the organization to the customers, do to which the role of employees is both complex and multi-dimensional. The internal marketing is the study to improve marketing and organizational behavior and literature study.it also focuses on importance of employees in service encounters with the understanding of internal marketing. Customer satisfaction is the most important gadget which makes the organization makeable, survive and face competition. The concept of internal marketing is the upcoming topic and it creates an attention amongst the researchers. The term internal marketing has been focused on two parts i.e. Employees (internal market) and customers (external market) to provide services and conduct the business. It has been recognized in a hotel industry, they are the customers who make the hotel industry grow or vanish. The research we have selected is internal marketing in hotel industry. The main reason to investigate on workers, who are satisfied with the attitude of theShow MoreRelatedDecision-Making Factors1136 Words   |  5 Pages as well as the future of the organizational staff members and its partners. In this setting, it is of the utmost importance for decisions to be made in a clear manner, in which they consider the totality of factors involved. 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Introduction And Literature Review New Generation...

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Essay on Globalisation Will NOT End World Poverty

The essence of globalisation is a subordination of human rights, of labour rights, consumer, environmental rights, democracy rights, to the imperatives of global trade and investment. ---Ralph Nader Globalisation is a widely used term in current day economy; the term has several different meanings and has only come to existence over the past several decades. The term Globalisation broadly refers to the expansion of global linkages, the establishment of social life in a global community, and growth of global consciousness, so it is the combination of a world society. 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Cross cultural management definitions free essay sample

Heterogeneity – we are not all the same; groups within society differ. Similarity and Difference – many people differ from me culturally. Equifinality – many culturally distinct way of lining life, working and reaching one’s goal exists Cultural Contingency – many different and equally good ways can be used to reach the same goal. Cultural self-awareness an understanding of their own cultural assumptions and patterns of behavior; Cross-cultural awareness – an understanding of the others cultures’ assumptions and patterns of behavior. Roman dictum â€Å"knowledge is power†: in knowing yourself you gain power over your perceptions and reactions; you can control your own behavior and your reactions to others’ behavior. 3. Organizational Culture vs. National Culture Many managers believe that organizational culture moderates or erases the influence of national culture; Assume that employees working for the same organization – even if they come from different countries – will behave similarly. False supposition; employees and managers bring their cultural background and ethnicity to the workplace. Studies of Laurent and Geert Hofstede (research documents a wide range of cultural differences in work related values, attitudes) who pronounced cultural differences among employees from all around the world working in multinational companies. When working for multinational companies, German become more German, Americans more American and so on. 4. Fatalism/ Choice Fatalism is the concept that everything that happens to us is unavoidable, either because it is all predetermined by fate or because it is simply beyond us to control. Free will (choice) is the belief that human beings can make their own choices and determine their own destinies. In a way, a belief in Murphys Law can help these two diametrically opposed concepts to coexist. Murphy reminds us that were likely to mess up a lot of the time, but it also helps us see that were not in complete control of our lives. For example, if it seems like you always get stuck in the slowest lane of traffic, Murphys Law can help you see that it is a combination of your own choices (choosing what time of day to drive, what road to take, which lane to enter) and forces beyond your control (the traffic itself) that cause your delay. 5. Dominance vs. Harmony Dominance = cultural dominance (in business) – continuing to use approaches you use at home; used when managers believe that their way is the only right way, especially in situations involving ethical decisions. Dominant over nature (as North Americans) or in harmony with it (Chinese people with feng shui or â€Å"wind water† – there is no real separation between people and their natural environment, they leave in peace with it) Dominant cultures (America) – approach to agriculture – they use pesticides, fertilizers and genetically modified seeds to increase crop yields; other ex: astronauts’ conquers the space, biotechnology and genetic engineering to alter the nature of life itself. Harmony – approach to agriculture – plant the â€Å"right† crops in the â€Å"right† places at the â€Å"right† time of the year in order to maintain the soil in good conditions. When Sir Edmund Hillary reached the top of the Everest: Dominance oriented press : â€Å"Men conquers mountain† Harmony-oriented press – â€Å"Man befriends mountains† 6. Advantages and Disadvantages of Parochialism Parochialism: view the world solely through one’s own eyes and perspective; a person with parochial perspective neither recognizes other people’s different ways of living and working, nor appreciates that such differences can offer significant opportunities or creates serious consequences. Advantages: As example, America has a large domestic market, so that the global business expertise is unnecessary; English will continue to be a language of international business; Disadvantages: No understanding on how to manage in an international environment; As an example, Americans think about themselves that they do not need to learn other language or to go to other country to succeed in business; No efficiency in working with other cultures or in a multicultural environment; Cultural misunderstandings; 7. Conservatism vs. Liberalism Liberal cultures believe in government action to achieve equal opportunity and equality for all. It is the duty of the government to alleviate social ills and to protect civil liberties and individual and human rights. Believe the role of the government should be to guarantee that no one is in need. Liberal policies generally emphasize the need for the government to solve problems. Conservative cultures believe in personal responsibility, limited government, free markets, individual liberty, traditional American values and a strong national defense. Believe the role of government should be to provide people the freedom necessary to pursue their own goals. Conservative policies generally emphasize empowerment of the individual to solve problems. 8. Substitutable Values/ Unique Values Presented in Metaphysics of Morals written by Immanuel Kant, 9. Career Anchors According to Edgar Schein, he has identified eight themes and has shown that people will have prioritized preferences for these. People tend to stay anchored in one area and their career will echo this in many ways. 1. Technical/functional competence – this kind of person likes being good at smth and will work to become an expert. 2. General Managerial competence – persons who like problem-solving and dealing with people; 3. Autonomy/Independence – people who have a primary need to work under their own rules; avoid standards and prefer to work alone; 4. Security/ Stability – people who seek stability and security; avoid risks; 5. Entrepreneurial Creativity – people who like to invent things, to be creative and run their own businesses; they easily get bored; 6. Service/Dedication to cause – how people can help other people by using their talents; 7. Pure Challenge – seek constant stimulation and difficult problems; change job when get bored; 8. Lifestyle 10. Kinesics Is the interpretation of body language such as facial expressions and gestures — or, more formally, non-verbal behavior related to movement, either of any part of the body or the body as a whole. Ekman and Friesen (1969) in their seminal work on kinesics classify kinesics into five Categories: emblems, illustrators, affect displays, regulators and adapters: a) Emblems = are non-verbal messages that have a verbal counterpart. For example, the British sign for Victory (forefinger and middle finger erect) symbolizes the letter V, a sign for victory often seen painted onto house walls during WWII. However, the same movement may  symbolize the number two in the US and may be seen as insulting in Australia. b) Illustrators = are used to illustrate what is being said. In terms of business communication, the importance of illustrator’s usage is quite significant. For example, in some Asian cultures extensive use of illustrators are often interpreted as a lack of intelligence, whereas in Latin cultures the absence of illustrators is easily construed as a lack of interest. c) Active Displays = are body or facial movements that display a certain affective state, as example, emotions. d) Regulators = non-verbal signs that regulate, modulate and maintain the flow of speech during conversation. e) Adaptors = postural changes and other movements at a low level of awareness. 11. Proxemics Proxemics or the use of space has a great impact on the intercultural communications. The important aspect of proxemics is that areas very close to our body is usually reserved for people we are intimate with, whereas space further away from our body is open to persons one is less intimate with. However some differences can be seen when studying certain cultures. For example, persons from Latin cultures sit closer to each other as are people from Northern European cultures. The importance of proxemics in business communication is important for a number of reasons: through the distance that is chosen when communicating to one another, people express their degree of intimacy and trust towards that person. 12. Chronemics Chronemics – is the cross cultural concept of time. Edward Hall identified two systems used to refer to time and its influence on society: polychronic and monochronic. Polychronic used to describe the preference for doing several things at once (people-oriented; Italy, Brazil; flexible approach of time; no strict agenda) Monochronic refers to an individual’s preference to do their activities one by one (U.S. or Germany prefer promptness, careful planning and rigid commitment to plans; task-oriented) While doing business in other countries, you should consider the different perceptions of time people might have. Everyday global business activities such as scheduling meetings, participating in conference calls or planning a project can be affected by attitudes to time. 13. Cromatics 14. Elaborate Vs. Succinct Verbal Styles These verbal stylistic variations describe de quantity of talk in everyday conversations in different cultures. Elaborate Verbal Style = rich, expressive language, which uses a large number of adjectives describing a noun, exaggerations, idiomatic expressions, proverbs and metaphors. Used in Middle East cultures such as Iran, Egypt, Saudi-Arabia, which are moderate in Hofstede’s UAI dimension and are highcontext cultures. Succint Verbal Style = high context and high uncertainty avoidance cultures; explicit verbal communication does not contain all the information which is supposed to be transmitted; depends heavily on non-verbal aspect, so that verbal message is considered only a part of communication (due to high context cultures). Ex. : Japanese (have developed haragei or the â€Å"art of the belly† for meeting the minds without clear verbal interaction. 15. Cultural Representations of Good and Evil Cultures perceive differently the good and the evil. Americans see people as a mixture of good and evil, they believe in the possibility of improvement through change. Some other cultures see people as basically evil (Puritans orientation). Others see people as basically good (Utopian societies). Societies that consider people good tend to trust them a great deal, whereas societies that consider people evil tend to suspect and mistrust them. Ex: the study case from the book, in which a young Canadian was employed at a restaurant owned by a Bosnian. The owner let the young employee alone in a room where the money for the wages were deposited, in the situation in  which, the owner of the restaurant didn’t know any information about the new employee. 16. Advantages and Disadvantages of Team Diversity Advantages: multicultural teams have the potential to achieve higher productivity than homogeneous teams; more and better ideas; limited groupthink Disadvantages: multicultural teams have the risk of experiencing greater losses due to faulty process. attitudinal problems – dislike and mistrust between members (Indians look down when acknowledging authority). stereotyping communication problems – inaccuracy, misinterpretations and inefficiency stress (the French want to discuss principles and historical precedent while Americans focus on specific details of the immediate situation) decreased effectiveness;

International Development Sector

General Overview General description of the sector International development which is also referred to as Global development is defined as a concept that provides states with an opportunity to develop itself positively and thus achieve better quality life for its citizenry.Advertising We will write a custom essay sample on International Development Sector specifically for you for only $16.05 $11/page Learn More Generally, this is a concept that defines the process of human development which was developed during the industrialization period in the 19th century, a time during which the world poverty rate was very high resulting in many people living below the world poverty line. Global poverty continues to be a tremendous problem today even as hundreds of billions of dollars from international development assistance trickles in. International Development concept was developed as a means of alleviating poverty with the aim of improving the lifestyle of peop le living in the third world countries. It is a concept that involves provision of foreign aid for healthcare, education, infrastructure, economics, and initiating relevance to gender equality, disaster preparedness and issues dealing with human rights and other related issues. Scope of sector activities According to Scott (156) â€Å"international development projects may consist of a single, renovation projects that are used to address a specific problem or a great number of projects targeted at several facets of the society. Development involves reducing deprivation or broadening choice. Since its implementation, the sector has been used to shape up the society in terms of coming up with new changes in policy and framework for both economic and political sectors. Before, the colonial societies were the ideological bases for development commonly known as foreign policy. By early 20th century, the idea of development resurfaced and that is where the name international development was born. At that time the world was in dire need of peace and reconciliation which was driven by the efforts of the industrialized countries in the West hence, industrial development set its priorities to support those countries that were in need of assistance in their development efforts that is why the international development industry helps through fostering supportive measures to ensure that these countries will come to realize their goals. The main aim of international development is to provide long term solutions to problems concerning development in various countries. Main operating focus This industry’s main goal is to provide the essential facilities needed to provide sustainable and practical solutions concerning developmental problems. International development comes up with developmental projects that are able to be carried on indefinitely without the need of international help either financially or in any other way.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Therefore, International development mainly focuses on the one goal that seems to be a problem in the third world countries like those in Africa, this is poverty, their main duty is to ensure that the poverty eradication measures are put in place in the respective countries both at individual and societal level in order to make sure that they are on a path that gives them an opportunity for sustainable growth and development and also provide these countries with an opportunity to participate in the world’s economic and political fields. The projects that the industry is concerned with are based on the determination of the people in third world countries especially countries in Africa to free themselves and their continent from apprehension of under development and segregation by participating in a globalizing world. General economic employment impact Alleviating poverty and ensur ing that a country is attaining a positive mark in guaranteeing that there is sustainable growth in their countries, development must involve economic and social policies in many fronts which they pose as a challenge. For example, over the last decades, the Sub Sahara Africa (SSA) income growth has hardly kept pace with the growth in population. In the 1970s, the sub Sahara region was able to record a moderate increase growth per capita income which remained below 2.5% per annum both in the 1980s and 1990s.This mark on the other hand improved after the millennium but is still below 10%. Even though there are efforts to ensure speedy recovery, it has been proved that most projects are short lived and long term growth developments are below the levels required to meet poverty alleviation targets. Development impacts are also slow in SSA due to immense changes in income distribution for example, the poorest populations experience steep declines in their per capita incomes than the econ omy as a whole. Adjustment policies that include trade and financial liberalization, privatization and retrenchment of public sector have played a very significant role in increasing the middle class who have become a prominent feature of income distribution in many developing countries. The international development industry provides policies that are meant to reduce poverty leading to rapid and sustained growth and job creation opportunities (Obioma 78). It is valuable to take note that the economic growth of a country may not automatically trickle down to the poor and that’s exactly why the international development industry emphasizes on helping the developing countries in coming up with policies that make it easy for the poor to access vital support structures such as human, physical and financial assets’ to improve their earning capacity hence this is why particular attention is paid to public provision of education and health services (Scott 98).Advertising We will write a custom essay sample on International Development Sector specifically for you for only $16.05 $11/page Learn More The Structure of the Sector (industry): Who are the major players (stakeholders?) The structure of the international development sector is defined by the specific member organizations policies. Although this is the case, the concerned governments and private sectors are encouraged to partner together to speed up development in Africa. Nevertheless, focus on International development sector as a dependent industry begun just recently. Most of the international development projects are funded by Westernized countries (developed countries) whereby these countries help to contribute in a number of ways for example, churning out a lot of plans and programmes which are used to accomplish development plans that will improve the quality of life of people. The main players in this industry are: International and regional organizations Inte rnational institutes like United Nations (UN), The World Bank and the International Monetary Fund (IMF) are among the organization which provide humanitarian and development assistance to the third world countries. Some of the development projects are also funded by regional banks. Unilateral assistance â€Å"Both the unilateral and multilateral assistance can be channeled to a country through a countries own foreign aid and developmental agencies. Foreign policy may be attained by having a sense of moral obligation† (McMichael, 145). Non- governmental organizations (NGOs) Several nongovernmental organizations are known to steer up developmental projects especially by providing humanitarian needs directly or even through collaborating with the U.N. agencies. Their participation in development process is seen as advantageous as compared to the international organizations participation since they are not limited to any political constraints and for this reason their diversity a nd liberty permits them to work even in very intricate places. NGOs function at all levels, grass-roots, national, regional and international levels. Many carry out high-impact, high-resource projects and work in the fields of health, refugees, environment, human rights, education, and other key aspects of international development. Non-governmental organizations (NGOs) play a significant role in calling for a sustainable growth in the global arena. Campaigning groups have also been key drivers of inter-governmental negotiations, ranging from the regulation of waste materials which are hazardous to a global ban on land mines and the elimination of slavery.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Military The military’s main role is to ensure that the environments in which relief agencies are operating on are safe. There are a few instances during which the military may provide aid directly especially during those times when international organizations and the non- governmental organizations find themselves overstretched and are unable to provide adequate aid due to matters concerning security. Obioma 56) notes â€Å"the military may be capable of providing managements efforts and organize the general humanitarian response and also have the capability of dealing with demanding needs both technical and physical like reinstating communication channels and delivery routes.† The military’s aim is also able to maintain internal security and protect citizens and their property in addition to its purpose of defending the country against invasion by any foreign force. Therefore, its major task is to ensure that there is total peace among the people. In addition to their basic military roles, the armed forces also participate in a variety of civic action programs designed to support the country’s development efforts. The International Dimension How global are sector activities Globalization requires states reinforcing capacity. A state that opens up its economy is going to bring in costs and benefits. Focus on compensating losses from globalization and technological change depends on how effective a state is in terms of its economic growth (McMichael, 29). Development strategies such as reforming of public services will give states a better opportunity to benefit from globalization. Since 1980s, a number of developmental programmes were put in place in an effort to establish foundations for structural transformation and integration of African countries into the global world (Obioma 96).For instance in 1980; African leaders adopted the Lagos Plan of Action for Economic Development of Africa. The main aim of adopting the plan was so th at African states could restructure their economies basing it on the principle of self reliance and self- sustaining development. In 1990, United Nations adopted the United Nations Plan of Action for African Economic Recovery and Development (UN-PAAERD) which was adopted with the aim of establishing foundations for structural transformation, increase in productivity and improvement of African economies. International distribution of competition Competition is central in the operation of markets as it fosters innovation, productivity and growth which help in creation of wealth and reduction of poverty rates. It is however a challenge to identify where competition is weak and how to promote more efficient business rivalry that would promote trade and industry expansion and also decrease poverty. International development is a nonprofit sector that is usually associated with national societies that comprises of organizations and associations which lie between states and markets (Escoba r, 85). These are organizations that are not associated with any kinds of business or political realms therefore, this are sectors that operate outside the global economy and they help policy makers in developing countries identify these competitions. â€Å"International markets are dominated by big businesses that have close ties with governments and the more effective competition is, the more chances a government is able to reduce issues of corruption creating more room for development goals to be achieved†(Escobar,63). Related Sector Employment and Careers: Industrial development sector has very limited information as it is an industry for this reason; the employment numbers are difficult to estimate because of lack of proper definition as to which organizations are involved in the international development sector. Most of the African states have an official non-governmental sector but many of them do not focus on international development as many work relatively on issues that are domestic (McMichael 59). Distribution of occupations (entry level, mid-career, top management) To gain access to this particular industry, it needs an individual who has high level of expertise in that particular field. Since most of the positions available are attached to government donor agencies like World Bank, U.N. agencies U.S International Development agencies among others, there are tight restrictions on the qualification for each particular individual. Fields that require technical experts, project managers and researchers are the main broad categories that account for the entry level, mid level or senior level or executive positions for an individual. International development provides a person with various opportunities in various international development positions but only specific blending of certain qualities will entitle one to have an opportunity to work in this industry. Having clear understanding of each type of job and considering relevance of the contr ibutions made by the positions will significantly be a helpful factor in ones career growth in international development (Escobar 143). Key education and resource skills needed to succeed Today there are a number of universities that are providing undergraduate courses in international development. These courses provide the students with an opportunity to have common knowledge in a specific practice area hence therefore, what they learn in these institutions eventually contributes’ towards the progression of sustaining the foundations of the industry. Within the development industry, there are various specializations which emphasizes on different specific core skills since there are several positions available in this industry which includes; business development, research evaluation, project management among other administrative functions all that deal with development organizations. Basic Skills needed include computer applications, knowledge in media, statistics administra tion and management although it will depend on the position (Devex, np). Main certifications, best strategies for entry into the sector Due to the rapid changes that keep occurring in the industry, an individual who is considering working in this sector has to his/her best possess suitable skills and qualification (Devex, np). One way of achieving this is through ensuring that one is critically aware of the latest sectors that are gaining prominence, ensure that one is aware of the funding trends and is in constant check of the activities of the worlds’ leading international and non-governmental organizations. Besides the above strategies an individual is also expected to possess certificates that indicate that he/she is suitable for the position depending on what one has studied in high levels of academic institutions not excluding the period of experience. Works Cited Devex. â€Å"International Development job and consulting opportunities.† Devex. 2011. Web. Escobar , Andrew. Encountering development: the making and unmaking of the third world. Princeton university press: Princeton, 1995.Print McMichael, Philip. Development and social change: a global perspective 3rd ed. California: Pines Forge Press, 2003. Print Obioma, Iheduru. Contending issues in African development: advances, challenges, and the future. Greenwood Vlg: Greenwood Publishing Group, 2001. Print Scott Straus. Africa’s stalled development: international causes and cures. Boulder, CO: Lynne Rienner Publishers, 2003. Print. This essay on International Development Sector was written and submitted by user C1ndy to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.