Submit Negative Message based on ideas in Chapter 9 Essay

Submit Negative Message based on ideas in Chapter 9 - Essay Example When interacting with workers and other members of management, listening helps in avoiding confusion, helps in understanding task and the creation of a positive connection with the speaker. As a leader, one must be a keen listener of others so as to understand their ideas and concepts. The understanding these ideas are helpful in the developing of a compromised system of communication that increases the understanding of the information put across by the speaker. In order, to be an effective listener, a manager must be able to have face to face encounter with the customer and speak effectively. Words aptly spoken are like petals of gold in a silver lining. This statement is true even in leadership and organization management. Speaking must not be underestimated because it has massive influence on the people both customers and workers. It is indispensable as a leader to allow coworkers to speak. There is no sense to call a meeting and interrogate or lecture coworkers without giving them a chance to contribute their ideas. As a leader, allow coworkers to participate and write notes on the various points or issues mentioned by the workers. Do not cut the short to respond to their pleas to show courtesy and respect. In response to their ideas, share your argument with them in an orderly manner without forcing your idea or belittling their idea to make them feel inferior. It is necessary for the leader to highlight the points of argument and reasons for the decision choice made. This is noteworthy because it helps in maintaining the goals and objectives of the organization. Eff ective communication allows every member of the organization to participate in the running of the organization. During the conclusion of the meeting, the leader must summarize the main points and conclusions arrived at, so that every member present at the meeting is informed of the final decisions

Political Political science Essay Example | Topics and Well Written Essays - 500 words - 1

Political Political science - Essay Example After 1979 revolution, Iranian government started to stop United Nations to inspect Iranian nuclear program by saying that Iranian nuclear program is for electricity purposes so there is no need for the United Nation inspection team to visit the nuclear sites. The US government thinks that Iran should stop working on its nuclear program because it does not need to develop its own nuclear capacity. If we read the latest news dossier regarding Iranian nuclear program and threats to the world’s peace, we come to know that in March 2006, United Nations Security Council discussed the issue of Iranian nuclear program to set up Iran’s conformity with the terms and conditions of Nuclear Non-Proliferation Treaty. In July 2006, Security Council said that International Atomic Energy Agency was not able to provide any assurances regarding peaceful use of nuclear technology by Iran. Therefore, in December 2006, Security Council made a resolution to block Iran’s import and export of sensitive nuclear material. Looking at the behavior of Iranian government, the world’s powerful nations pressurized Iran and urged that it should reveal the nature of its nuclear program during six-party talks in Geneva. In November 2009, the hea d of the United Nations nuclear agency urged Iran to be as much cooperative as possible and suggested that it should send uranium abroad for enrichment purposes. â€Å"Tehran initially accepted but then rejected an offer for an interim solution under which it would ship some uranium out of the country for enrichment† (New York Times). Iran suggested to review the deal and said that it will continue enrichment of uranium in Iran instead of sending it abroad. In December 2009, US warned Iran of new significant sanctions in case of not sending the uranium outside for enrichment purposes. In February 2010, UN inspectors declared that they have evidences related to Iran’s suspicious nuclear activities. Despite of all warnings and sanctions,

Arthur Miller Essay Example for Free

Arthur Miller Essay In this essay I will explain how Arthur Miller creates a dramatically effective opening by writing about the initial perceptions of the Carbone family. The tone is created through the characters before the two cousins arrive and the outcome of their onset is the transformation in atmosphere of the Carbone family. I will explain the effect of the historical context, knowing that Marco and Rudolfo are illegal immigrants, and what outcome this has on the audience. The role of Alfieri is also clearly explained, how he is portrayed and how he creates a tense, anxious atmosphere with his narrative, to the audience. Additionally I will explain why the majority of citizens immigrated to America initially and how knowing that, affects the audience. Furthermore how the concluding dramatic scene affects ALL the characters, the atmosphere and the effect on the audience at the end of Act One. Immigrants left Italy, Russia and Germany in 1955 because they thought America was rich had political, economic and religious freedom and a lot of space for growth. Education was of a higher standard and there was supposed to be full employment. They also believed that America was a very wealthy country and glamorous because of the ideas and images portrayed in the Hollywood movies. The reality of this was somewhat different. There was a lot of exploitation and conflict, the accommodation was over-crowded, people were intolerant, and there was mass unemployment and poverty. Knowing what peoples perception were, created suspense and tension, as the audience insight is of the cousins being sent back or getting found out, explained by the quote from Eddie: if everyone just keeps his mouth shut nothin can happen. This also creates dramatic suspense as the audience does not yet know how Eddie will react and whether he will turn Rudolfo and Marco in to the Authorities. Also there is tension as to whether Rudolfo is using Catherine to obtain American passport and American citizenship, if he marries you, he has got a right to an American citizen. Arthur Miller creates a dramatically effective beginning in Act1 of A View from the Bridge by firstly introducing an introductory speech by Alfieri. We know that Alfieri is the Narrator as he is the first to speak and introduce the main character. He links the scenes in the play and he prepares the audience for what is going to happen. An example of this is where he suggests in the quote, and watch it run its bloody course that a dreadful tragedy is clearly going to occur further on in the play. This tells the audience that blood may be shed or its something so terrible its unbearable. The audience know the main character is Eddie Carbone and he has something to do with an incident that will soon occur, this ones name was Eddie Carbone. Alfieri creates suspense and tension through this. We know the key theme in this play is justice referred in Alifieris first speech, justice is very important here which suggests a crime will be committed, creating a dramatic effective making you wan t to continue on with the play. The perceptions that we obtain from the Carbone family are that Beatrice is quite nervous about the cousins coming to stay, no, im just nervous thats all but happy, Catherine: laughing. We observed that Eddie is very protective especially over Catherine, responsible, Katie, I promised your mother on her deathbed. I am responsible or you, and caring, listen you been givin me the willies the way you walk down the street, I mean it! but obstinate and controlling, what job? Shes going to finish school. This indicates that Eddie is a good father figure for Catherine. They seem like a very warm-hearted, affectionate and hospitable, go baby, and set the table. We know Catherine is the best student out of her class mates, best in her class, which shows she is a very talented and educated young women. a very talented and educated person the best in her class. When the two cousins who are illegal immigrants, Marco and Rudulfo arrive, there is a transformation in atmosphere. The relationship between Catherine and Eddie also begins to change because Eddie is jealous of Rudolfos and Catherines relationship, Embarrassed now, angered. There is also a problem with Eddie and Beatrices marriage, when am I gonna be a wife again, Eddie? Eddie tries to avoid a discussion about this while on the other hand Beatrice wants to discuss the situation. This suggests a breakdown of communication. The family also seem to show more strain and anxiety, if everybody keeps his mouth shut, nothin can happen, said by Eddie. When Rudolfo and Catherine announce that they are now an item, Eddies protectiveness over her kicks in. He has now gone further than protective. He is now controlling and manipulative, I just dont want her hangin around., his patience warring. Rudolfo is seen as a lady figure. He sings, hes blond and self-centred, and then I want to go back to Italy when I am rich, and I will buy a motorcycle. While on the other hand Marco is the opposite hes darker and more reserved, Marco comes with a certain formal stiffness. He is also more responsible, my wife, I want to send it right away, maybe twenty dollars. Eddie is the only person to have a problem with Rudolfo. Mike and Louis tell Eddie that Rudolfo has a good sense of humour, which Eddie could perceive in one of several ways. This could make Eddie feel unfavourable as they see Rudolfo in a positive way on the other hand it could confirm Eddies view that hes right and that Rudolfo is insensible and defiantly not mature. This could also confirm eddies view that Rudolfo is a figure to laugh at Mike: Louis and he explode in laughter, you take one look at him everybodys happy Eddie: troubled. Also there are a lot more problems in Eddies and Beatrices relationship; it is rapidly deteriorating now after their row. Beatrice is now feeling furious and frightened Beatrice: suddenly with open fright and fury this shows conflict and a tense atmosphere. The final dramatic scene starts with tension, when Eddie and Rudolfo are arguing or disagreeing through conversation, Eddie: resenting his instruction, for Christ sakes. Eddie is being rude and insulting towards Marco, they count the kids and theres a couple extra than when they left? suggesting that Marcos wife may be committing adultery. The atmosphere becomes extremely tense, now Eddie is frustrated and unsettled with Rudolfo Eddie: (rises, paces up and down). Eddie tries to perceive the others by caring for Rudolfo, the more you run around like that the more chance youre takin', by doing this he can guide Catherine into breaking up with him. We know Eddies is alone on his argument, (holding back a voice full of anger) we know he is doing this through his actions, this builds tension, is he going to explode? Whats going to happen next? We know he feels this way because the rest of his family are on Catherine and Rudolfos side which could make Eddie very frustrated as he cant get his views across. By this he could also be very angry, tense and stressed. Eddie starts to be very intimidating towards Rudolfo, feeling Eddies eyes on his back which shows he is jealous and angry as if hes sending a personal warning to Rudolfo. Beatrice tries to distract Eddie be nice to go all over in one of those fishin boats which would help ease the tension. We know at this point that Eddie despises Rudolfo and starts to act in an immature and childish way he could make dresses he is ridiculing Rudolfo. Eddie invites Marco to a boxing match, you ever seen a fight, did you? he is know trying to act tough and to show that hes strong and masculine, like hes better or more of a manly figure. He also shows this through his actions as if hes getting ready to fight, rubbing his fists into his palms this shows he is very tense at this point and very unhappy or maybe he has a plan, still being nice and generous on the outside. The atmosphere seems to ease down a little at this point and becomes more relaxed and laid-back, (Rudolfo laughs) but the author is demonstrating an example of dramatic irony as this is false. As we know this is fake so dramatic irony is being used. Not forgetting the audience knows more about what is happening and has a more truthful perception of the characters than they do themselves. This makes the audience very suspicious and concerned as if something is about to happen, this causes tension and suspense for the audience, that a manly event of some sort is stirring. Eddie tries to teach Rudolfo how to fight, is it a trap? He boosts Rudolfos confidence by handing him compliments, hes terrific then Eddie hits him, watch out, here I come this is portrayed like a threat or a warning as if to say, stay away from Catherine. Marco, getting his revenge in some way challenges Eddie, Can you lift this chair?. But as Eddie soon realises its more than that. Eddie was only ale to lift it 1inch above the ground whereas Marco raised the chair over his head. This was to let Eddie know that he is stronger than him and that he understands what he is up to, protecting his brother and giving him a warning. He laughs this off, appear like a glare of warning into a smile of triumph which shows the others he is not threatening him but Eddie obviously knows what he meant. The atmosphere is now tense and formal.  Therefore Arthur Miller creates a dramatically effective beginning through out the play. He creates tone; suspense, tense atmosphere and historical context which make the audiences want to continue to watch the play and keep them guessing the whole way through.

Importance Of Emotional Intelligence In The Organisational Context Education Essay

Importance Of Emotional Intelligence In The Organisational Context Education Essay Until the last two decades, it was strongly believed that IQ is all it takes to be successful in life. Gardners multiple intelligence theory in the early 1980s brought in a different perspective and outlook towards intelligence and brought inter personal and intra personal intelligence to the fore front. Emphasizing Gardners view point, Steven Covey in 1990 wrote a book, 7 habits of highly effective people wherein he said that verbal and reasoning ability form a very small spectrum of human intelligence and inter and intra personal skills are most important for being effective and successful. Slowly, many more researchers added on to the body of research, where they concluded that non cognitive ability is equally or more important than IQ. Researchers of 21st century from the fields of psychology, education and business are converging on the concept of Emotional Intelligence, which is deemed as a sure pathway for success in personal and organisational life. IQ gets you hired, but EQ gets you promoted is the claim made by some journals and magazines. Emotionally intelligent people can perceive, understand and regulate the emotions of others, thus making Emotional intelligence a significant factor in the success of inter personal interaction in work context. Increasingly employers all over the world are actively seeking people with high emotional intelligence. History of Emotional Intelligence There is a large body of research on Emotional Intelligence across various nations. But the very concept of Emotional Intelligence was understood and studied by many in earlier days. The first recorded concept of Emotional Intelligence can be traced back to Charles Darwin. The first book on emotions was published in 1872 by Charles Darwin- The Expression of the Emotions in Man and Animals. In this book, Darwin talks about various primary emotions and emphasizes the theory of Survival of fittest that talks about adaptability to the surrounding, which is the key to success. In 1930s, Edward Thorndike describes the concept of social intelligence as the ability to get along with other people. During 1940s, David Wechsler defined intelligence as aggregate of global capacity to act purposeful, think rationally, and to deal effectively with his environment. Wechsler proposed that no intellective abilities are essential for predicting ones ability to succeed in life. David Wechsler suggests that affective components of intelligence may be essential to success in life. Gradually there came a shift in the concept of intelligence, where intelligence included a broader array of mental abilities. Howard Gardner (1983) pioneered the concept of Multiple Intelligence. He proposed that Interpersonal and Intra personal Intelligence are as important as the type of intelligence typically measured by IQ tests. He advised educators to appreciate students with varied skills and learning styles. In 1985, the first use of the term Emotional intelligence was attributed to Wayne Paynes doctoral thesis A study of emotion: developing emotional intelligence; self-integration; relating to fear, pain and desire (theory, structure of reality, problem-solving, contraction/expansion, tuning in/coming out/letting go). In 1985, Dr Reuven Baron coined the term Emotional Quotient to describe his approach to asses emotional and social functioning. In 1987 in an article published in Mensa Magazine, Ke ith Beasley uses the term emotional quotient. It has been suggested that this is the first published use of the term. Rigorous research in this field was done by psychologists Peter Salovey and John Mayer and later in 1990 they published an article titled, Emotional Intelligence, in the journal Imagination, Cognition, and Personality. The two psychologists concluded seven years later that emotional intelligence comprised four mental processes. Though a lot many researches were undertaken and published in this field , the term Emotional Intelligence did not gain popularity and momentum till 1995, when a cover page article by Nancy Gibbs et al appeared in Times magazine , which read What is your EQ? (Time Magazine, October 1995). Daniel Goleman, psychologist and New York Times journalist, through his best sellers Emotional Intelligence: Why It Can Matter More Than IQ? (1995) , and Working with emotional intelligence (2000) brought the word Emotional Intelligence as a common term, ev en understood by a layman. In the year 1997, Reuven Baron created EQ-i, the first test to measure Emotional intelligence, published by a psychological test publisher. In the year 2000, American dialect society chose the term Emotional Intelligence as the most useful new word of the decade. Definition, models and measures of Emotional Intelligence: There are varied definitions of emotional intelligence and considering any one as a standard definition has become virtually impossible. Some of the following are most popularly used definitions of Emotional Intelligence, used by majority of the scholars and researchers in the field of Emotional Intelligence. Salovey and Mayers Definition: (1997) Emotional Intelligence is the ability to perceive emotions, to access and generate emotions so as to assist thought, to understand emotions and emotional knowledge, and to reflectively regulate emotions so as to promote emotional and intellectual growth. They proposed ability model of EI where it is considered that individuals vary in their ability to process emotion laden information and it can be measured. Ability based model outlines 4basic constructs: perceiving, assimilating, understanding and managing emotions. The most popularly used ability based measure of Emotional Intelligence is Mayor Salovey Caruso Emotional Intelligence Test (MSCEIT) with a chronbach alpha of 0.68- 0.71. Dr. Reuven Bar-Ons Definition(1997): Emotional -Social Intelligence is a cross section of interrelated emotional and social competencies, skills and facilitators that determine how effectively we understand and express ourselves , understand others and relate with them, and cope with daily demands (Bar-On, R. (1997). Emotional Quotient Inventory (EQi ) is the tool used to measure Barons Emotional Intelligence. It has a chronbach alpha of 0.85. Daniel Golemans Definition: Emotional Intelligence refers to the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and our relationships. Goleman proposed mixed model of EI which focuses on EI as a wide array of competencies and skills that drive leadership performance. Mixed EI model consist of 4 main EI constructs: Self awareness, Social awareness, Self management and relationship awareness. Golemans Emotional Intelligence measure is Emotional Competency inventory (ECI) by Boyatzis,Goleman and Hay Mcber (1999) . It has chronbach alpha of 0.71- 0.85. Petrides and Furnham (2000) proposed Trait EI (or trait emotional self-efficacy), which refers to a constellation of behavioral dispositions and self-perceptions concerning ones ability to recognize, process, and utilize emotion-laden information. They proposed Trait EI model which consists of 15 facets of EI. Trait EI refers to an individuals self-perceptions of their emotional abilities .Trait Emotional Intelligence is measured using TEIQue developed by Petrides, Perez and Furnham (2003). It has a chronbach alpha of .85. In all the above mentioned models of EI one common feature is that the models bifurcated the EI competency with respect to self and society. It is difficult to rate any of the measures of EI to be superior over the other. According to Salovey et al (2007), mental ability model can only be called aptly as emotional intelligence model, the others being more generic. Mental ability model is empirically tested and it meets the criteria of standard intelligence. Due to the presence of too many models, definitions, tests and books on EI, the research in the field of EI has become highly diverse. It is too early to come to a consensus on a universal definition, model and test of EI, considering the fact that even the most widely accepted test for IQ, The Wechsler intelligence scale was coined after over 100 years of clinical assessment and research. (Salovey .P. 2007). Researchers in this field should judiciously choose the tool to measure EI of respondents based on the research purpose and context. The model of Emotional Intelligence and organizational effectiveness by Cherniss et al (2001) highlights the importance of EI for organisational improvement. The model describes how Emotional intelligence can impact organizational effectiveness. The organizational factors on the left hand side of the model, viz Leadership, HR functions and organizational climate and culture influence emotional intelligence through its impact on relationship and each of these three factors influence the other two. For instance, Emotional Intelligence of organizational leadership influences the organizations climate and thereby impacts organizational effectiveness. Different HR functions like recruitment, selection, training, succession planning etc will impact organizational leadership, thereby affecting the organizational effectiveness. Leadership in turn can influence the HR functions thereby deciding the extent to which employees can improve their Emotional Intelligence by deciding the extent of Em otional Intelligence training. This explains the interconnectivity of organizational factors, individual and team Emotional Intelligence and ultimately, organizational effectiveness. By correct and timely deployment of resources, organizational effectiveness can be improved to a great extent. A model of Emotional Intelligence and Organisational Effectiveness (Cary Cherniss and Daniel Goleman2001) Leadership HR Functions Organizational Climate and Culture Relationships Organizational Effective Individual Emotional Intelligence Group Emotional Intelligence Research objective: To understand the direction of research in the field of Emotional Intelligence so as to identify a research gap. To propose a conceptual model for predicting career success using Emotional Intelligence score. Literature Review: The study of emotion in the workplace has evolved from two different perspectives: the sociological perspective through emotion management and the psychological perspective through emotional intelligence (Weinberger, 2002). Emotional Intelligence is relatively a new concept and hence the body of research in the field of Emotional Intelligence is not very large. Empirical studies in this field are not even two decades old, (Salovy, 2007), though it has attracted the attention of psychologists, educators, HR professional and corporate trainers. An overwhelming claim by many researchers that Emotional Intelligence has practical application in the work place makes the study of Emotional Intelligence mandatory to be empirically verified. To understand this intriguing field of research, secondary literature review is done to get a direction for future empirical research. For easy comprehension, secondary literature review for the current research is presented under separate but interconnec ted concepts. EI Alexithymia Alexithymia is a communication disorder where in the individual is not able to feel and express an emotion. Significance of alexithymia stems from the fact that an individual who fails to understand and experience an emotion also fails to reason out his work behaviour . Work situations demand correct expression of emotions , for instance ,appreciation for outstanding work done by a junior employee. If an individual fails to express emotions at the right context, it can create a dent in his career progress. Researches reveal that EI is inversely correlated to Alexithymia. Low values of Emotional Intelligence may be used to predict Alexithymia. Moira Mikolajczak, et al(2006) conducted a study in which Alexithymia was measured using French version of Toronto Alexithymia scale.(TAS-20, Bagby et al 1994), which has 20 items on 5 point rating scale, that covers core dimensions of the construct like difficulty in identifying the feeling, difficulty in describing the feeling, and externally oriented thinking. Alexithymia was found to be inversely correlated ( r = -0.55)to Trait EI measured using TEIQue. b) In a study conducted by Elizabeth J (2005) in Canadian (N=500) and Scottish (N=204) groups on EI, Alexithymia, personality and life satisfaction, EI was found to be negatively associated with Alexithymia c) Donald H. et al (2003) conducted a study wherein a short self-report emotional intelligence (EI) measure was completed by a sample of 354 students and relationship between EI and alexithymia was investigated using structural equation modeling and factor analysis. The results indicated that the two constructs are strongly negatively correlated. Alexithymia impedes the growth of career of an employee and higher EI score is inversely proportional to alexithymia. Hence further study on this topic has high relevance. EI Leadership styles It is a leaders duty to foster a positively charged work place so that the employees are motivated to perform better. There is an increased emphasis on transformational leadership style in organizations. Companies that hire and promote people to leadership positions may find the positive relationship between transformational leadership style and emotional intelligence useful. A study conducted by P.D. Harms et al (2010) to understand the relationship between emotional intelligence and transformational and other leadership behaviors, (N= 62) showed a validity estimate of .59 when ratings of both emotional intelligence and leadership behaviors were provided by the same source (self, subordinates, peers, or superiors). Trait emotional intelligence measures showed higher validities than ability EI measures Study conducted by Lisa Ann Weinberger (2009) on the relationships between emotional intelligence and leadership style, (N=151) using MSCEIT, an ability-measuring instrument of emotional intelligence, the results showed that there are no relationships between a managers emotional intelligence and leadership style or the leaders perceived effectiveness According to Deeter-Schmelz, Goebel, and Norman (2008), high emotional intelligence can transform a good sales manager into an exceptional leader. In a study conducted by Singh S. K (2007) on EI and leadership style among software professionals in Indian context, (N=340), showed a positive correlation between EI and leadership styles. Study also showed that EI can predict leadership effectiveness. In a study conducted by Byrne et al (2004) using a set of self-assessment instruments including the Emotional Competency Inventory, the NEO-FFI and a demographic questionnaire, ( N=325) ,results showed that the ECI was predictive of leadership and related work behavior Dulewicz Higgs, 2003 conducted a study on leaders and arrived at a conclusion that EI levels are higher among workplace leaders, and increase as leadership levels rise in an organization In a study conducted by Julian Barling, et al (2000) on emotional intelligence (EQ) and transformational leadership (N= 49 managers, N=187 subordinates, multivariate analyses of covariance showed that three aspects of transformational leadership differed according to level of emotional intelligence. Dulewicz and Higgs (2000) posit that leaders who have a good mix of IQ and emotional intelligence tend to be more successful than those who do not. According to Daniel Goleman (2004) Most effective leaders are alike in one crucial way: They all have a high degree of what has come to be known as emotional intelligence. Its not that IQ and technical skills are irrelevantà ¢Ã¢â€š ¬Ã‚ ¦But my research, along with other recent studies, clearly shows that emotional intelligence is the sine qua non of leadership Transformational leadership style is deemed superior to transactional styles. Positive correlation of transactional style of leadership style with EI is an important finding that can have larger organisational repercussion. EI self regulation Stress coping Self regulation is a very essential virtue an employee must possess for harmonious functioning in the work place. Self regulation helps in clarity in decision making during crisis situation. A high EI individual handles stress in the most productive way, without reaching the level of burn out. The word stress has received a lot of attention due to the negative connotation attached to the word. A meta-analysis of research (Mikolajczak Gross, 2008) concluded that high trait EI individuals regulate their emotions in a flexible manner trait EI is positively linked to functional coping strategies like problem-solving, social support seeking, and reappraising and negatively linked to dysfunctional strategies like inhibition of emotional expression and substance abuse. A study was conducted by Samuel et al (2010) using Trait Emotional Intelligence Scale by Law, Wong, and Song (2004) known as Wong and Law EI scale (WLEIS)(N= 420 ) on secondary school teachers . The results from this study showed that occupational stress was negatively related to psychological well-being, which is a trait EI facet A study conducted by Moira Mikolajczak, et al(2006) on a sample of 80 respondents using TEIQue- SF to measure Emotional Intelligence , it was found that high EI people handle stress better than their low EI peers, thus experiencing low chronic and residual EI. A study conducted by Veneta A. Bastian,Nicholas R. Burns and Ted Nettelbeck (2005) on first-year tertiary students (N=246) concluded that higher EI correlated with higher life satisfaction, better perceived problem-solving and coping ability and lower anxiety. AK Pau and R Croucher (2003) investigated the relationship between emotional intelligence (EI) and perceived stress (PS) in dental undergraduates. (N=213) The mean score for EI was 117.54 (S.D. 14.90) and PS was 17.73 (S.D. 6.49). Correlational analysis showed an inverse relationship between EI and PS. Individual stress has got organizational consequence too in terms of absenteeism, tardiness and turn over. This essentially brings in to the forefront, the relevance of research in this topic EI Gender difference There have been many recent studies on gender difference of Emotional Intelligence. Application of the results of such researches will help in work place especially considering that more and more women employees join work pool. It is important to study gender differences with this proposed study because organizations are seeing demographic changes with an increase of women taking on significant career roles (Offermann Gowing, 1993) A study conducted by Leslie A. Burton (2007) in a sample of 134( 93 female ,41 male) university students using Bar-On EQi for measuring Emotional Intelligence showed women scoring higher in Bar-On Interpersonal overall factor scores, including higher scores for the components like Empathy, Social responsibility etc. In a study conducted by Saima et al ( 2007) , in Pakistan using Self Report Emotional Intelligence Scale (SREIT) developed by Schutte, Malouff, Hall, Haggerty,Cooper, and Golden (1998), no gender difference was found in EI of 100 employees( 55 males and 45 females) of a cellular telecom organization of Lahore, Pakistan . In the doctoral thesis Jesse W. Davis (2006) it was found that the female respondent group (M = 67.1) outperformed the male respondent group (M = 60.1) in mean emotional intelligence rating although the noted differences were not statistically significant. A study conducted by Natalio et al( 2006) examined the reliability of the Spanish version of the MSCEIT, with a sample of 946 college and high school students (426 males, 520 females) ranging from 16 to 58 years and it was found that higher scores are obtained by women on overall scale and branches scores than scores obtained by men. In a study conducted by S.Katyal (2005) ,among 150 adolescents (75 boys and 75 girls) studying in Xth standard in 3 randomly selected government high schools in Chandigarh, India using Emotional Intelligence test by Codaty(2001), found girls having more emotional Intelligence than boys. A study of 224 ( 82 men and 138 women and 4 who did not report their gender ) by K.V . Petrides , et al ( 2004) on post graduate and undergraduate students at two British universities found no gender difference in total EI scores except in Emotional Awareness which was significantly high in women. A study conducted Mandell and Pherwani ( 2003) ,among 32 managers (13 males 19 females) using EQ-i (Bar-On) in a varied sample of organizations in northeastern section of the United States found a significant difference (p .05) in the emotional intelligence scores of male and female managers. Theâ‚ ¬Ã‚   mean total of emotional intelligence scores of females was higher than that for males. In a study conducted by James Poon Teng Fatt, (2002) using the Emotional IQ Test (N=100) on undergraduates from various fields of studies from the National University of Singapore and Nanyang Technological University, it was found that males have higher EI scores than females. In a study conducted by Kathleen Cavallo, (2001) on three hundred and fifty eight Managers (55 % male and 45 % females) across the Johnson Johnson Consumer Personal Care Group (JJCPC Group ) using Emotional Competence Inventory (ECI),some gender difference was found, with Supervisors rating females higher in Adaptability and Service Orientation, while Peers rated females higher on Emotional Self-Awareness, Conscientiousness, Developing Others, Service Orientation, and Communication. Direct reports scored males higher in Change Catalyst In a study conducted by Joseph Ciarrochi, et al (2001) 131 students (aged 13 to 15) completed a self-report measure of emotional intelligence (SEI), and it was found that EI was reliably measured in adolescents and was higher for females than males. Study conducted by Ciarrochi, Chan, and Caputi (2000) found that women performed higher than men on the overall intelligence score of the MEIS with undergraduate psychology students. In a study by Mayer, Caruso, and Salovey (1999), it was found through the Multifactor Emotional Intelligence Scale (MEIS) that women put more effort into their emotions and are more sensitive when expressing emotion. A study conducted by Porter and Stone (1995) reveals that women are better at coping with problems and have more potential to develop their emotions. A study conducted by Trobst, Collins, Embree (1994) found that women tend to be more supportive and possess more empathy than men. It is important to study gender differences with this proposed study because organizations are seeing demographic changes with an increase of women taking on significant career roles (Offermann Gowing, 1993). Moreover, gender studies also has implications specially now when the thrust is on diversity management. Empirical findings of the study can help while HR policies are formulated by companies. EI and career success In a study by Cavallo Brienza (2004) of the Johnson Johnson Consumer Personal Care Group (N=1400) in thirty seven countries, it was found that emotional competencies differentiate successful leaders and that emotional intelligence, as one of a broad spectrum of skills which managers have in varying levels. Len Tischler et al (2002) examined the RELATION OF emotional intelligence, spirituality and work place performance and studies displayed a positive relationship between emotional intelligence and work place success. A study conducted at a large, international organization by Collins et al (2001), using a personality-based measure of EI and an ability-based measure of EI,(N= 91), it was found that EI may not directly play a significant role in the success of the executive participants . Bachmann, et al (2000)conducted two studies which compared more and less successful account officers (debt collectors) in terms of their emotional intelligence, measured using the BarOn Emotional Quotient Inventory. The findings support the view that higher levels of emotional intelligence lead to enhanced job performance. As quoted by Exley (2000), in a study on a group of 100 British managers participating in HMC courses, Henley Management College (HMC) researchers, Dulewicz and Higgs,were able to show a strong correlation between rapid career progression and a combination of emotional intelligence and high IQ . McClelland conducted an analysis (1998) of the competencies that distinguish star performers from average ones. He found a tipping point effect when people exhibited excellence in six or more competencies. McClelland (1998) argues that a critical mass of competencies above the tipping point distinguishes exemplary from average performers. The typical pattern shows that the highest performers are above the tipping point on at least six EI competencies and demonstrate strengths in at least one competency from each of the four clusters. In a research done by Snarey and Vaillant, (1985) it is found that in determining the success, IQ had little relation to workplace and personal success. More important was the ability to handle frustration, control emotions and get along with others. Among the secondary review topics selected by the researcher, the most interesting area is the contribution of EI to career success. There are diverse view points on the relevance of EI for career success. Some inflated claims of EI contributing to 80 percent of career success needs empirical testing and verification. Identification of Research gap Most of the researches in the field of Emotional Intelligence is conducted post 1995, thanks to the popularization of the concept by Daniel Goleman. This makes the literature review partially limited to past 15years. More over , researches in the field of Emotional Intelligence is still picking up momentum . Existing researches contributes to very small percentage of body of research in EI. The topics considered for literature review for this research was in the context of the current objective of this research. As evident from the literature review, most of the researches, barring a few are conducted outside India . There are contradicting research findings by researchers in the topics showing relation of Emotional Intelligence with Leadership style, Gender, Alexithymia , Stress coping and Career success. Interestingly no published research is available in India in the field of Emotional Intelligence and career success as a comparative study for knowledge based industries of India . With increased emphasis on service industry in India, the research gap is identified for finding out whether Emotional Intelligence really contributes to career success of knowledge based employees . The findings of this study will be an original contribution to the field of research in Emotional Intelligence for industries like IT, BPOs, KPO s, Academics . Research framework An analytical study is proposed to identify the correlation of Emotional Intelligence and career success of employees of knowledge based industry. Since information Technology industry in India is growing at a fast pace , with one of the Indian cities, Bangalore proclaimed as Silicon valley of India , target population can be identified as IT companies of Bangalore. Stratified sampling technique is proposed to divide the companies in to strata of small , medium and large sized companies based on the number of employees. Simple random sampling technique is proposed to select the company from each strata . Data need to be tested for normality and in case found to be non normal, outliers are to be removed and data need to be brought to normal distribution using log method. Standardised tool with reasonably good chronbach alpha value of reliability is to be chosen for measuring Emotional Intelligence and career success of employees. An executive interview is also proposed to be conducte d among top management to understand the awareness and utilization of EI in various functional areas in HR department of the company. Pilot study is to be conducted to know the direction of research as well as to make corrections in the questionnaire based on the feedback of the respondents. Hypothesis testing is to be done to empirically prove the relationship EI and career success. Some of the proposed hypotheses for the study could be: Ho1 : Demographic variables have no impact on Emotional Intelligence of an employee. Ho2 : Emotional Intelligence can not predict career success of employees. Statistical tools like correlation, simple regression, multiple regression using dummy variable , Chi square test, ANOVA , Factor analysis etc can be used for testing the hypotheses . Regression model is to be made that shows the predictive ability of emotional intelligence and career success. Conclusion : Emotional Intelligence is an emerging field of study. Relatively less research has been done in this field in India. Emotional intelligence is yet to capture the attention of HRD practitioners as tool for managerial development. Since it is evident from the secondary literature review that emotional intelligence can impact career success positively, efforts should be made to popularize and practice the concepts of emotional intelligence. Limitations of the study: The study is has some delimiting points . Since this is a concept of recent origin there is lack of previous research in this area. Another issue a researcher will face in this field is difficulty in choosing a EI model for study as there are multiple models and definitions of Emotional Intelligence. More over, there is no consensus over a single model which could be universally applied. Lack of awareness of the impotrance of EI among the respondents is another challenge that the researcher will have to face. Possibility of the response distortion due to Hawthorne effect (respondents giving more favourable responses because of the attention given by researcher) can not be ignored.Another delimiting factor is the inherent problem connected to self report devices used to measure Emotional Intelligence. Any of the self report measures used for gauging Emotional Intelligence is not free from Pygmalion effect or self fulfilling prophecy wherein the respondent gives most ideal responses irrespective of the true response. Scope for future research: Emotional Intelligence competencies that differentiate the most successful employees from their typical peers need further study.Since economy has opened up for IT and academics , percentage of expatriates functioning out of India have seen an increase. A future study of EI of expatriates can help the management in choosing the right candidate for successful expatriation. Another improvement on this study can be made by using an intervention program for an experimental group by training employees on EI and measuring their improved career performance.

Toyotas Decision to Build a Plant in France Essay -- Business Managem

Toyota's Decision to Build a Plant in France Background In late 1996, Toyota began to look at the whole of western Europe for a site for its ultra-modern plant. Belgium, the Czech Republic, France, Germany, Poland and the UK all seemed to be the most promising investment recipient, but the list was quickly left a head-to-head battle between Europe's oldest foreign investment rivals - France and the United Kingdom. At first, the UK seemed the obvious choice. Toyota had its only European car assembly plant at Burnaston, in the UK's Midlands, where a skilled workforce and well-established automotive infrastructure and cluster of related firms are available. However, at the end of January, company president Hiroshi Okuda voiced doubts about investing in the UK because of its hesitation to fully participate in the European monetary system. In 1997, Toyota finally announced plans to build a $660 million car plant in Valenciennes, 60 km from Lille, France. Evaluation 1.  Ã‚  Ã‚  Ã‚  Ã‚  The reasons for French government to invite Toyota to invest in France are attributed to the benefits of foreign direct investment (FDI) to France as the host country. a.  Ã‚  Ã‚  Ã‚  Ã‚  Resource-transfer effect   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Toyota can make positive contribution to French economy by supplying capital, technology, and management resources that would otherwise not be available and thus boost French?fs economic growth rate. -  Ã‚  Ã‚  Ã‚  Ã‚  Capital   Ã‚  Ã‚  Ã‚  Ã‚  Toyota, as a multinational enterprise (MNE), because of its large size, reputation, and financial strength, has access to financial resources which may not be available for French local firms like Renault or Peugeot-Citroen. These financial resources can be originated from Toyota?fs internally-generated cash, or from capital markets. As a reputable and financially strong company, it may be easier for Toyota to have access to such resources than French local companies do. -  Ã‚  Ã‚  Ã‚  Ã‚  Technology   Ã‚  Ã‚  Ã‚  Ã‚  Technology plays important role in economic growth of a country, since it can stimulate economic development and industrialization. Technology can be incorporated into both production process and the product itself. In case of Toyota, the French government may be benefited from its advanced technology which it passed to its French employees, therefore improves the employees?f skill without additional investment to develop their own indigenous product and process tech... ...mic mismanagement will cause drastic changes in a country?fs business environment that adversely affect the profit and other goals of a business enterprise. If the French economic is in turmoil, Toyota?fs investment in this country will also be affected. c.  Ã‚  Ã‚  Ã‚  Ã‚  Legal Risk   Ã‚  Ã‚  Ã‚  Ã‚  Legal risk is the likelihood that a trading partner will opportunistically break a contract or expropriate property rights. This may also happen to Toyota?fs when its trading partner in France infringes contract agreements. Beside those three risks, Toyota also faces the cultural risk since the ?grules of game?h of doing business in France with French people is different with that in Japan and other countries where Toyota already put its investment. The French language and culture can be a problem for Japanese firms used to speaking English when working overseas. Conclusion The decision to build a plant in France is a part of Toyota's global strategy in Europe. The company has already built plants in UK, Belgium, Poland, and Turkey. Supported by other plants in Europe, which supply the manufacturing components, the French plant will strengthen Toyota's position to penetrate European market.

I Will Always Love and Cherish You :: Love Letters Dating Email Relationships

Dear Hilary, Seven years have passed since our first encounter and in those past seven years, we have made many memories and parted ways several times. Whenever we parted ways, we were led back to each other as if there was a spark between us. Ever since you entered my life I felt as if God somehow sent one of his angels down to me. Over the last few months, I feel like my heart has grown stronger because of the love I have for you. This love gets stronger and stronger each and every day. I long for your soft, warm, and loving touch not only at sunrise but at sunset and at night as well. I think and dream about you 24 hours a day, 7 days a week. Hearing your voice at night always soothes me after a long day. With a woman like you, I look forward to nightfall and wish that night would come sooner so we could be together in dreamland. In November, I will show you my true self and show you all that is in my heart, that I can only vaguely describe to you. You captured my heart fully this year and I'm glad it was you that did it. This is just the beginning of our lifelong journey together. My first path is southwest to be with you. The words of this letter cannot fully describe how I feel about you but they are the words and the small voice of my heart. You are a one of a kind woman and I want you to know that. I cannot wait to finally have you in my arms again and declare you safe from world's harm. I cannot wait to feel your soft lips against mine. I cannot wait to feel your heartbeat. I cannot wait to look into your bright, beautiful green eyes and tell you I love you. I cannot wait to run my fingers through your long, flowing blonde hair to ease your worries. Lastly, I cannot wait to wake up in the morning with you lying next to me.

Detailing Product Life Cycles Essay

We may conclude that ISO 14001 has significant and direct profit and wealth creation potentials. Companies need effective management accounting systems to monitor all costs and benefits that accrue from the ISO 14001 process. Companies also need to market the consumer and social benefits of ISO 14001 effectively to targeted market segments for which environmental management matters. ISO 14001 and Seasonal Business Union Carbide’s Indian pesticides business, which caused the toxic cloud in Bhopal, was a highly seasonal business, with uncertainties regarding pest outbreaks and cropping patterns. The accident occurred in December, some 100 days after the peak demand for pesticides in that sub-tropical climate, with monsoon-dependant crop acreages. The worldwide tourism business is another example of high seasonal fluctuations in demand. Cyclical downturns are notorious for taking place when full complements of expert staff are not available, as outside normal working hours. Any operation with wide differences between times of peak demand and off-peak times, will inevitably respond by having fewer people available for watch and ward duties, at some times. Environmental Management Systems can never afford to slacken their vigilance, as all dangers and risks are not necessarily related with peak loads. ISO 14001 offers a reliable structure within which systems can operate to adequate standards even during times of low demand. The documentation support of ISO 14001 can prove to be invaluable in containing the emergent implications of any incident. The tourism industry benefits from ISO 14001, not only because of the off-season protection, but simultaneously because of the demand for eco-tourism and out of sustainability concerns for this large service sector. ISO 14001 is especially useful for any enterprise with high seasonality of demand. It helps organizations establish infrastructure that can maintain emergency response and environmental management capabilities at optimal costs during the lean seasons. It also helps companies to plan for peak demand in terms of environmental loads. These advantages are over and above the other benefits of the system that apply to all registrants. ISO 14001 and Building Projects The project nature of civil construction, and its high involvement with third party contractors, places a special challenge for ISO 14001. The growing demand for ‘green buildings. ’ is a special opportunity for the system. ISO is very well suited for the construction industry, and can help it meet new demands for sustainability. Much of the most lasting harm to the environment from modern industry arises from the materials, processes and designs of buildings and related civil structures. Asbestos abatement has been the focus of many environmental management standards of the building industry during the recent past. Asbestos exposure has occurred 3-4 decades earlier. This is a powerful reminder of the need for LCA in civil construction. The entire ISO 14001 system has a host of similar benefits for all stakeholders in the building industry. Architecture and ISO 14001 share a common emphasis on the design phase of projects, to avoid problems arising out of implementation. Hence, professionals in the construction business are especially amenable to the spirit of ISO 14001. The system has much to contribute by way of reducing material wastage in construction, and in reducing energy loads of actual use of buildings. ISO 14001 is eminently suited to meet the certification standards of the Green Building Council, and the specifications for Leadership in Energy and Environmental Design (LEED) status. ISO 14001 has additional benefits with respect to protecting investors from a legal point of view in real estate transactions. The Comprehensive Environmental Response, Compensation and Liability Act (CERCLA), accompanies a number of state and local regulations that have major environmental implications. Any business in the construction or real estate business can benefit from ISO 14001, as they will have a sound system to choose projects with which they can be involved. They can also plan for full legal compliance as new laws take effect. ISO 14001 has powerful marketing potential for real estate developers. Investors and people on the market for buying homes would be inevitably attracted to projects that have sound environmental management systems in place. Buildings, neighborhoods and cities that make minimal imprints on the environment, that have track records of continual improvement and that make invaluable savings in maintenance resources, will always appreciate and attract communities. ISO 14001 has the potential to become mandatory for new real estate projects, particularly for ones in places that are rich in natural resources. ISO 14001 and Equator Principles Banks that subscribed to the Equator Principles have often found themselves in difficult situations, having to assess the environmental impacts of projects that for which they consider financing. Conflicting views from various stakeholders can be difficult for lenders to reconcile, as many aspects of the matter require local expertise and technological appreciation. ISO 14001 offers a solution for such matters, since it calls for a transparent and systematic assessment of chosen aspects, with a structured audit and review process. The Equator Principles could extend towards fields of transnational endeavor other than funding, and ISO 14001 can be a reliable and universal bridge for assessment and continual evaluation. The next decades will see a spurt in funded development projects in large tracts of the world. There is enormous pressure for large projects designed to bring succor to rural and urban communities. Funding will be mostly across geographical boundaries as capital resources are centered with countries other than the ones with the physical features for development. Investors and sources of public funds everywhere will face questions about environmental management, as they peruse candidate projects from distant locations. ISO 14001 is a good solution in these circumstances, for it provides a neutral and universal format in which all developers and governments can plan to manage the environmental impacts of the new projects that they conceive. International bodies can respond to social activists who claim that most development projects cause environmental harm, by asking project owners to use the transparency and accountability of the ISO 14000 series. SME Experience with ISO 14001 The vast majority of enterprises in most countries belong to the small and medium categories. ISO 14001 cannot be the force that it should, unless the system proves to be valid, useful and feasible for such organizations. A superficial look at ISO 14001 could lead most observers to conclude that it is too involved and expensive for any but the largest of corporations to afford. However, the reality is that ISO 14001 lends itself to adoption by even small and medium enterprises. An on-line survey of small and medium enterprises (those with fewer than 100 employees) with ISO 14001, displays pleasantly surprising results (International Organization for Standardization, 2005). Pressures to comply with environmental regulations, demands from corporate customers that are higher up in the supply chain and lucrative opportunities in foreign markets, are the three most important stimulants for small and medium enterprises (SMEs) to seek the business advantages of ISO 14001. Many SMEs lose out because they do not seek ISO 14001 certifications, either out of ignorance, or because of wrong impressions they hold of the resources required. There is a clear need to make the system’s benefits more widely known and more accurately appreciated. Many SME owners incorrectly believe that pollution is an exclusive preserve of large corporations! The significant negative contributions of SMEs to environmental management are often ignored, especially if units are scattered and relatively isolated. Many SMEs stay away from ISO 14001 as they are not aware of government and institutional support available for them to secure certification within their means. Some consultants confound the issue by outlying more paperwork and bureaucracy than is necessary for the sizes of some potential clients. SMEs also have the choice to build their EMSs on alternative systems that compete with ISO 14001. It would appear overall that ISO 14001 has a great deal of unused potential with respect to EMSs for SMEs. This is a marketing challenge for country organizations of the ISO body. SMEs can be very wasteful of material and energy, albeit on a relatively small scale. They may not be immediately aware of wastes they generate, but this has a cumulative effect that has to be addressed at some stage. Pest Control Operators and Applicators are classic examples of small enterprises that deal with highly toxic chemicals. The latter can affect wide areas and large communities. All SMEs everywhere can use ISO 14001 to fight competition from better resourced corporations, by using effective EMSs. The move to terminate enterprises that have no controls on the pollution they cause and the hazards inherent in their operations, is current already. Growth is a natural evolution even for SMEs. ISO 14001, apart from protecting business interests as described above, also has the power to afford rapid growth for SMEs. The Internet enables local companies to achieve global reach. ISO 14001 can help them match their new found logistical strengths with EMSs that work. Any SME with growth ambitions has to use ISO 14001 as essential infrastructure for its future plans. Summary of Benefits of Environmental Management Systems Environmental management standards help companies to build their transactions across territorial boundaries. It is likely to become a sort of pre-requisite for global corporations. Emerging economies must develop expertise in environmental management to fight non-tariff barriers to markets in advanced economies. It is an integral part of the branding process. Environmental management systems help companies and organizations respond to important concerns of their main stakeholders. It is therefore a matter of priority for most entities in the conventional world. Companies from all sectors of the economy have become aware of the pressing need to conserve precious natural resources (Case Studies, 2002). ISO 14001 has enabled companies such as Apple stay abreast of changing regulation on environmental matters. The company was able to eliminate lead from batteries, and later to substitute Nickel-Cadmium batteries in line with European Union directives. These are concrete examples of how ISO 14001 helps companies stay in business by conforming in time to new and higher environmental protection standards. Apple’s switch to lithium ion batteries is an example of how ISO 14001 can squeeze additional ingenuity out of the industrial sector. Progressive companies such as Apple Computers buy products and services from companies that demonstrate effective commitment to environmental conservation (Case Studies, 2002). Supply chain considerations make ISO 14001 essential for the suppliers of major corporations. The proponents of ISO 14001 started by show-casing the benefits of the discipline in terms of the ethics of environmental concerns. The world has moved on since then, and ISO 14001 is no longer an option chosen by those with surplus cash. ISO 14001 has become a vital visa that provides contemporary corporations with the rights to continue business in the 21st century. The days of firms that do not meet ISO 14001 standards, are numbered. Savings in energy bills provide financial succor to firms that invest in reducing power consumption. This is a good example of the meeting point between the financial and non-financial advantages of environmental management systems. ISO 14001 is voluntary and flexible. It does not enforce any external standards. Companies can tailor their individual EMSs to the nature of their enterprise, and to the levels of expertise they have achieved in environmental management. It is a stable framework for the conduct of modern business that will appeal to professionals, and it is an effective way of extracting new efficiencies out of matured business processes. What Is It? The International Standards Organization, with its impressive name, has given ISO 14000 impressive credentials. The success of the ISO 9000 series in promoting quality consciousness has created high expectations in terms of the 14000 series enjoying similar success on the environmental front. However, many people are still not aware of the precise nature and scope of ISO 14000. The ISO 14000 series started in 1991: the first standards were published in 1996. It is therefore less well known and understood than the 9000 series which have been used for longer. The ISO 14000 series helps organizations meet environmental issues (Hanson, A. J. not dated). It is a documentation system that sets out objectives with priorities, divides responsibilities amongst a team, and provides for independent audit. It is important to bear in mind that ISO 14000 is not a single system, but rather a series of international standards (Environmental Management Guide 2004). ISO 14001 helps organizations to implement EMS, to ensure conformance to standards, to ensure compliance with relevant regulation and to seek independent certification (Environmental Management Guide 2004). Any organization that uses ISO 14001 disciplines will be better equipped to deal with the challenges of environmental management. ISO 14001 is one unit of the ISO 14000 series. ISO 14000 is a voluntary system-business houses and organization have rights to decide on whether or not they would like to invest in it. It has a pervasive influence, and calls for serious commitment of time and money. The decision to use ISO 14000 is therefore strategic by nature. Though community and key customer pressures can often be motivating factors, some organizations opt for ISO certification out of genuine concern for the environment. ISO 14000 recognizes environmental conservation as an integral part of organizational process, on par with more traditional functions such as Finance, Personnel and so on. The system must integrate with the total company organization and structure, if it is to yield meaningful and lasting benefits. Most companies start their ISO 14000 experiences with the help of experienced consultants, but that does not preclude deployment of significant human resources from an organization’s own pool. ISO 14000 has three major sections: life cycle analysis, environmental performance evaluation and labeling (Hanson, A. J. not dated). ISO 14001 in the series is concerned with environmental management systems. Organizations should plan to deploy the full ISO 14000 series over time, though they may start with ISO 14001 for reasons of resource constraints, to obtain the benefits of focus, and to give time to their employees to adjust to the new way of working. The ISO 14000 series is a guide that almost every organization can adapt to its specific needs. The system is very flexible in terms of fitting in to various sets of circumstances. Companies that work for profit have used ISO 14000 more widely than social organizations and government bodies. Firms from diverse segments of industry and even the services have all used ISO 14000 with equally remarkable success. However, the ISO system is not a packaged solution by itself. It is up to each registrant to use the system to its advantage. ISO promotes a new culture of professionalism. The documentation and procedures that the system enjoins on its followers, enforces a systematic approach to issues. It also promotes transparency, and ensures that organizations can respond in uniform manner, with low dependence on individual whims. It is especially useful to deal with emergent situations, and in ones in which a large number of variables require simultaneous consideration. Employees of an ISO 14000 certified organization display new confidence about their responsibilities and can do a more complete job of conserving the environment. ISO 14001 is a new template for modern business. It acknowledges the ubiquitous role of the environment in our lives, and provides paths to sustainable compromises that technology and conventional issues can negotiate with our natural surroundings. The ISO 14000 series can give a new lease of life to a business that is under attack because of the hazards and toxicity that it entails. It can help a small business rival a large corporation in terms of professional standards. It can help organizations perform uniformly across geographical and cultural boundaries. ISO 14000 is truly the way of the 21st century. There are concrete profits to be earned from the ISO 14000 series. The system is relentless in searching for ways to reduce consumption per unit of output, and ways to reuse or recycle waste and by products. Certification brings access to new markets and strengthens a company’s competitive position. There are therefore classic business reasons for using the ISO 14000 system. Environmental Labeling and ISO 14000 Some manufacturers have used the absence of regulations to prepare labels with unsubstantiated ecological claims on labels (Hanson, A. J. not dated). Consumers who would like to support manufacturers of environmentally sound products are hampered by the proliferation of labels that make vague and even incorrect claims about environmental impacts. Environmental labeling under the ISO 14000 series, corrects this anomaly. This is an important reason for business houses to support ISO 14000. The world is on a move towards the regulation of labeling standards, and companies that do not follow ISO 14000 may soon find themselves excluded from key markets. Three levels of labeling standards are available for manufacturers who would like to use the ISO 14000 system for their products. Most consumers are accustomed to Type 1 Environmental Labels. The latter provide criteria against which each covered product is measured. Canada and Germany have adopted these standards. Type II labels will use uniform terms and definitions: standards and details will be available in due course. Type III labels seek to provide information along a set of pre-determined criteria. Such labels are already in use for some nutritional products. Environmental labeling predisposes companies to resort to Life Cycle Analysis. The number of products with environmentally sound labels has grown exponentially since the 1990s (Hanson, A. J. not dated). There were less than 25 such products in the United States in 1989. The number grew to 600 by 1990. It is now a business that exceeds $10 billion. The stage is set for economies in all countries to move over to products and services that can make valid claims about environmental management on their labels. The ISO 14000 deals with environmental management on the basis of the following main principles (Hanson, A. J. not dated): â€Å"Labeling should be accurate, verifiable, relevant and should be non-deceptive. †¢ The party that makes the label should make relevant information about the attributes available to purchasers †¢ Labeling should be based on comprehensive scientific methods that are reproducible †¢ Information on the process and methodologies should be available to all interested parties †¢ Labeling should incorporate where appropriate the life cycle of the product or service †¢ Administrative requirements should not make participation difficult †¢ Labels should not create unfair trade restrictions †¢ Labeling should not inhibit innovation that may improve environmental performance. †¢ Labeling criteria should be developed by consensus† Environment labeling programs are democratic in nature. Producers can decide to comply of their own volition. Any manufacturer can decide to use the system, regardless of nature, size and location. It therefore gives an opportunity for new industrial entities to seek competitive advantage against entrenched brands. The greater interests of consumers always have over-riding priority. There are four methods available for verification of claims made on environmental labels. These are: â€Å"Declaration of conformity: the manufacturer self-declares conformance †¢ Review of supporting documentation: the practitioner requires the applicant to provide documentary evidence of conformity †¢ Evaluation of conformity with manufacturing phase requirements: where the production phase is evaluated †¢ Product testing: samples of the product are tested (Hanson, A. J. not dated). Companies have to establish monitoring systems to ensure on-going compliance once their label claims have been verified. Environmental labeling is an important development in terms of improving environmental accountability of modern business. It is an integral part of the ISO 14000 process. It is also in the best interests of companies as it costs less than invasive regulation. Since awareness about environmental matters is growing, environmental labeling can improve market share. Products with comprehensive information about environmental impacts on their labels will perform better in highly competitive situations. There is the analogy of air emissions as a buying benefit in the case of automobiles. Clothing made from organic fiber, food free of harmful residues, cosmetics that do not use animal testing, durables that consumers can return to manufacturers for recycling and instructions on how to use dangerous products without causing harm, are all live examples of some of the most successful branding that has been achieved through environmental labeling. This portion of the ISO 14000 package is instrumental in building unbreakable bonds between brand owners and customers, and in improving customer satisfaction. It is therefore a pivotal strategy for profitable and sustainable business growth. ISO 14001 for International Corporations Since environmental standards and concern vary by country, international corporations face dilemmas with respect to environmental management systems. Most of these companies are headquartered and controlled in the first world, though their products, services and operations cover far corners of the globe. Such companies used to follow territory-specific environmental management systems in the past. This has some technical validity, as natural resources, climate and social habits can place such different demands on business. However, social activists have begun to question the ethics of double standards. International companies have become accountable for following uniform policies and standards wherever they may operate. This can be quite confusing as regulatory requirements are not uniform throughout the world. ISO 14001 offers a path out of these contradictions. Group Managements can influence policy statements and control systems, leaving affiliates and subsidiaries to identify aspects, programs and specifications. Audits and reviews provide a uniform basis for transnational comparisons. Certification is a strong defense against unsubstantiated attacks by social activists. Overall, ISO 14001 offers value to organizations that need to harmonize international and local components of environmental management systems. The portability of human resources is a key consideration for international companies. Assignments and transfers to new locations are established means of career development. New perspectives of individuals from exotic markets, often inject new dynamism in to stagnating business sectors. Periodic changes in fitment for key positions ensure transparency and integrity of linkages between companies and its independent suppliers and contractors. There are therefore a host of reasons for international companies to move personnel between countries, markets and sectors. However, continuity of important business processes becomes a concern, as new people occupy crucial positions at various points of the organization. The accumulated learning of an individual, as well as the rationale for pivotal decisions, has to be available for a new incumbent. The environmental aspects of management situations can be too important and irreversible in nature for companies to depend on word-of-mouth spread between colleagues about the reasons for how operations are conducted. Casual or experimental changes in processes based on theoretical concepts, or based on notions from irrelevant past experience, can be devastating in environmental terms. The ISO 14001 system plays a most helpful role in such matters. Versions of the manual built up over time serve as invaluable references in managing the evolution of all business processes. Records of management reviews lend authenticity to how things are done in each function and location. Since ISO 14001 is an on-going process, it also allows adequate scope for new incumbents in local organizations to express themselves fully, and to expound their ideas for business improvement. The ISO 14000 series is therefore an enabling network for large and inter-changeable teams of professionals to work in a seamless way. Environmental concerns are important for modern branding and new product development processes. Though branding and new product development should be globally uniform for the best returns on investment, environmental aspects can vary across countries, and even within segments of domestic markets. There can therefore be an inherent conflict between marketing and environmental concerns. The ISO 14001 system offers a way to resolve such conflicts. The policy statement serves to establish universal ground rules within which innovation can be encouraged. The choice of environmental aspects that are chosen for address in individual countries can be adapted to meet local requirements. ISO 14001 helps to define the boundaries between local and global environmental management concerns related to brands and new product development. Group managements of international corporations have to make choices between territories and industrial sectors for resource allocation, especially in terms of financial deployment. Since most projects have long gestation periods, and may involve very substantial commitments, managers at one central location can always have difficulties in making choices between alternatives at more than one remote location. Local environmental concerns tend to be in flux and there are often crucial differences between the regulatory conditions related to environmental management systems of various countries. Group managements may have to take important decisions in the face of incomplete and uncertain background information. Countries with less transparent and elaborate environmental regulations may either fall by the wayside in investment choices, or at the other extreme, attract funds for new projects without due consideration for the risks involved. ISO 14001 makes it possible to compare opportunities and threats across nations in a fair and even way. Records of progressive audits provide a firm and equal basis to take decisions on the future of operations in various territories. This is apart from serving as a common platform for the evaluation of business performance. Social activism tends to concentrate on large international corporations. Environmental degradation due to poverty, ignorance and by SMEs is often overlooked by non-governmental organizations. Such attacks can occupy limited management time and lead to intractable and unproductive negotiations. An ISO 14001 certification is an effective safeguard in such circumstances. It provides a harmonious platform for divergent views to be addressed, and a participatory format for conflict resolution. Records of management reviews can form crucial evidence in defense of executive action and environmental responsibility. The advantages of the ISO 14000 system for large international corporations are so obvious and pervasive, that one can conclude that all such organizations do have EMSs in place, though they may not always seek certification. It is difficult to conceive of a body conducting business in a sustained way across the globe without any systems for environmental management. The external audit and public scrutiny of the ISO 14000 series is what most management teams would want to avoid. It is possible to conclude that most if not all large international corporations follow ISO 14000 systems in some form, though they may not find it expedient to join the organization in a formal sense. ISO 14001 in Mergers and Acquisitions. Differences in environmental management systems can confound and delay mergers and acquisitions. Potential buyers may be put off by uncertainties about product liability. Due diligence can be affected by paucity of documentation, and by contradictory verbal feedback from employees and other stakeholders. The entire ISO 14000 series is a way out of such problems. ISO processes serve to assure all parties about the integrity of environmental impact assessments, while successive editions of the manual and audit reports put achievements and progress in valid and measured perspectives. Companies that follow ISO 14001 will find it relatively easy to continue business normally very soon after a merger or an acquisition. There could be major disruptions or unpleasant surprises if an inter-corporate transaction involves an unregistered entity. ISO 14001 also protects minority and dissenting interests in mergers and acquisitions. Stock market regulators are well advised to insist on ISO registration as a pre-condition to equity restructuring. The case of batteries illustrates how tangential product components can have significant impact on the core strategies of a business. Computers use batteries inevitably, but the technology of their production lies outside the domain of electronics and software. However, ecological concerns about the use of heavy metals such as lead, nickel and cadmium in batteries, and the relatively high rate of product obsolescence in computers, has forced companies in this field to acquire expertise in technologies such as that of lithium ions, and to find sources for commercial supplies of ecologically sound batteries. Computer companies have also to divert major resources to recycling programs that are integral to their products, but the matter of batteries illustrates the inter-related complications that can be part of doing business in the 21st century. This aspect gives Life Cycle Analysis great value, as it is a systematic way to cover all known environmental impacts that arise as a result of any enterprise. Life Cycle Analysis (LCA) seeks to cover all sources of burdens on the environment that the production of a product may entail (Hanson, A.J. not dated). The system covers the consumption of all materials, use of energy in all forms, production processes, supply chains, logistics, waste disposal and recycling. LCA adopts an integrated approach to environmental management, and it works in four stages. Initiation, inventory analysis, impact analysis and interpretation are the four stages of LCA. Interpretation is also called improvement analysis. LCA is a vital part of the ISO 14000 system, and it has universal application for all fields of human endeavor. LCA has most utility when designing new products, but the technique can also be used to reduce the environmental burden of an existing product. Substitutes may compete on the basis of LCA facts, as is the case of disposable diapers versus washable ones. Such comparisons engage healthy debate and help to build indelible opinions about environmental conservation. LCA is integrative and holistic in its approach to environmental concerns. It is especially useful in uncovering hidden risks and costs that may associate in covert manner with some products and services. LCA proceeds in a step-wise manner, toting up the material and energy requirements of each component of a production process, and then presenting a total picture of the environmental impact of each product or service that is covered. LCA considers waste generations and impacts on air and water at each stage of procurement and production. It also considers distribution and actual use. The ISO 14001 process cannot be complete without full LCA. The Canadian Standards Association has stated LCA benefits in the follo.