Diversity Management In Coca Cola

Diversity Management In Coca Cola With the globalization of trade and investment, organizations are increasingly faced with diversity in their workforce. Firm gets more internationalized, both with implantation abroad and by trade with companies in different countries. With the rapid progress in the field of communication it is now possible to meet in real time with people of different nationalities around the same project. These changes lead to complex relationship with new clients, suppliers, employees and other stakeholders of cultures. The rebirth of the influence of intercultural in management is in fact quiet recent. Whatever your work, the meeting of different cultures is a daily reality in a growing number of companies. In fact many companies have indeed understood the cultural diversity of their customer, which called diversity in the ranks of their own employees. This diversification strategy of human international resources in company is to better meet the expectations of its customers, to enhance its brand image and its legitimacy, a vital condition if it wants to remain competitive. Moreover diversity allows increasing productivity and innovation making easier the resolution of problems. Diversity leads to ethnicity, and ethnic diversity implies heterogeneity in languages, religions, races and cultures. If years ago we talked about multidisciplinary team which aggregate different professionals skills, the differences are now more prominent in multicultural team. Multicultural teams require close collaboration between individuals belief, value, and opposite behavior. The difficulties for the team increase since the differences are not only about professional dimensions but also about values and individuals standards. It is necessary to precise that kind of intercultural relationship can also be a source of incomprehension, misunderstanding, and can quickly cause tension. In this configuration the role of the manager is not only to perform his own work but also to both prevent damage and ensure harmony in his team in matter to increase the efficiency. Consequently, the effective composition or diversity of teams and the way to manage them has become an interesting topic of research in the last few years. THE MULTICULTURAL TEAM: WHAT IS IT? Multiculturalisms notion As a concept and policy, multiculturalism has been developed in the United States and Canada. It refers to the institutional recognition of multiple cultural identities, ethnic or social within the same society. It recognizes the legitimacy of these identities, their ability to transform, and rejects the assimilation process which is generally called principle of monoculturalism. Multiculturalism is a major social phenomenon, both a source of enrichment and conflict, especially in a world of globalization with high mobility generated including migration, legal or not. Of course, our world is multicultural. Nowadays, almost all countries are multicultural, due to migration and the symbolic presence of other cultures (such as consumerism, individualism and materialism). Many individuals are also multicultural. To have an example, we can take the case of the inhabitants of Eastern Spain which are fully bilingual in Spanish and Catalan, two languages à ¢Ã¢â€š ¬Ã¢â‚¬ ¹Ãƒ ¢Ã¢â€š ¬Ã¢â‚¬ ¹of the Iberian Peninsula. In our business case, multiculturalism refers to a community or a team with members which have different cultures. We talk about cultural diversity. Multiculturalism focuses on two important points which are interactions and communication between the various cultures in order to achieve a common goal and to be efficient (among others) Definition of a multicultural team Before giving a definition of multicultural team we should see what a team is. A team: it may be defined as a collaboration of two or more people who work together to achieve common goals. A team is a set of characters having complementary specific skills united by one or several common objectives among which each feels mutually responsible. According to Mister Schermerhorn (Managing organizational behavior author), a team: Is a natural phenomenon within the organization Has a beneficial effect on the individuals and the organization Stimulates the innovation and the creativity Allows, in different situations, a better decision-making Obtains from members that they make a commitment to apply the decisions which are taken in common. Teams are good for both organizations and their members, helping to accomplish important tasks and to maintain a high-quality workforce. A teamwork: A teamwork is collaboration between internal or external actors to the company to reach a common goal. The conception of these teams can answer different objectives: decision-making, development of activities, coordination à ¢Ã¢â€š ¬Ã‚ ¦ With a working team, company can: Problems solving Accomplish tasks faster Healthy competition Developing Relationships Teamwork has many advantages such as the effect of synergy, motivation or support. These effects resulted from good exchanges between colleagues. In a team work, everybody brings its own qualities and skills. It permits to the team to be more efficient in a work. With a team, it is also easier to generate creativity through sharing skills and ideas of each. However, its members must be mindful of the importance of internal communication, time management and especially respect for others. Teamwork requires a lot of patience and take into account the opinions and advice of other members. To define what a multicultural team is, we must first understand the difference between this team and the monocultural team. In a monocultural team, members arise from the same social and cultural context. They share the same values, style of communication and language. Generally, they also have the same management. It is not really the same thing in a multicultural team. Indeed, in this type of team, members come from various cultural contexts, different country. Members have fewer elements in common compare to a monocultural team. Due to their nationality and thus their culture, they dont have the same perception of the teamwork. This difference can have an important impact on the organization. The work with this type of team can be factor of productivity. However, if the team is not well managing, this work can also drive to differences of opinion, tensions and conflicts. These points will be developed a little further in the report. (See section II.1 and II.2) Different type of team. Multicultural team is a general term, but to be more precise we can define different type of multicultural team. Token team : In this case, everybody has the same nationality, the same culture and speaks the same language, except one. This can turn out to be a problem because this one will not have necessarily same interpretation, same solutions as the other teams members. Being in minority, this person is not sure that his opinion has a lot of impact. Bicultural team : Only two cultures are present in this team. This type of team is formed generally following a fusion, an alliance or following a joint-venture. A bicultural team has very often a big potential of synergies but also conflicts because there is always a part which want to be in a strong position. This one is then going to impose more its ideas, strategies, working mode and its language. Feelings of superiority and inferiorities are frequent, as well as a competition between both. It is necessary to be careful to set up clear and accepted rules of functioning by all the team members and to appoint a leader who has a big multicultural sensibility to well manage the team. Multicultural team: It is about the most current shape. The members come from at least three different cultures. Contrary to the bicultural teams, the problem of power and the competition is less important. The members propose a multitude of ideas, strategies and working modes and seem to adapt more easily. We often speak about intercultural courtesy. A common language (generally English) and a leader (often stemming from the culture of the warehouse) are more easily chosen and accepted. Virtual Multicultural Team: Traditionally teamwork is together, at the same time, at the same place. People physically meet. Now with the new technologies of information and communication, in particular Internet, the teams work at a distance on a precise project and can so gather resources, skillsà ¢Ã¢â€š ¬Ã‚ ¦ the whole without moving! Thats why they are called virtual multicultural team. The main benefits to the organization are initially greater efficiency due to economies of transport, reducing office space, or the reduced cost in labor when wages are adjusted to the local market. Another advantage is having access to a pool of human resources who are familiar with the areas in which they operate. On the organizational level, the most important problem is certainly the loss of synergy that usually results by exchanges between colleagues. Performance is not always there: skills and knowledge are more easily scattered. The team development is an additional challenge due to the distance and lack of contact between the members. On the individual level, learning opportunities, often related to sharing experiences with others, are reduced in a virtual operation. It allows also a considerable saving of time. We say that with this social structure the 24 hours of day can be completely used. Indeed, the Japanese manager who will have worked 8 hours on the project can then pass on it to his colleague in Spain. He will spend also 8 hours there and to pass on the whole to the American colleague, which, when he will have finished, will pass on transmit again his work to the Japanese colleague. Thanks to the time difference! How build your team? A multicultural team is more effective than a monocultural one, but you will have to pick different profiles or your team will be inefficient. The planner: he will bring his methods to make the team effective. He will be able (when its needed) to refocus the debates and the goals. The federator: he will unify the team and use every skill at its best. The innovator: he will suggest ideas to the group and propose original solutions. The network member: he will help the team by using his external partners. The impartial member: he will analyze and evaluate ideas, and he will be critical. The facilitator: he will listen to his mates, make the work easier by increasing communication, and keep cohesion when the team is in troubles. The guarantor: he will maintain the team on its goal and prevent from mistakes. The motor: he will be dynamic and focus the attention on the main issues. You dont have the obligation to have one of each in your team, bu you have to be sure that you have varied profile. When you decide to build up a multicultural team, you will have to wonder some questions, and try to answer, taking into account specificities of your colleagues. At the beginning, you will have to define your goal, what is it, how precisely you have to reach it, what are the objectives, how can you measure themà ¢Ã¢â€š ¬Ã‚ ¦ by taking into account specificities: some person will focus on goals, others on process, some may have more consideration for status other will look at skills,à ¢Ã¢â€š ¬Ã‚ ¦ You also have to focus on your priority: time, quality, or budget. After that you have to structure the mission and fix the matter of agenda, the importance of deadline (are they fixed? Does it matter if there a lateness? What happens if deadline are not respected?), the role of every member (Should there be a leader? How should he be chosen? Who needs to be at which meeting?). This was for the creation of your team. Then you will have to manage it, you will have to choose the time you will take to social activities and workshops to build the team spirit, which is the language of your group (and how you deal with the gap of knowledge in this language). To perform your group to work effectively you have to promote some means of communication and the computing format you are waiting for. You also have at the deal with conflicts as a manager: why are there conflict? Who are the protagonists? At the end of your mission you will have to evaluate performances of your team. You have to decide when you will do it, how you will take account feedback, how you show them your report (individually, or not) To answer all these questions you have to know how they are usually working: the size of the hierarchy, if they are always working all together or if they are sharing work and then working on their ownà ¢Ã¢â€š ¬Ã‚ ¦ You have to understand the way they follow rules, the importance they tend to human contact, if they are more individual collective. THE PROS CONS OF A MULTICULTURAL TEAM Why to set up a multicultural team? The first reason is to answer to the evolution of our world economic. Everybody knows that the internationalization became major for the companies which wish to remain in the competition. Be present on a new market, to merge with other companies, to develop joint venture on unknown territories à ¢Ã¢â€š ¬Ã‚ ¦ here is so many reasons which incite the company to master the cultural dimension. Furthermore, we note that the pressure of the environment and the competition encourages companies to turn to the international by hiring employees who come from diverse countries and have different culture. Indeed, many are the companies which have to go out of their national frame to face a strong competition and to develop their activities. Companies so gradually became multicultural groups where express themselves the social and cultural characteristics of the diverse nationalities which compose it. One of the main advantages of the cultural diversity would be the obtaining of synergies due to the creative mix of the various cultural approaches in the resolution of given problems (technical, commercial, human). Studies showed that the multicultural teams often allow a better resolution of problems considered as complexes, thanks to their cultural diversity. The cultural diversity becomes consequently a fundamental axis of the management of companies. Multicultural teams constitute a strategic force. They allow combining and developing synergies with a view to progress, original solutions in terms of strategies and skills. Innovation and anticipating changes are at the heart of the achievements of multicultural teams. In an optical marketing, multicultural teams develop a facility to adapt to the local markets evolution as well as political and legal differences. (By contacting the specific cultural) Theory. At first, there is this equation: Actuel productivity = potential productivity losses due to faulty process When you manage a multicultural team, the potential productivity is higher than a regular team, and the potential productivity is also constant. What the manager can influence is the losses due to faulty process; this one only depends on the manager skills. If he fails to make his team work as one, losses due to faulty process will be higher than the increase of the productivity linked to the multicultural aspect. How do cultural differences improve the competitiveness of a company? Different points of view lead to different opinion First of all, diversity team have different cultures and different ways of mind, thats why they will settle issues faster than usual teams, especially when these problems are complex. When they every member of an multicultural team meet each other, they have to open their mind to accept their differences and to go through to build relationships. Thats why they will also fit faster with new components and new issues: because they are more open to originality. Due to their varied backgrounds members will create more ideas, more inventive alternatives, more arguments. As a manager of a globalized company you should also notice that multicultural team will make product that will fit to all your clients (from China to Europe, and South America) Different point of view avoid groupthink Furthermore, diversity able a team to avoid Groupthink which is a major source of ineffectiveness in a team: Groupthink is the fact that every body in a team think in the same way. This kind of team will have neither creativeness nor originality. They are many symptoms of groupthink: overestimating the teams power and morality, closed mindedness, pressure toward uniformity Compared with monocultural team, multicultural counterparts are less likely to engage in this counterproductive behavior because they will note subconsciously limit their mind, or if they do so, they would not have the same limit since they dont have the same culture. Groupthink leads to many problems. Self censoring: people wont express their ideas if there are too innovative, in order to stay in the majority and in the consensus. An illusion of unanimity: since every member will think that his colleagues are sharing his point of view; they wont be any debate and no exchange of ideas. The team wont be able to take into consideration every detail, every risk, every weakness of a new project and it will lead to a failure. People may also feel more pressure on their shoulder which will create stress and less efficiency. What are the difficulties? At first, when you create your team, you have to build the team to create a spirit between your teammates. Its the most difficult parts and the most important one, if you succeed then your team will be very efficient but if you fail, you will have to deal with mistrust, miscommunication, and stress. How to build up a team spirit? When you build up an multicultural team, you will have to face stereotypes and clichà ©s. If you dont want it to poison your team and make it unable to work united, you will have to do things to make your co-worker trust each other. The first thing is to make your member meet each other, talk to each other, open their mind to other culture and make them accept differences. We are always using more distance communication like phone and email. Some members of your team may see each other only twice a year. But it is really important to make them speech together, because its much harder to build a relationship through electronic devices. Some managers may find it useless to waste time just to chat about our life, but you better have to lose a few hours now than many days later (because you chain of command failed,à ¢Ã¢â€š ¬Ã‚ ¦). This time of speech may also help the manager (aka you) to understand the habits of work of his colleagues. The relation they have with their boss, the way they take decisions, the way they try to reach their goalsà ¢Ã¢â€š ¬Ã‚ ¦ If you want to be a good manager and to understand their acts, you have to know these things. Otherwise you may get angry at one of your team member for no reaso n (like Gavin in the video who ask his Chinese colleagues to hurry up, but it is his boss that he should have asked). Every culture has a different value of the time and its implication, the influence of authority, different behavior toward riskà ¢Ã¢â€š ¬Ã‚ ¦ To build your team you can use several tools: Workshop: to make people speech to each other about value they share, or hobbies they have in common. Its important for them to see that they have similarities. But avoid some conflict themes like religion, politics, and dont talk about work. Serious game: As its a game, people will have less pressure on their shoulders, but they will learn to work as a team, they will solve problems (even if its not real cases). And its also a way (for the manager) to know the role of each member of the team (who naturally try to lead, who is the facilitatorà ¢Ã¢â€š ¬Ã‚ ¦) and it will be useful for the rest of the mission (to delegate work more efficiently). Outside activities: many companies offer activities their employees (week end of fishing, or trip to a ski stationà ¢Ã¢â€š ¬Ã‚ ¦). For most of them its even obligatory to do their assertiveness training every year. Advantages of these activities are that they make people meet out of work, with no pressure, just to talk about their life, so they will understand their colleagues more easily and their work will be improved. On the other side these activities are very expensive, but manager should take into consideration benefits due to an increase of productivity after these activities. During these activities, your goal is to create links between your teammates, but you should take care to downward slides: dont take any risk of accidents, incidents arising from alcohol, romantic relations between staff (whether extra-marital or not)à ¢Ã¢â€š ¬Ã‚ ¦ If you dont succeed to build up your team spirit it will lead you to other problems. Problems of mistrust are generally due to a poor knowledge of your team member. If you dont know enough his culture it will lead to misunderstanding. Since he is from a different country with a different background, he also has other habits and you should take it into account and not consider it as if it was the reaction of someone of your own culture (for example, when an Indian is acknowledging authority, he is looking down, what European and American can perceive as a lack of trustworthiness). Risks link to mistrust are a bad communication between member, an inaccuracy of stereotypes, and it will lead to less efficiency in your team. In your team, people from the same country may speak their native language when they are together, but as the manager, you have to be sure about the common language of your team. To avoid problems of miscommunication you have to be sure that every document is in the same language. You also have to be sure that people dont stay with those from the same country. These two worries will make the team less efficient as the team will be split in many pieces. This could slow the information between every member of the team; you will have translation problems and redundancies due to a lack of communication. Finally, as an international manager you have to be sure that all these methods and way to work doesnt stress your partners. Some people, who dont have the habits to work in a multicultural team, may feel a bit overwhelmed. Stress may also be linked to a lack of integration of its members. Then, they might have the feeling to work alone or perceive the other members as competitors. This would imply counterproductive behavior (such as retention of information) or tension between your team mates Hofstedes cultural dimensions theory We will now talk about Geert Hofstede a social psychologist and a Dutch anthropologist who study the interactions between cultures. He has been awarded many times for his research on the interactions between cultures in the world. One of his achievements is the establishment of a theory of cultural dimensions provides a evaluation of the differences between nations and cultures. According to him, there is nothing like a universal management method or management theory, valid throughout the world. The theory was one of the first that could be quantified, and could be used to explain observed differences between cultures. It has inspired a number of other major cross-cultural studies of values, as well as research on other aspects of culture, such as social beliefs. Hofstede has found most of its data on cultural values through global surveys conducted by IBM, an American company specializing in technology and consulting. The theory is based on the idea that the value can be placed on six cultural dimensions: Power distance: Power distance is the extent to which the less powerful members of organizations and institutions (like the family) accept and expect that power is distributed unequally. This dimension analyses the feelings of people. A low score in power distance indicates a culture expects and accepts that power relations are democratic and that its members are perceived as equal. A high score means that the members of society who have less power accept their condition and realize the existence of a form of hierarchical position. Individualism vs collectivism: The degree to which individuals are integrated into groups. This dimension has no political connotations and makes more reference to the group than the individual. Individualistic cultures give importance to the achievement of personal goals. In collectivist society, the groups goals and well-being have greater value than the individual. Uncertainty avoidance index: a societys tolerance for uncertainty and ambiguity. This dimension measures how a company handles situations unknown, unexpected events and anxiety about change. Cultures that have a high index are less tolerant in term of change while companies whose index is low are more open to change, have fewer rules and laws, and guidelines are more flexible. Masculinity vs femininity: The distribution of emotional roles between the genders. This dimension measures the level of importance a culture places to male stereotypes values such as confidence, ambition, power and materialism, as well as feminine stereotypes values such as the emphasis on human relations. Long-term orientation vs short term orientation: called Confucian dynamism. In the long term: values oriented towards the future, as to save money and be persistent. Short term: values oriented towards the past and the present, like respect for tradition and fulfilling its social commitments. Pleasure vs moderation: This dimension measures the ability of a culture to meet immediate needs and personal desires of its members. To understand management in a country, you should have the knowledge and empathy with the local society as a whole. However, the point of the unique statistical study that Hofstede conducted should warn everyone that people in other countries may think, feel, and act very differently, even when they are confronted with basic problems. Hofstede emphasizes that cultural dimensions are only a framework for evaluating a given culture, and guide to a better HOW TO MANAGE A MULTICULTURAL TEAM? Multicultural Managements notion The difference between people has always existed even if all of them come from the same country. For example even in a small country like France, you can feel diversity. People from the north can be easily compared with German people, and the ones that live in the south have a whole different mentality that can fit with the Spanish one. And that can also be found in a smaller range, just like a family! Everyone isnt the same, there are male/female and among these two parts, you can also find diversity if you look the characteristic of each individuals, it can be very different. You can take the example of teachers. They are dealing with young people, and they can come from all around the world as easily as if they belonged to the neighborhood. It could be that most of them are too young to have already a strong culture and strong differences, but the teacher can already feel it. After all its a management job too! In fact, multicultural management -that is more global- is the same as in monocultural management -neighborhood student- with even more diversity because difference rate can increase a lot, when we put together people that come from all around the world. As already said before, if you have to deal with people with a high rate of diversity, you will need to prevent all the problems that could come from the origin of stereotypes that comes from every culture. Thats why, if someone ask us what is Multicultural team management is really about. We wont hesitate saying that it is about Management! Once we have agreed with that, we can focus on the diversity/Multicultural side of it. And now we will talk about some key points that need to be correctly filled to work efficiently in multicultural groups. Or in other words, what behavior should have a good Multicultural manager. What vision a good Multicultural Manager should have ? To work efficiently with a multicultural group and having the best productivity, the manager should follow some different rules. His attitude is essential for the best cohesion in the team. Human Resources should never judge the new potential employee according to a physical aspect. It has been proved that judging physically the people in a team wont maximize the effectiveness of the group. This service should not judge the people according to his origin, but only on his abilities. To maximize team effectiveness, members should be selected homogeneous in ability level (thus facilitate accurate communication) and heterogeneous in attitudes (thus ensuring a wide range of solutions to problems) Its called the Task-Related Selection. Indeed you can compare that effect to the effect of Synergy. Synergy in terms of management and in relation to team working refers to the combined effort of individuals as participants of the team. Positive or negative synergy can exist. The condition that exists when the organizations parts interact to produce a joint effect that is greater than the sum of the parts acting alone. (http://wiki.answers.com/Q/What_is_Concept_of_synergy) Thus to sum up in an example, according to what is written upper, it would be a great idea to bring people that have nothing in common to work as a team to get the biggest variety of characteristics. Such as a team composed with: Physically Differences: boys, girls, young, old, pretty and ugly Background Differences: Asian, European, American and African. Values/Opinion Differences etc. However, as strange as it can seems in the first hand, people should maximize their cultural difference in the team. Be careful that team should not act as if the team was a monocultural one. Indeed, If diversity is ignored it will lead to a dead-end and the productivity will be lower. The manager has to form all of the people in the group to avoid ignorance of the cultural difference and so lead them

Michael D Nobles

Attention: HR Manager Boeing Re: Aviation Technician Opening Dear Sir/Madam: In response to your recent advertisement for an Aviation Technician, I have enclosed a copy of my resume for your review. As you will note, I have spent the past couple of years in the combined areas of ground Transportation, Towing logistics, Security, Alarm, Safety and Emergency systems installation and maintenance and I am looking to maximize my technical and mechanical skills to further business goals and bottom-line objectives. I am seeking to transition to the aviation field and to support this goal I am currently enrolled at the South Seattle Community College where I am pursuing my Aviation Maintenance Technology (AMT) degree. In my candidacy, you will find: A perfect safety record as well as an outstanding Technical and Mechanical Aptitude A team oriented professional with a positive work ethic and deep commitment to providing excellent results A track record of excellent performance as an employee at my various places of employment The proven ability to build genuine rapport I would like the opportunity to meet with you personally where we may further discuss your organization's requirements and my qualifications. I can be reached at home on (425) 793-6223 or on my cell phone: (425) 679-2079. I may also be contacted via email at [email  protected] Thank you for taking the time to review my resume and I look forward to hearing from you soon. Sincerely, Michael D Nobles Enclosure

Confident Interval

Fall 2012 Assignment 5 (Total Points Possible: 15) Name: Banner ID: Instructions: Use this page as your cover page, and attach your groupwork behind your work. Your assignment answers should be in complete and grammatically correct sentences. 1. According to the National Center for Health Statistics (2004), 22. 4% of adults are smokers. A random sample of 300 adults is obtained. (a) Describe the sampling distribution of phat, the sample proportion of adults who smoke. (b) In a random sample of 300 adults, what is the probability that at least 50 are smokers? c) Would it be unusual if a random sample of 300 adults results in 18% or less being smokers? Explain your answer.2. A machine at K&A Tube & Manufacturing Company produces a certain copper tubing component in a refrigeration unit. The tubing components produced by the manufacturer have a mean diameter of 0. 75 inch with a standard deviation of 0. 004 inch. The quality-control inspector takes a random sample of 30 components once each week and calculates the mean diameter of these components. If the mean is either less than 0. 748 inch or greater than 0. 752 inch, the inspector concludes that the machine needs an adjustment. a) Describe the sampling distribution of the sample mean diameter for a random sample of 30 such components. (b) What is the probability that, based on a random sample of 30 such components, the inspector will conclude that the machine needs an adjustment when, in fact, the machine is correctly calibrated?3. In a random sample of 678 adult males 20 to 34 years of age, it was determined that 58 of them have hypertension (high blood pressure). Source: The Centers for Disease Control. (a) Obtain a point estimate for the proportion of adult males 20 to 34 years of age who have hypertension. b) Construct a 95% confidence interval for the proportion of adult males 20 to 34 who have hypertension. Interpret the confidence interval. You wish to conduct your own study to determine the proportion o f adult males 20 to 34 years old who have hypertension. (c) What sample size would be needed for the estimate to be within 3 percentage points (interval length is 0. 06) with 95% confidence if you use the point estimate obtained in part (a)? (d) What sample size would be needed for the estimate to be within 3 percentage points with 95% confidence if you don’t have a prior estimate (use phat=. )? 4. A random sample of 60 married couples who have been married 7 years was asked the number of children they have.The results of the survey are as follows: 0 0 0 3 3 3 1 3 2 2 3 1 3 2 4 0 3 3 3 1 0 2 3 3 1 4 2 3 1 3 3 5 0 2 3 0 4 4 2 2 3 2 2 2 2 3 4 3 2 2 1 4 3 2 4 2 1 2 3 2 The data is also in Excel format on Blackboard: FamilySizeData. xls. (a) Obtain a point estimate for the mean and standard deviation number of children of all couples who have been married 7 years. (b) What is the shape of the distribution of the sample mean? Why? c) Compute a 95% confidence interval for the mean number of children of all couples who have been married 7 years. Interpret this interval. (d) Compute a 99% confidence interval for the mean number of children of all couples who have been married 7 years. Interpret this interval. (e) You wish to conduct your own study to determine the mean number of children of all couples who have been married 7 years. What sample size would be needed for the estimate to be within 0. 25 (interval length is 0. 5) with 99% confidence if you use the point estimates obtained in part (a)?

Story of the Stone Essay - 1393 Words

Cao Xueqin’s Story of the Stone is a classic in Chinese literature, showcasing the life and exploits of the wealthy Jia clan during the feudal era. Through Cao’s depiction, the reader is afforded a glimpse into the customs and lifestyle of the time. Chinese mode of thought is depicted as it occurred in daily life, with the coexisting beliefs of Confucianism and Taoism. While the positive aspects of both ideologies are presented, Cao ultimately depicts Taoism as the paramount, essential system of belief that guides the character Bao-yu to his eventual enlightenment. As was the case in China, Cao depicts the two forms of belief existing alongside one another, and not necessarily practiced exclusively to one another. Confucianism†¦show more content†¦After publishing the work, Vanitas experiences a Taoist transformation. Confucian ideology is presented early in the text as well. In Chapter Six, we see a distant relative coming to the household to seek financi al help. Despite their estrangement and lack of contact in recent years, the family is generous and Xi-feng presents Grannie Liu with silver. Here the Confucian filial obligation to family is highlighted. In the Confucian system, such a system of virtuous relationships provides structure and order to an otherwise chaotic society. Xi-feng’s actions demonstrate the importance to which Confucian values were held in this period. In contrast to Confucian beliefs, which seek understanding through obligation to duty and family, Taoism provides a better platform for personal betterment and spiritual awakening. In the fifth chapter, when Bao-yu is summoned to the Land of Disillusion, his fairy-overseers explain their concern for him, because as they see it, he the last possible chance for redemption of the family. They are concerned that Bao-yu’s sexual curiosity is getting in the way of his studies and the advancement of his Confucian understanding. For this reason, th e Fair of Disenchantment arranges for a sexual rendezvous between Bao-yu and her own sister in hopes that it will snap him out of his earthly desires. â€Å"My motive in arranging this is to help you grasp the fact that, since even in these immortal precincts love is an illusion, the love ofShow MoreRelatedThe Story Of Stone Mother847 Words   |  4 PagesGroup 1, Question B The story of Stone Mother functions both as an origin and etiological story because it provided a sense of values and explained the phenomena of nature’s creation in time. It’s amazing to analyze how certain landmarks in nature were created based upon the stories that were passed down through generations. The story shared the value of family and to appreciate the connection that exists between people and nature. 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Both the book and the filmRead MoreThe Lottery Symbolism Essay908 Words   |  4 PagesAll around the world today thousands of people die from murder and the numbers increase every year. Our world is filled with violence and tragedies that kee p increasing, just like in, Shirley Jacksons story â€Å"The Lottery.† The characters in a small village choose someone to stone to death each year because of tradition. As this tradition continues, more and more people die as time passes. All of the towns folk grow more and more nervous, hoping not to get picked. They gather in the town square toRead MoreStonehenge Essay971 Words   |  4 Pagessmaller stone semicircle, and a larger more define horseshoe surrounding the two smaller areas. The inner part of Stonehenge dates back more than 5000 years ago. The radius of the inner circle spans 320 feet, the depth of the ditch is 7 feet deep by 20 ft wide. The people who built this circle took the chalk like rock that was produced from digging and built up a bank within the bank there were 56 holes dug named after the scholar John Alburey. At the entrance of the circle there were two stone thatRead MoreAnalysis Of The Book The Lottery 916 Words   |  4 Pages The Foreshadowing in â€Å"The Lottery† On a warm day in late June, villagers gather in the square to participate in a lottery run by Mr. Summers. The children arrive first and begin collecting stones until their parents call them to order. Mr. Summers calls each head of the household forward to a black wooden box, where each selects a slip of paper. Once the men have chosen, Mr. Summers allows everyone to open the paper and see who wins. Bill Hutchinson wins and his wife immediately starts protestingRead MoreThe Lottery, By Shirley Jackson1227 Words   |  5 Pagesâ€Å"The Lottery,† the short story by Shirley Jackson. The plot is not too hard to understand except that you do not realize what is going on until the very end. It talks about the people gather in the village square. Then they seem to be gathering up stones especially the children, and then there is the actual lottery. That means a drawing where somebody is going to â€Å"win.† Now, it turns out that after everybody pulls out their pieces of pa per, and there is this elaborate ritual where family unit goRead More the devil and daniel webster Essay1251 Words   |  6 PagesIntroduction nbsp;nbsp;nbsp;nbsp;nbsp;The story I had read was the Devil and Daniel Webster it was written by Stephen Vincent Ben’et. This story is a lot alike most of his other stories discussing what it means to be an American. Also this story is one of his most famous stories it combines folk-lore and history also it has been made into a play and so to be coming out a movie. Story Summary nbsp;nbsp;nbsp;nbsp;nbsp;In this story it begins speaking about a character named DanielRead MoreThe Sword in the Stone: Disneys Version vs. T.H. White1399 Words   |  6 PagesThe story of King Arthur is widely known, either his beginnings told in The Sword in the Stone or how he led the Knights of the Round Table. While there are many version of his story T. H. White’s written version and Disney’s animated version of The Sword in the Stone are two of the most recognized versions. Most movies have the ability to embody the original intent of the book they were based upon. Disney’s movie version of T. H. White’s rendition of The Sword in the Stone, however, while portraying

Top Guide of Wuthering Heights Essay Topics

Top Guide of Wuthering Heights Essay Topics Wuthering Heights Essay Topics - Is it a Scam? Most folks wish to prosecute excellence. The novel told from several points of view is readily read and interpreted from several perspectives, also. After discovering our website, you will no longer will need to bother friends and family with these kinds of requests. They have sites that offer direct contacts between writers and customers and permit them to discuss details and get the very best result. The Good, the Bad and Wuthering Heights Essay Topics Moreover, Heathcliff and Catherine's love is dependent on their common perception they are indistinguishable. Let's find more information regarding revenge inside this novel. Catherine is made to populate as a typical retainer at Wuthering Heights. Only she would have kept because of her fatality. Heathcliff's revenge is painful for everybody around him, but he fails to care about doing it. Although Heathcliff understands the revenge, he's thirsty for, he fails to feel satisfied. Heathcliff is trying to steal Hindley's horse in an effort to acquire some capital. Heathcliff begins his ploy for revenge from the start of the novel. It is among the best books I've had the chance to put on my reading shelf. Bronte illustrates how class mobility isn't always moving in 1 direction. A big quality of the Victorian Era is put on societal accent. It is a lovely location, almost heavenly. Treated as an outsider once more, Heathcliff begins to think of revenge. On the flip side, Heathcliff is portrayed as possessing an almost herculean ability to keep up the exact same strategy and to foster the exact grudges over many decades. First, the thought of having the ability to seek the services of a tutor generally depicts an upper class family but by noting he is travelling a reasonable distance highlights the isolation of Wuthering Heights from the remainder of civilisation. Apparently, if you get sick at a person's house, you've got to stay there for some time. Thus, the principal job must be accomplished by you. Hareton is apparently an uneducated farm hand that doesn't take lightly to anyone. Finding the Best Wuthering Heights Essay Topics Essays could be lightly modified for readability or to defend the anonymity of contributors, but we don't edit essay examples before publication. Drifters poem essay should you need to compose an argumentative essay. Thereby, there is more you're able to do with your Wuthering Heights essay only when you have read the novel and understand the fundamental concepts. Wuthering heights essay is quite a frequent assignment given to the students so as to build their lite rary skills. Class structure plays an important part in Wuthering Heights and would make a great topic for discussion. Then, students may consider the function of religion in Wuthering Heights itself. Therefore, many students and employees decide to obtain low-cost essay rather than writing it themselves. Passion is the consequence of intense feelings. Their love looks born out of their rebellion instead of merely a sexual desire. Really the story is just one of revenge. Therefore, the motivation for Victor's revenge gets clear, and the high level of his desire. Wuthering Heights Essay Topics Secrets That No One Else Knows About This means they're academically qualified, able to compose a well-structured essay and understand how to research from trustworthy sources. The embedded literature provides the reader a wide selection of opinions and points of view, although not all them are believable. Citations and extracts from assorted sources have to be formatted properly. Practice your a nalytical reasoning employing these incredible topics! Basically, readers are eavesdropping instead of experiencing the action. In order to talk about my plot, I'll describe it and show the method by which the feminism is expressed within this book. Bronte implements using a narrator inside her novel. All novels have a minumum of one conflict, and a few have several.

Essay about hamlet - 1270 Words

Hamlet: Ophelia and Gertrude Ophelia and Gertrude, two different women who seem to be trapped in the same situation when it comes to Hamlet. Gertrude, Hamlets mother and the Queen of Denmark is married to Claudius, who is suspected by Hamlet to have killed his father, King Hamlet, who is Claudiuss brother. Gertrude ended up in the plot of King Hamlets death and in the eyes of her son, is a monster and helped with the murder. Ophelia, the daughter of Polonius who is the Kings counselor and is later killed in the play and has forbidden his daughter to see Hamlet. She truly loves Hamlet and is devastated when he disowns her and pretends to be mad. Hamlets treatment towards these two women brings their characters to life and†¦show more content†¦He threatens her and after some confusion, Hamlet kills Polonius who is hiding behind the curtain listening to the conversation. This gets Laertes in the plot to kill Hamlet. In this scene even though Hamlet threatened her, she still loved him and treated him the sa me way that she had treated him before the confrontation. Ophelia is a young lady born to the Kings faithful advisor, Polonius and sister to Laertes. The first time we see Ophelia in the play is in scene III, when she is saying goodbye to her brother who is going back to Paris. She is warned, by her brother, that she should beware of Hamlets love because he is not just any regular man. In this scene, Ophelias love is still strong towards Hamlet. She seems not to care too much when her brother is talking to her, but when her father talks to her, and she tells him about the strong love between them, Polonius makes her believe that there is not such thing. He orders Ophelia to end the friendship and, like the obedient daughter she is, she does. Later in the play Polonius is convinced that Hamlet is truly in love with Ophelia and as soon as he sees the Queen and King he starts telling them about the love between the two and how strong it is and he also reads a love letter, from Hamlet to Ophelia, that he has found: â€Å"Doubt thou stars are f ire, Doubt that the sun doth move, Doubt truth to be a liar, But never doubt I love. O dear Ophelia, I am ill at these numbers. I have not art toShow MoreRelatedHamlet Madness In Hamlet1293 Words   |  6 Pages When reading Shakespeare’s Hamlet as a class, the first thing that most teachers or professors point out is the argument/idea of sanity, specifically Hamlets sanity. I believe that Hamlet is, in fact, feigning his madness. What I do not know is if I believe this because it is what I was taught or if I came up with the idea myself based on my own interpretation. When I was taught Hamlet there was no argument it was just fact that he was faking his madness. Because of my confusion, I came to findRead MoreHamlet1304 Words   |  6 Pagesunderlying themes of revenge, incest, and suicide, William Shakespeare’s Hamlet was remembered by many Elizabethan Era viewers as both a philosophical and oft-debated masterpiece (Dickson). These controversial themes attracted viewers everywhere, enticing them to see the play. One scene in particular from the original text of the play where this proves true is act IV, scene iv, lines 31-65, in which the titular character Hamlet decides tha t the time for revenge is at hand in an insightful soliloquyRead MoreHamlet787 Words   |  4 PagesElements of Drama: A Review of Hamlet Elements of Drama: A Review of Hamlet The way an artist creates a sculpture is similar to the tactics of a drama writer. While artist focus on the color and shape of their creations, writers of drama focus on specific elements. In Hamlet, Shakespeare uses plot, character, setting, staging, and theme to create a well-rounded story. 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Claudius, who is Hamlets uncle, has recently become the new king and as well married Hamlets fathers wife, GertrudeRead More Hamlet Essay1107 Words   |  5 Pages Perhaps the most famous soliloquy in literature, these words reflect the state of desperation in which Hamlet, the Prince of Denmark, finds himself as he contemplates suicide. His father, the King, has died. His mother, the Queen, has remarried within a month of the Kings passing, an act which has disturbed young Hamlet in and of it. To make it worse, she has married the Kings brother, Hamlets uncle, who is now the King of Denmark. As Hamlets despair deepens, he learns through the appearance

Analysis of Different Types of Leaders †Free Samples to Students

Question: Discuss about the Analysis of Different Types of Leaders. Answer: Introduction The three types of leaders who will be analysed in this essay are, the CEO of a multi-national company, a prison officer and a supervisor on a construction site. Firstly, the essay will evaluate the paternalistic leadership style that is followed by the CEO of a multinational company. Secondly, the essay will evaluate the directive leadership style that is followed by a prison officer. Thirdly, the essay will evaluate the participative leadership style that is followed by the supervisor on the construction site (Arnold et al., 2015). The major intention of this paragraph is to analyse the leadership style that is followed by the CEO of a multinational company. The paternalistic style of leadership is common among the CEOs of the modern global organizations. The main aim of the CEO of an organization is to create a workforce which shows high performance. This has become increasingly important in all the multinational organizations so that the leaders can successfully inspire the members of the organization. This style of leadership is followed in the upper levels of the organization which include the teams, the divisions, the departments and the organizations as a whole. These types of leaders are dominant in nature and act as a matriarch or patriarch towards the employees. The leaders depicting this style of leadership are dominant and parental in nature (DuBois et al., 2015). As discussed by, Holten and Brenner, (2015), the dominance of the CEOs is not always sufficient for the leaders to motivate the members of the organization. The successful paternalistic leader mainly thinks about the big picture and tries to consider the various decisions that can affect the organization or his family. The education and social skills are valued by these leaders and sometimes they can even go out of the way to help the employees and provide them with opportunities for the improvement of their interpersonal skills and the business. The leaders encourage the followers to be creative and innovative in nature so that new ideas can be created. The paternalistic leaders do not criticize the leaders on a public platform. According to, Keskes, (2014), they are much more focussed towards solving the issue rather than blaming the person who has committed the mistake. The leaders in this case try to influence the employees by their own behaviour. The leaders or the CEOs act as a role model for the employees in the organization. The employees are easily able to trust these leaders and respect them as their parents. The leaders in this case use their power to influence the members of the organization to achieve the goals. The CEO of the organization will act as a parent to the employees and reward them for their innovation and creativity. This will further motivate the employees to improve their productivity and in turn increase the revenues of the company. This type of leadership is suitable for the global organizations as they need to operate in different countries with diverse group of employees (McCleskey, 2014). The intention of this paragraph is to analyse the directive leadership style that is depicted by a prison officer. Directive leadership style is same as the autocratic style of leadership, where the subordinates are provided with instructions by the leaders regarding their work process. The projects, ideas and the tasks are initiated by the leader and the subordinates are provided the responsibility to complete the given tasks. The deadlines related to these tasks and the specific standards are also provided by the leaders. The rules that are exercised by these leaders are quite firm in nature and the subordinates need to work within the boundaries that are provided by the leaders. The directive style of leadership is mainly followed by the leaders of traditional organizations where the subordinates respect the seniority of the leaders (Nanjundeswaraswamy Swamy, 2014). The prison officer needs to follow this style of leadership so that they can lead the prisoners and provide them wi th the appropriate instructions. As discussed by, Saeed et al., (2014), the leaders in this case need to bed strict regarding their ways of operations and the suggestions of the subordinates are not considered in this case. The prisoners need to strictly follow the rules and the regulations that are formulated by the leaders or the prison officers. The leaders are able to get the jobs done quickly with the help of directive leadership style. The officers except immediate compliance from the prisoners as soon as the instructions are provided to them. This leadership style is common in a situation where the prison officer needs to instruct the prisoners regarding the various jobs that need to be performed. The subordinates in this case are not eligible to give any excuse to the leaders regarding the tasks that they need to perform. This style is the best possible way to handle the prisoners in an effective manner. This paragraph intends to evaluate the participative leadership style that is followed by the supervisor of a construction site. This style of leadership mainly invites the inputs from the employees related to the decisions that are to be taken by the management. The staff of the organization are provided with enough information about the various issues and the decision-making process of the organization. The process of decision-making in the participative style sometimes becomes slow as the inputs need to be collected from the employees before the final decision is taken. The staff in this case accept the decisions and policies that are formulated by the management quite easily as they are consulted before the decisions are taken (Saleem, 2015). The resistance that is provided by the employees towards the decisions taken by the management is quite less in this case. The employees have a personal stake regarding the success of the new policies that are formulated by the management. T he morale of the employees is also quite high which is a result of the voice that they are provided in the organizational policies. The supervisor at a construction site needs to work in a participative manner with the employees. According to, Sethuraman and Suresh, (2014), the decisions related to the various operations that are taking place in the site need to be taken based on the inputs that are provided by the employees or the subordinates. The employees in this case have to play a significant role in the decisions that are taken by the supervisors. The work conditions will also be improved with the help of the employees. The operations in the construction site need to be performed by the employees and the supervisor in a collaborative manner. The employees in the construction site can perform their duties in a collaborative and active manner with the help of a participative leader. This will help in improving the retention policies of the employees. The supervisors therefore n eed to participate in the various work processes in the site rather than providing them with strict instructions (Skogstad et al., 2015). This will help the employees in performing their tasks in an effective manner and further increasing the productivity of the organization. In addition, as discussed by, Strom, Sears and Kelly, (2014), the leadership styles that are followed are different for different types of organizations. The leadership style followed in an organization depends on the culture and types of operations. The style of leadership is based on the needs of the employees in the various organizations. The leader needs to follow the leadership style which can help them to get the jobs done by the employees. The wrong style of leadership can further affect the profitability and the revenues of the organizations. The directive style of leadership is necessary to be followed in an organization like a prison. In these organizations the leaders need to be strict enough to compel the employees to complete their jobs. On the other hand, the paternalistic style of leadership is the best style to be followed in global or multinational organizations as the leaders in this case need to be inspirational and encouraging in nature so that the best performanc e of the employees can be derived which can further increase the profitability of the organizations. The participative style of leadership is the best to follow in the areas like construction sites as the leaders in this case need to collaborate with the employees and take decisions according to their inputs (Yahaya Ebrahim, 2016). The leadership style is therefore totally dependent on the employees of that organization and the ways by which react to the instructions that are provided by leaders. Conclusion The essay can be concluded by stating that the leadership style followed in an organization affects the operations of the organization and its profitability in the industry. The leaders play a significant in motivating the employees and further increasing the revenues of the organization as well. The organizations in different fields are therefore related to the various types of leaderships that are followed by the supervisors, CEOs or the prison officers as well. References Arnold, K. A., Connelly, C. E., Walsh, M. M., Martin Ginis, K. A. (2015). Leadership styles, emotion regulation, and burnout.Journal of Occupational Health Psychology,20(4), 481. DuBois, M., Hanlon, J., Koch, J., Nyatuga, B., Kerr, N. (2015). Leadership styles of effective project managers: Techniques and traits to lead high performance teams.Journal of Economic Development, Management, IT, Finance, and Marketing,7(1), 30. Holten, A. L., Brenner, S. O. (2015). Leadership style and the process of organizational change.Leadership Organization Development Journal,36(1), 2-16. Keskes, I. (2014). Relationship between leadership styles and dimensions of employee organizational commitment: A critical review and discussion of future directions.Intangible Capital,10(1). McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development.Journal of Business Studies Quarterly,5(4), 117. Nanjundeswaraswamy, T. S., Swamy, D. R. (2014). Leadership styles.Advances in management,7(2), 57. Saeed, T., Almas, S., Anis-ul-Haq, M., Niazi, G. S. K. (2014). Leadership styles: relationship with conflict management styles.International Journal of Conflict Management,25(3), 214-225. Saleem, H. (2015). The impact of leadership styles on job satisfaction and mediating role of perceived organizational politics.Procedia-Social and Behavioral Sciences,172, 563-569. Sethuraman, K., Suresh, J. (2014). Effective leadership styles.International Business Research,7(9), 165. Skogstad, A., Aasland, M. S., Nielsen, M. B., Hetland, J., Matthiesen, S. B., Einarsen, S. (2015). The relative effects of constructive, laissez-faire, and tyrannical leadership on subordinate job satisfaction.Zeitschrift fr Psychologie. Strom, D. L., Sears, K. L., Kelly, K. M. (2014). Work engagement: The roles of organizational justice and leadership style in predicting engagement among employees.Journal of Leadership Organizational Studies,21(1), 71-82. Yahaya, R., Ebrahim, F. (2016). Leadership styles and organizational commitment: literature review.Journal of Management Development,35(2), 190-216.