An Unspoken Cycle That Determines The Success - 975 Words

When talking about inequality, it should be mentioned that there is an unspoken cycle that determines the â€Å"success† of the average individual. The cycle goes as follows: education in most cases directly affects the type of job you have. The type of job you have affects your wealth, which in turn affects your ability to buy a house (mortgage or not) in a â€Å"quality† area. The quality of the area, then affects the type of education you get. This is a cycle that while was once racist, now unintentionally constrains people to the same socioeconomic class as the one they were born into. It just so happens that due to the previous intentions, many African-Americans are trapped in a low socioeconomic class and are unable to advance. In fact, America today according to a few large studies, is less mobile (moving up in socioeconomic class) than other comparable nations. One study for example found that around 42% of American men who were brought up in the bottom fifth of American incomes, stayed there throughout their lives. This same study found that only around 8% of American men gained access to the top fifth from the bottom, a number lower than others like the Danes or the British (â€Å"Harder for Americans to Rise From Lower Rungs†). Unfortunately, minorities in America are at the largest disadvantage economically due to this cycle. From the very beginning of this cycle, specifically African-Americans were legally forced to be separated from the rest of America because of the JimShow MoreRelatedSoccer Community Description Of Soccer Essay2091 Words   |  9 PagesIt is almost like a continuous cycle of knowledge, as you grow up and play with people from different cultures and backgrounds, you continue to gain knowledge and continue to pass it along. 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Fast fashion evolved at the turn of the twenty-ï ¬ rst century into a business approach characterized by fresh fashions, shorter life cycles, and faster production, placing signiï ¬ cant pressure for rapid delivery, quality products, and low prices for each segment of the supply chain in a highly competitive environment. Manufacturers must utilize dynamic capabilities to maximize their competitive

Handling Complaints How Did the Employee Respond Free Essays

In our case, a guest is having meal in The Hong Kong Jockey Club. She has order an a la carte with steak. She would like her steak with well done. We will write a custom essay sample on Handling Complaints: How Did the Employee Respond? or any similar topic only for you Order Now Unfortunately, the waiter gives her a wrong meat temperature dish, i. e. medium. The guest is not satisfy with the dish and begin lose temper asking for explanation. The waiter has do the following step to provide the right and quality service to the guest. Firstly, the waiter tries to calm the guest down. Secondly, he is listening to the guest’s grievances, so as to provide the right service to the guest again. And he is allowing the guest to vent, to let the guest express her unsatisfactory. Thirdly, the employee tries to apologize for the wrong service, to give the image that our restaurant is willing to correct our mistake and not to happen again. Fourthly, the employee has done the corrective action. He asks the chef to cook the dish again as soon as possible. And with the correct meat temperature i. e. well done. This can show to the guest that we have a positive â€Å"can do† attitude. Finally, servicing the guest with politeness again. The skills and theories that we have apply in the case: For the procedural side: We have attempt timeliness. When the guest has problem regarding the steak she ordered. The employee has taken immediate action to approach to the guest. Listening what is her concerns and grievances. Then make a corrective action. Therefore, we can practice the moment of truth to the guest. Communication skill also applies on our case. When the employee notice that the food production section have cook the wrong dish to the guest. He immediately asks the chef to cook it again with the right meat temperature. And this dish is the first priority to be cooked. So the guest needs not to wait for longer time. This can show that we apologize for our fault. For the personal side: Firstly, positive attitude can be found in the case. When the guest is complaining with the wrong dish, we immediately apologize for our fault. And we do try clam the guest down to let her vent her dissatisfy feeling. Also the employee listens to her concerns and grievances as to give the right service to her again. Secondly, guidance also can be found in the case. The employee use positive wordings like â€Å"Please wait; let me order a new one for you. This shows that we are willing to be of assistance. And we are concern of every customer’s needs. No one we will miss out. Lastly, we have solved the problem immediately when guest has a problem. The employee immediately calls the chef to cook the right dish as soon as possible. Therefore, the guest no needs to wait for long time to have her meal. So the guest tempers being recovered very soon. And do not affe ct her feeling while dinning out. Recommendations for improvement To avoid the problem happen again, I suggest when taking order from the guest, repeat what items the guest had ordered. It is because double check of order can prevent mistake, sometimes the environment is noise, and service provider may not listen well to what the guest has ordered. Also, the chef can ask clarification from the front line staff when come across some rare food order. It is because in tradition in cooking steak, cooking steak with well done are not commonly found in western eating culture. When the chef comes across with this kind of rare cooking method, he can ask the front line staff to make clarify. Then mistake can be minimize. How to cite Handling Complaints: How Did the Employee Respond?, Essay examples

Behavior And Promotes Prosocial Responses -Myassignmenthelp.Com

Question: Discuss About The Behavior And Promotes Prosocial Responses? Answer: Introduction During a short contract as the unit manager in a global insurance company, I faced different ethical and leadership dilemmas. However, one occasion put to test my management skills in leadership, ethics and multiculturalism. As a sales oriented company, my team was under pressure to perform. We undertook projects based on result and each team was putting up enough efforts to outperform the other. My colleague Timothy advised me that nothing comes easy in marketing and I had to engage in corrupt dealings in order to sell the products. I had to use false information about the price in order to convince more clients. In his opinion, Insurance brokers from his home country excel because of skillful marketing tactics that do not conceal the hidden charges. Timothy points out that marketing does not look at the fairness in practice, competition nor pricing. This discussion brought about critical issues in leadership, ethical management and personality traits. This essay unfolds the ethical dilemma faced by leaders in the insurance industry. It focuses on the unit manager as a personal leader (Qi Ming-Xia, 2014). Level managers are responsible for setting a good example to subordinates or followers. Employees in the global businesses come from different backgrounds hence are guided by varied values and principles. Credibility Issues The main components of leadership focus on each leader as an individual. This is a personal approach to leadership. Aristotle one of the founding fathers of virtue leadership theories stated that effective leadership is a combination of ethics coupled with action(Levine Boaks, 2014). Although I had a different opinion about Timothys approach to leadership, we were both recognized leaders within the insurance company. In fact, it was commendable that his team received awards severally for sales performance. I could not help but admire his charming attitude and charisma, which endeared him to his teammates. Credibility in management practices calls for emotional intelligence as propagated by Daniel Goleman(Mohler, 2012). Leaders are different because of the influence that they have. Timothy was the best manager in the company because he had a rare ability to influence individual choices. However, he had his own perspective about leading and managing his team. His ideas of success were different from mine. Although he depicted performance through tangible results in sales activities, his model had questionable virtue. Goleman highlighted six models of leadership including commanding, pacesetting, democratic and visionary. In the case of Timothy, he was a pacesetter in the marketing department because of his vision to sell. Timothy focused on the acquisition of more customers regardless of the channel he used. In this case, the end justifies the means(Kemeny, et al., 2012). He set his pace based on self-direction and not standard procedure. We had both gone through business classes and Ethics was part of our professional training. However, my approach to leadership leans towards excellence and I like to build consensus through effective leadership that supports quality standards. I found this missing in Timothy because the corporate environment calls for affiliative leaders who connect with team members within a harmonious system. Visionary Leadership and Personality Traits In support of Goleman, contemporary leaders today develop ethical standards in personal leadership styles (Goleman, et al., 2013). In business leadership, emotions have a critical function because of self-awareness and decision making processes. I have personally faced challenges that made me choose between earning more money and making quality, sustainable decisions. Having personal values about business choices guides the self-regulation process. When I encounter huge business deals that may not have ethical procedures, I find myself tempted to ignore ethical values. Timothy was aware of the importance of performance in a result-oriented industry. Personal leadership defines a leaders attitudes, and practices. Engraved in cultural and ethical frameworks, this leadership approach is subjective. This explains why Timothys style of leading was different from mine. Although we were both unit managers, we approached our responsibilities from a different point of view. Despite the fact that Timothy was leading in the performance charts, I could not envy his management style because I felt that it was short-lived and did not have personal fulfilment. I had the right perception of success and it did not matter whether this had tangible results because my approach was more sustainable. In my opinion, my behavior did not focus on pleasing people but on doing the right thing. In order to develop the right management and leadership practices, I focused on a positive trait while Timothy represented a callous approach that did not emphasize on the process. He showed less commitment to his team members despite the fact that they liked his personality. His approach is popular in marketing and advertising where there is a tussle between ethics and business success(Boone Kurtz, 2013). Globally, insurance firms and service providers arise suspicion because of questionable ethics in product placement, pricing, professional conduct and quality service delivery. Multiculturalism According to Chhokar, et al (2013) leading people is about the core personality traits and unique values. These determine the type of leadership taken by industry leaders. Run by Indians, our insurance firm had no restrictions on morality and my colleagues included a conglomerate of Muslims, Christians and Buddhists. My perception of leadership is strongly based on spiritual values. I am a Christian who believes in making concrete decisions based on love for the neighbor and doing the right thing in fear of a supreme being. On the other hand, Timothy did not commit to any religion. Purporting to be an Atheist he ascribed to his own values defined by personal success factors. It is good that he respected all kinds of faiths,but his actions failed to show enthusiasm for any moral guidelines. His apathetic leadership practices did not consider service oriented leadership and he prefered to lead a small team than a whole group. In his vision plan, unit managers had better deals than branch managers because of the commissions. His idea of morality was centered on reflection and not action or exemplar leadership. He ascribed to the right management practices, which supported his outcome(Czinkota Ronkainen, 2013). Cultural values influence personal traits and some leaders are realistic while others are impractical. If I chose to follow Timothys approach of dishonesty, I would be pessimistic about building credible teams. During a HR appraisal process, it was evident that most of my team members found motivation in group participation while Timothys team members were indifferent and disorderly. They had no personal connection even though they produced positive sales reports. I came to the conclusion that the professional work environment provided a perfect setting for leaders to demonstrate their abilities as leaders and to gain the right perception about work. Leadership Theory So what exactly is leadership? Timothy stands out as a leader in his own way but I recognize my personal leadership style as more respectable. One of the critical assumptions about leadership is that it comes naturally. However, I ascribe to the behaviorist approach, which concentrates on tasks and relationships(Goleman, et al., 2013). This is different from traits based leadership adopted by Timothy, which comes out as selfish. In his style of leadership, competition was key to performance. His functional group in the organization often encountered challenges helping customers to understand the importance of life and health insurance. On the other hand, my unit had a convincing approach because we were honest when explaining our business approach to our clients. Behavioral leadership looks at the characteristics of the leader, and the connection to the followers. In my team, people are more important than money. My followers were keen on the clarification of each activity we undertook because it brought out our skills in sales and unique attributes. We overcame barriers and took advantage of opportunities while emphasizing on values. We organized our sales strategies around the companys core values among them integrity and customer service. On the other hand, in Timothys team individuals had divergent goals based on assumptions like charisma and performance ability. Professional expertise calls for effective leadership, collaborative teamwork, and behavioral support systems. Like other leaders, Timothy had the ability to engage others into sales actions. However, his team lacked a leadership model to define the teams core traits and values. Influenced by individual philosophies, Timothys leadership style lacked morality and missed the critical professional ethics. In order to harmonize his leadership approach with quality leadership, he needed intellectual abilities that remain intact when tested. In Machiavellis word, I support leaders who remain true to virtue in the midst of competing interests(Chervenak, et al., 2013). Conclusion The consequences of following virtuous leadership may not always bear immediate positive results. However, in the end virtue comes out as successful. Timothy may have won a number of awards for leading the best performing team, but his approach exhibited vices. A deeper analysis of his victory reveals loopholes and unnecessary risks. Like other businesses today, insurance companies incur loses and legal suits because of failure to commit to their agreed service plans. Customers around the globe feel duped in business by money hungry business leaders who focus on profits while neglecting the non-tangible value approaches. I have learnt to differentiate between leadership and personal interest because of real life examples by counterfeit leaders who promote chaotic leadership. My primary function as a leader is not to gain popularity but to provide service to humanity. I choose to implement rational leadership based on people. References Boone, L. E. Kurtz, D. L., 2013, Conetmporary marketing. Cengage Learning. Chervenak, F. A., McCullough, L. B. Brent, R. L., 2013, The professional responsibility model of physician leadership. American Journal of Obstetrics Gnecology, Vol 208, no. 2, pp. 97-101. Chhokar, J. S., Brodbeck, F. C. House R, J., 2013, Culture and leadership across the world: The GLOBE book of indepth studies of 25 societies. Routledge. Czinkota, M. R. Ronkainen, I. A., 2013, International Marketing. Cengage Learning. Goleman, D., Boyatzis, R. E. McKee, A., 2013, Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press. Kerneny, M, E., Foltz, Cavanagh, J, Cullen, M; Giese-Davis, Jennings, P; Roseberg, E, L, Gillath, O; Shaver, P, R; Wallace, B, A; Ekman, P. 2012, Contemplative/emotion training reduces negative emotional behavior and promotes prosocial responses. Emotion, Vol. 12, no. 2, pp. 338. Levine, M. P. Boaks, J., 2014, What does ethics have to do with leadership?. Journal of Business Ethics, Vol, 124, no. 2, pp. 225-242. Mohler, A., 2012, The conviction to lead: 25 Principles for leadership that matters. Baker Books. Qi, Y. Ming-Xia, L., 2014, Ethical leadership, organizational identification and employee voice: Examining moderated mediation process in the Chinese Insurance industry. Asia Pacific Business Review, Vol, 20, no. 2, pp. 231-248.