Rhetorical Analysis Essay Essay Example

Rhetorical Analysis Essay Essay Texting and driving is one of the most debated topics in society. Whether it affects all people or whether or not youre Just good at multi tasking. Yet, all people would come to the agreement that it is one the most dangerous activities to participate in and ends millions of lives yearly. Drivers and Legislators Dismiss Cellphone Risks published in New York Times by Matt Richtel and LOL? Texting While Driving Is No Laughing Matter: Proposing a Coordinated Response to Curb this Dangerous Activity by Alexis M. Farris are two articles that present variations of ethos, pathos, and logos nd make identical arguments claiming that texting and driving is not only dangerous but is shaping the way Americans live. Both articles illustrate several accounts on the dangers of texting and driving and how the activity could potentially be stopped proving both articles to be well accounted for. While Matt Richtel and Alexis. M. Farris both reach the conclusion that texting while driving has a negative impact on people, Farris article is far deeper and less biased then Richtels who relies more on personal inference rather than factual evidence. We will write a custom essay sample on Rhetorical Analysis Essay specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Rhetorical Analysis Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Rhetorical Analysis Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Matt Richtel begins his article Drivers and Legislators Dismiss Cellphone risks ith a personal account of a young man getting his first car and within the first couple of months of driving ending anothers life because of texting and driving. Richtel, conveys the dangers of texting and driving through interviews with teenagers and adults. Richtels use of this technique in writing makes his article personal and rather informal and directed to a more general public audience by interviewing people who are guilty of texting and driving making the situation more relatable. People such as Tad Jones who is the floor leader in the Oklahoma house who stated Im on the phone from when I leave the Capitol to when I get home, and thats a two hour drive, a lot of people who travel are used to using the phone (Richtel, 2). Ricthels main focus is the issue with people not understanding or caring about the dangers of texting and driving. Richtel makes decent claims and produces data and surveys that should open the eyes toa general audience such as 81 percent of cellphone users acknowledged that they talk on phones while driving and 98 percent considered themselves safe drivers (Richtel, 3). Richtel uses real life situations and eople to persuade the audience into realizing the severity of texting and driving and utilizes the information he has in way that interests the audience to want to know more about the topic at hand. Alexis M. Farriss article LOL? Texting While Driving is No Laughing Matter: Proposing a Coordinated Response to Curb Dangerous Activity introduces the audience with information about the increasing number of wireless cellphone users a long with increasing number of text messages that are sent every year (Farris, 237). Farris main goal in her article is to make the audience aware of the statistics and esearch that proves texting and driving to be extremely dangerous and to propose a solution that could help end distracted driving. Farris introduces the audience with statistics from the National Highway Traffic Safety Administration revealing the 20 percent of all car crash fatalities in 2009 were someway involved in distracted driving targeted toward a more academic audience such as researchers and scholars. In Farris article she addresses the Government and legislatures stating that Congress should utilize its Commerce Clause and essentially force the States to legislate the area of texting while driving (Farris, 251). She also goes on to lay out and explain the Bills and Laws that have been sent to Congress multiple times that ban using a cell phone while driving yet Farris claims that Congress has not acted (Farris, 254). Farris logic in her claims are supported well and she illustrates many compelling facts that prove the dangers of texting while driving to be accurate. Matt Richtels and Alexis Farris articles discuss the same issue and ultimately have the same end in mind on what to do about texting and driving. However, the information and credibility presented in each article is different. Matt Richtel, a journalist for New York Times presents many facts about texting while driving a long with the multiple interviews with people sharing their personal opinions, experiences and views about the issue and although the interviews and facts he presents are interesting they do not prove to be credible. Richtel fails to provide any sources for any of his research and seems biased in some of his claims in his article and completely lacking ethos. For example, Richtel presented a set of data that illustrated the number of cellphone distractions that caused deaths every year and went on to ay that Americans have largely ignored the research and that there is a large disconnect between perception and reality that is worsening the problem claiming that drivers overestimate their own ability to safely multitask (Richtel, 1). Texting and driving is a difficult topic to be unbiased about but Richtels claims make it seem that he is basing his opinions off of research and not experience. Whereas, Alexis Farris article consists of constant research and data supported by multiple transportation administrations and content pulled from bills stating rules about texting and driving (Farris, 252). Alex Farris obtained her Jurius Doctor degree from the Washington School of Law making her fully equipped to research the legal matters regarding distracted driving. Although Farris does state that Congress should step up and pass a bill ending texting and driving and propose ideas in order for it to subside, she backs up her claims with research and also attempts to see both sides of the issue with banning texting and driving. For example, Alexis stated that maybe the reason this happens is because people are so used to checking their emails and sending text messages all the time. Farris claims Drivers feel that they can support egislation banning texting while driving and yet still text themselves because, when it comes to texting while driving, they minimize the dangers of their own actions (Farris, 246). Farris attempts to see the reasoning behind why people continue to text and drive without blindly making a statement and once her evidence is Justified, she states her claim again tying herself back into her main points while using the right amount of ethos throughout the article. Matt Richtels use of pathos throughout Drivers and Legislators Dismiss Cellphone Risks is what makes the audience keep reading. By using personal interviews about individuals experiences the article seems much more applicable to the audience. Richtel interviewed a man who plead guilty to negligent homicide for the death of a woman he hit while he was distracted at the wheel of car. The man he interviewed told Richtel l hope they dont communicated to his audience through their emotions and made his article personal and relatable by using language that the audience could understand and connect with. In Alexis Farris article LOL? Texting while Driving is No Laughing Matter: Proposing a Coordinated Response to Curb Dangerous Activity provided no motional appeal whatsoever. Farris focused on the business side of texting while driving rather than diving into the audiences emotions. Since the audience is mainly targeted towards scholars and researchers the terms used are complex and a lot more technical than Richtels article. For example, Farris refers to the federal government and legislation multiple times throughout her article and discusses laws and policy of transportation in detail (Farris, 254). Although Alexis Farris pathos was not as present in her writings she targets the audience she intended to and does not et caught up in the emotions of the topic and base her article solely on emotional experience. Matt Richtels and Alexis Farris articles both illustrated key points in the controversial issue of texting while driving. While Drivers and Legislators Dismiss Cellphone Risks had a strong sense of pathos through emotional connection it lacked research and evidence to back up Richtels arguments and claims, causing the article to seem one-dimensional. LOL? Texting while Driving is No Laughing Matter: Proposing a Coordinated Response exemplified ethos and logos and while it did not resent the strongest pathos, Farris was confident in her claims and arguments about texting while driving enabling the article to stand on its own. Works Cited Farris, Alexis M. I. LOL? Texting While Driving Is No Laughing Matter: Proposing A Coordinated Response To Curb This Dangerous Activity. Washington University Journal Of Law Policy 36. (2011): 233-259. Index to Legal Periodicals Books Full Text (H. W. Wilson). Web. 14 Nov. 2013. Richtel, Matt. Drivers and Legislators Dismiss Cellphone Risks. Www. nytimes. com. New York Times, 19 June 2009. Web. 4 Nov. 2013.

Palestinian Conflict essays

The Origins of Israeli/Palestinian Conflict essays The origins of the Israeli/Palestinian Conflict For most of the past century, Middle East has been the center of violence and carnage. The Palestinians and the Israelis-two peoples fighting over one land. Most of us has grown up watching and hearing about these two groups and their clashes. We hear about the invasion and the massacre of the Palestinian territory and people by the Israeli soldiers. Or we hear about the suicide bombings carried out by Palestinian men, women, and even children these days. With all the anger and animosity that exists between these two people, one might wonder if this mess will ever be resolved. But before we begin looking for solutions, lets look at how it all started. The roots of the problem dates back to late 1800s with the creation of a movement called Zionism. The movement started mainly among European and Russian Jews who called for a national home for Jews in Palestine. The concept of Zionism was brought up by a Viennese journalist named Theordor Herzl in 1896. In his book, Der Judenstaat, he brought to the worlds attention that the Jews should have their own sovereign nation-state. (Schafer) Jewish claims were that the Palestinian lands were promised to them by God and that they have a right to return to their promised land. Thus, they started migrating to Palestine. Huge pieces of land were bought by wealthy European Jews which allowed them to built communities. Slowly but steadily the number of immigrants increased to the point that they were faced with opposition from the Palestinians. (Schafer) At the beginning of World War I, the British empires dependency on Suez canal and Persian Gulf increased with their presence in India. They were faced with opposition when the Ottoman Empire, who controlled the Middle East region, joined forces with Germany. Thus, the British, in order to strengthen its position in the region, looked for support from Jewish i...

When Is It Important For Innovators To Protect Their Intellectual Essay

When Is It Important For Innovators To Protect Their Intellectual Property - Essay Example Any innovation or improvement calls for investment in terms of time, funds and labour. Protection of this property is necessary to ensure recognition of work and encourage economic, cultural and social progress. Protection for intellectual property leads to a healthy competition and enhances value and quality of products, thereby promoting economic growth by means of technological development and enriched cultural advancement. It opens fresh trade avenues and enhance standard of living. The governments have to act and ensure implementation of intellectual property system to sustain businesses in a theft free environment to enable steady growth (Sebban, Guy 2005). Intellectual property is the name given to any new product or design or process and creative work of art or literature. Any invention or innovation involves dedicated effort on the part of an inventor who spends long hours in research and development. In addition, a significant amount of expenditure is also incurred towards development of new and innovative products or designs. If not protected and free copying is allowed, the inventor or innovator would soon get de-motivated, bringing stagnation to further development. Thus, protection of intellectual property assumes paramount importance. Intellectual property protection is essential to all businesses to exploit their new ideas and articles in the market and prevent piracy and theft by others. All art works also need to be credited for their creativity to enhance cultural growth (Sebban, Guy 2005). The protection methods can be broadly classified as 'formal or institutional' and 'strategic'. Formal protection methods include patent, trade secret, trade mark, and copyright, while strategic methods cover agreements of confidentiality, secrecy, lead and complexity (Iandiorio, Joseph S 1995). In the subsequent paragraphs, we would discuss, in detail, two formal methods, namely, patent and copyright, and one strategic method, namely, confidentiality agreement, bringing out differences, merits and demerits of each. Patent A 'patent' is a grant from a country's government that provides security or protection to a new invention or innovation by an individual or a group (in case of a company) for a limited period of time, extending up to a maximum of 20 years (Richer, David L 2000). The grant gives the inventor, the right to exclude others from making, using or selling the invention covered under the patent (Berreth SP 1996). The patents can be divided as 'utility' or 'design' patents. Utility patents are granted to primarily protect an invention. The invention refers to any of the following (Iandiorio, Joseph S 1995):- A new process, machine and composition of matter or A new improvement in a process or machine or New and useful utilization of old machines or devices or New combination of old and well-known parts of machines or processes. Utility patents may further be classified as chemical (related to compounds), electrical (covering all electrical components and circuits), and general or mechanical (including gears, shafts, and propellers etc for motor engines and machines). Award of utility patents require implementation of a new and useful idea followed by presentation in some physical form. Design patents are also awarded to new ideas, however, these cover only appearance, that is, ornamental aspect of

Uses of Literary Journalism Essay Example | Topics and Well Written Essays - 750 words - 1

Uses of Literary Journalism - Essay Example Mitchell is able to make us feel as if we actually live in this town and see it in the same way as the townspeople. He spends time describing the cemetery which contains much of the history of the town and indicates how they have thought about the world over the years. The folks he meets are people who take time out of their day to talk to their neighbor, consider the weather, and seem to be at peace with themselves. The outside world does not really intrude, because they feel so secure in themselves. This is an excellent example of literary journalism. The author does not make the story about himself, he makes it about the people and places he visits. He gets inside their heads and shows us the world as seen through their eyes. It is not just straight reporting and the five Ws. It is a piece of literary journalism in the way it shows us something a little bit more about our own world that is hard to put in simple words. It tells us to take some time to watch the river flow, like the people of Edgewater, do every day. â€Å"The First Family of Astoria† is about the Flavel family who is the most prominent family in the town. The story traces their history and the various things that have happened to them over the years. Some of these things are good and some of them are bad. The Flavels get a lot of attention from others because they are well-known, perhaps more than a family like theirs would under other circumstances. There are a number of scandals and betrayals. This is borderline literary journalism, in my opinion. It is very fact driven and the style of writing is not especially literary. The general idea behind it is that gossip can be malicious and attach to certain people regardless of what they do. That is not all that original and is kind of obvious. Overall, this does add all that much to the store of human knowledge.

Quick Stab Collection Agency Essay Example | Topics and Well Written Essays - 2500 words

Quick Stab Collection Agency - Essay Example The trend shown by the bill deposit was that the majority of the deposit including the higher bills were completed by the half of the time passed. So, focusing the chronic defaulters with some continuous contact or with some incentives may be useful. Timely bill payment has become a difficult responsibility to fulfil on the side of the citizens. It has got various reasons, like: time constraints, busy schedule, missed on due dates followed by even late deposit. The issue can be dealt quite efficiently by early and repeated reminders, easy or customer friendly procedures for submission as multiple sites for submission, reducing time spent in the deposit, more hours to deposit in the evening etc. Usually, the bill issuing authority or body does not have got so much human or other resources to facilitate at the level discussed earlier. In this situation the authority may involve some other party involved in this task and agree on some share to be paid to the party on collection of a specific type of bill within due time. Quick Stab Collection Agency (QSCA) is responsible for carrying out such type of task in the eastern town. But this company prefers small accounts to stay away from the environment full of risks. This is the situation posed by the chronic late payers. Analysis of this data set... sessing the association or relationship between days to collect and size of the bill as well as the regression analysis to for the account status was carried out in SPSS version 10.0. The graph between the days to collect and the mean size of the bill was a typical bell shaped curve which supported the data set, as: Sample size was sufficient enough to assess the association, as the sample size increases Graph 1: The association between the number of the days and the mean size of the bill to a certain level then the distribution becomes binomial with bell shape of the curve. In other words at the extreme of the days, initial and final days, the size of the bill was small around 45-50 but as the days to collect get apart towards the centre the size of the bill gradually increased. The regression analysis was carried out at univariate and then multivariate levels to look for the individual as well as the collective effect but with control on the effect of other variables for the association of the status of the account. When days to collect and size of the bill regressed against the status of the account as continuous variable they could not show association with the status of the account to a significant level. Therefore, both these variables were recoded to dichotomous ones; for days to collect we made categories at day 47 and for the size of the bill we cut the values at 160. After recoding the variables, size of the bill category although, increased in values but could not reach to a significant level. Days to collect category showed a highly significant association with the status of the account. At multivariate level, when size of the bill added to the model, it could not affect the association of days to collect with the dependant variable, status

International Business Cultural Diversity Management Essay

International Business Cultural Diversity Management Essay You are required to assist the work of TATA Ltd. One of the worlds most dynamic and trusted business conglomerates,  Tata  has more than a century of experience in the UK and a growing presence in several business sectors. The company wants to improve its efficiency throughout its divisions and believes that using cultural diversity factors may be the key. 3). Cultural Differences are held responsible for many failures in mergers and acquisitions (MA). Critically discuss which business aspects are likely to be affected. Managing and working with multicultural teams requires an understanding of cultural diversity to create an effective team. Critically discuss the issues This essay will discuss about Tata, their MA, the impacts of cultural differences and the different aspects they have to consider to build an international team. Usually used under the name of MA (Mergers Acquisitions), this term refers to a consolidation of companies. Merger is a strategic alliance whose the aim is to create a new entity. An acquisition is the fact to acquire a new company by purchasing it. Tata wants to improve its efficiency throughout its divisions and believes that using cultural diversity factors may be the key. Tata is an Indian group founded in 1868 by the Indian entrepreneur Jamsetji Tata and currently run by the Irish businessman Cyrus Pallonji Mistry. Nowadays, Tata is a powerful international group operating in more than 80 countries by a diversification strategy (thanks to the MA). The groups activity is divided into numerous sectors, for instance: technology, cars, services, electricity, consumer products, beverages, steel, materials and chemicals. Indeed, this international group has acquired since about ten years numerous companies which have cost altogether several milliards of dollars. These are the main takeovers: Tetley Group (UK) in 2000: tea Regent Hotel (Indian) in 2002: hotels Hughes Telecom (Indian) in 2002: telecom Daewoo Commercial Vehicle Company (Korean) in 2004: cars NatSteel Asia (Singaporean) in 2005: steel Brunner Mond (UK) in 2005: chemicals Eight O Clock Coffee Company (USA) in 2006: coffee Jaguar and Land Rover (UK) in 2008: cars Source: Tata Group 2012 Tata wants to improve its performance thanks to MA but to reach that goal; it has to consider that cultural differences affect numerous business aspects in this kind of strategic alliance. For Adler and Gundersen (2008), cultural differences may have positives and negatives effects on a multicultural teams performance. Indeed, the cross-cultural differences are linked to performance. The cultural differences are one of the most important features to take into account to succeed in a M&A; maybe the most important. The culture is complex; it is a shared system of attitudes, beliefs and behaviour. Nowadays, the business is globalized and international; we can almost talk about a business culture run by the globalization (Hopper, 2007). Indeed, the world is not becoming smaller but people and their culture are moving closer. Tata has to understand that ignore the cultural differences would be a terrible mistake: the MA would not work or would not be as effective as expected. Tata should not make the same mistakes than the Merger between Chrysler (American) and Daimler-Benz (German) in 1998. It is a well-known example of how cultural differences can be held responsible for a failure in a MA. According to Vlasic and Stertz (2001), the main cause of this failure was the cultural differences. Indeed, Chrysler and Daimler had the same objectives but the cross-cultural gap between both was too deep and not enough considered to succeed (Schneider, 1997). Strategically, the merger was a good deal for both. However little by little, the cultural differences have led the merger to failure. This strategic alliance finished by an important economical (more than half a billion dollars) and social cost (redundancy). This example is the perfect proof than cultural differences badly assimilated can bring a MA to poor productivity and sometimes failure. Many mergers and acquisitions fail. Indeed, the average rate of failure is between 40-80%. According to Trompenaars and Asser (2010), it varies between 20% and 33%. Stahl and Voigt (2008) say that this rate of failure is relatively high and the impact of cultural differences remain most of the time, badly assimilated. Shareholders have tendency to underestimate the cultural factors in mergers and acquisitions. For Ferraro (2002), one of the biggest mistakes is to think that if a person is successful in his job, he will necessarily succeed in an environment culturally different. According to Harris and Moran (2000), culture acts on communication, strategies, relations, organizations and structures. Indeed, the cultural differences affect numerous business aspects such as organisation, financial performance, negotiation, communication, ways of getting work done, the human relationships, the time, the environment and the management. Insufficient awareness of cultural differences may provoke damages. (Trompenaars and Hampden-Turner 1997, p. 10). In fact, cultural differences badly mastered can lead to: misunderstandings, incorrect exchange of information, ruined negotiations, loss of sales, poor labour relations, a loss of talented employees, limited co-operation, hostility and rivalry. (To change: Sian Taylors lesson). Joynt and Morton (1999) state that the cultural differences have a strong impact on the organisation. In fact, a MA may provoke numerous changes in the organisation structure. When there are hierarchical and organisational changes, the shareholders may have some difficulties to agree with the opinion or the status of the new colleagues. It may cause tensions and frictions between them. The human resources services and the management team field have an essential role to play in this kind of strategic alliances. (Source bad example to extend and to change) Culture has also a strong impact on the productivity. The cultural aspects may affect numerous other business aspects which influence indirectly on the performance of the MA in particular making benefits (Stahl and Voigt, 2005). For them, To increase effectiveness across cultures, training must be the focus of the job, while education thought of with reference to the individual, and development reserved for organizational concerns.(To change?) Culture differences badly assimilated product poor results and performance. However, the relationships between the MA performance and the cultural differences are not as easy as it could seem. (To Change and extend) King et al (2004) state that despite decades of research, what impacts the financial performance of firms engaging in MA activity remains largely unexplained. (To change?) The negotiation is also an aspect affected by the cultural differences. For instance, bad master of the culture or the local customs can lead to misunderstandings and confusions (Schein, 1993). It involves the meetings, the contacts and all the components of the negotiation between two interlocutors culturally different. Each culture has its own way to negotiate even though certain are similar. For instance, the Indians employees of Tata are used to negotiate because it is something daily and at every moment of the day in India. They rarely say no by politeness and sometimes their answer may seem unclear, that is why, a foreign negotiator should be able to decode the non-verbal language to know what they really think (such as cross legs or arms). (relation with Tata? + bad example) Another aspect that can be a problem is communication. Javidan and House (2002) state that during a MA, cultural differences may have negatives impacts on communication. For instance, Tata took this aspect into account for the acquisition of Jaguar and Land Rover. The Indian group had to retain a good communication with the employees of Jaguar and Land Rover. According to Schein (1993), in a business, the dialogue is primordial. In fact, it enables to transmit the information in order to be accurate and effective. It affects numerous fields such as: the management of people, negotiation, meetings, contracts, socialising, presentations, and advertising. During a MA, the communication is a determining factor: of success or failure (Trompenaars and Asser 2010, p.10). According to Stahl and Voigt (2008), in MA, the culture strongly impact the ways of getting the work done such as the levels of formality, tolerance of risk and methods of decision making (Communicaid 2008). In fact, each culture has his own way to do the job. Tata has to consider this fact, in particular for MA with other cultures like European (Tetley group (UK)) or American (Eight O Clock Coffee Company). Cultural differences may be barriers to the performance when they negatively impact the relationships between people and especially between the employees (to extend) of a MA. In particular, the way of dealing with conflict (To change). Often, people have a fixed idea of a particular type of person or thing, it is called a stereotype. Culture is like an iceberg. At the top, the elements we can see physically such as the behaviour, the clothing and the food. Whereas underneath, there is all the things we cannot see at the first sight such as meanings, beliefs, attitudes and values. Many human beings are influenced by their cultural roots which are very often transmitted by the family. (Too change, Sian Taylors lesson). Cross-cultural difference can have negative impacts on the human relationships (Javidan and House, 2002). According to Kleppestà ¸ (1998), we may see sometimes, the creation of in-group and out-group. (too extend). A bad entente between employees has for main consequenc e the fall of productivity. Indeed, the difference of culture does not simplify the relationships, especially when shareholders have to make important and essential choice. The cultural differences divide more than they gather, which might be problematic when shareholders have to take a single and common strategic decision. In fact, the human behaviour is an essential feature to take into account. Tata has also to take into account the time. Indeed, it is influenced by the cultural origins and determinant in the success of a MA. It can have important influences on the planning and on the way of how people manage their time. For Harris and Moran (2000), the definitions of time vary according to the culture, some are exact and others are relative. According to Trompenaars and Hampden-Turner (1997), primitive societies just consider the matter of the before and the after whereas the educated societies judge the matter of time differently. For them, the time is an infinite succession of event. (To change) For instance, Tata purchased Jaguar and Land Rover which are British companies. Both cultures have a different on the notion of time. Tata is an Indian group and culturally their relation with the time is more relax and less in a rush than the European philosophy. For example, the Indian group would not hesitate to spend a long time to meet their employees whereas the British wou ld do it as quick as possible. All the more than Tata has always considered importantly the social aspect with its employees. Moreover, one of main cultural difference is the attitude of people with the environment. Some cultures have more importance for their own human-being life rather than other cultures attach more importance to the world in general than to the individuals.(To change) (Trompenaars and Hampden-Turner, 1997). Harris and Moran (2000) say that persons culturally different live and organize their environments in their own specific way. However, Tata has to know that a team composed of different cultures may have numerous potential benefits. Indeed, culture is also an opportunity and a source for the Indian group of competitive advantage. (Sian Taylor, Too change) Cultural differences may also have positives impacts on multicultural teams only if they respect certain conditions. In fact, diversity can lead to higher performance only when members of the group understand each other, and can combine and build on each other thoughts and ideas (Chell, 2001). (To change, Sian Taylors course). Cultural differences in the same organisation can also a great opportunity. (too extend)(source) Define culture is necessary to well understand what are the cultural diversities and which impacts they have on performance. For Hofstede (1980), culture is the interactive aggregate of common characteristics that influence a groups response to its environment. Cultural differences change the way people solve problems. In fact, Trompenaars and Hampden-Turner (1997) say that we can differentiate every culture individually by the way they solve problems. The cultures distinguish from each other by the specific solutions they use when there is an issue. For instance, two groups of students have an essay to hand in for a due date. The first group is French and the other one is American. Both groups are late but they react differently because they are culturally different: the American group will reach the deadline and scarify the quality whereas the French group will go over the deadline and try to improvise. According to Chell (2001), the synergy in a multicultural team can improve significantly the performance and increase benefits. A multicultural team in which members live well together will be more productive and effective. Indeed, the cultural differences can create potential competitive advantages such as a better productivity, innovation, learning or ambience. It may also increase the productivity. Indeed, in a same situation, employees culturally different can have different way of thinking and therefore bring several solutions and improve the performance (Adler and Gundersen, 2008, p.134). In fact, multicultural team means wider range of opinions, ideas and consequently encourage the innovation. According to Adler and Gundersen (2008), this creativity enables to find better solutions to problems, take better decisions. Moreover, Chell (2001) think intercultural team is strength for a team. In fact, different nationalities enable to master different languages and consequently a bigger flexibility geographically and linguistically. Moreover, being cultural different may also enable to learn new things such as another way of managements or another ways of getting the work done. A multicultural team were the members understand each other enable to have a better ambience in the firm. The role of the manager has a strong impact on the ambience which is an essential feature to reach the synergy (Adler and Gundersen, 2008). If Tata wants to succeed in a MA with cultural differences, they should consider how to organize and manage an intercultural team. Managing and working with multicultural teams requires an understanding of cultural diversity to create an effective team. A multicultural team needs some features essential to be successful for example: the motivation to communicate, a good relationship between each members and a reciprocal respect. (To change Sian Taylors courses) Additionally, Tata must be aware of the role of the manager: it has changed due to the new cultural diversity in a same team (Harris and Moran, 2000). Nowadays, he must be skilful, master several languages and know the cultural features of his employees and the shareholders. The role of the manager is also to avoid the cultures shock and cultures clashes between the employees. According to Ruben (1983), the multinational manager should have seven skills to gather the employees strengths and bring them to the performance: tolerant, respectful, have good interpersonal skills, not to be prejudiced against people, feel empathy, observant and persevering. For Trompenaars and Asser (2010), the managers have a tendency to focus on the results of deal rather than the way the people reach together these objectives. The human dimension and the cultural differences are unfortunately used to be underestimated in a merger or acquisition. They are in particular ignored by the managers who prefer f ocus on results and performance rather than the way the job is done. Moreover, the notion of feedback (between manager and employees) is essential to fix the differing and underline the good things. Indeed, their first objective of the manager is to reach the synergy: to gather all the shareholders and bring them to an only and same goal with this kind of tools. Furthermore, the cultural differences strongly affect the way of managing people. Indeed, MA often involve the mix of firms and consequently, the mix of employees who are sometimes culturally different. Especially because culture is not something we cannot figure out at the first sight; it is something inside us. Trompenaards and Hampden-Turner states, it is not on surface but deep in every person. (Too change p.3). According to Tylor (1924), culture is not something simple or limited to one dimension in one field, it is the entire contrary. Indeed, he states that the culture is composed by numerous components such as: habits, language, religion, belief and morals. To create an effective team, the team have to understand the culture of each member and learn cross cultural knowledge (Harris and Moran, 2000). The creation of a multicultural effective team takes time because the manager must make aware each members of his own culture (Chell, 2001). One of the essential points is to resp ect the others cultures and the fact to be different because the culture takes an important place in peoples lives. Understand another culture also means be respectful about these differences. In fact, Chell (2001) say that the members have to have in mind that there is no dominant culture and everybody is equal whatever his origin. Indeed, according to them; we have to master early our culture before learning to know all the features of another one. Schein (1993) said We have to learn to listen to ourselves before we can really understand others. It is called the polycentrism: attempt to overcome your own cultural assumptions and to develop openness towards other cultures (To change course Sian Taylor). At the contrary the worst behaviour to adapt is to be ethnocentric: to look the word only through my own culture. (To change) Moreover in multicultural team, some cultures are more likely to fit with one than another. In a globalized world, the cross-cultural relationship has change d the way of managing a team. To conclude, Tata must be conscious that intercultural issues not well mastered may lead to poor productivity and performance. The cultural differences can affect negatively the business aspects and the performance. However, an effective multicultural team can have a positive impact on the performance. Indeed, if the cross-cultural differences are considerate and if the members collaborate, the cultural differences may become a great opportunity for the Indian group. Moreover, the future of a MA depends on the ability of a multicultural team to gather their strengths in the same project even if they are culturally different. That is why the role of the manager is crucial. Indeed, bring a multicultural team to the synergy is the main aim and role of the management team. Tata has to focus on the fact that diversity can lead to higher performance only when members of the group understand each other and work together.

Young People, sexuality and relationship Essay -- Essays Papers

Young People, sexuality and relationship So what should teens be taught about sex? In the article, â€Å"Young People, Sexuality and Relationships,† by Peter Aggleton, the author describes how sex isn’t used as something great in a relationship but gives the true reasons teens are having sex. The article was published in the year 2000 in the Journal of Sexual and Relationship Therapy. This article was published to explain to young people some of the consequences of having sex. More young people are having sex these days without looking at what really can happen. Aggleton shows an overview of the pregnancies, STD’s, and other emotional things that can stick with someone the rest of their lives. Aggleton shows teens the truth about sex instead of something seen as romantic and a risk, and they seeing themselves as people who are experimenting with new things. However, to others it is not a sign of romance but a risk that keeps haunting teenagers with AIDS and pregnancy. Even though young people are stereotyped as being more negative when it comes to the issue of sex, not all teenagers are that concerned with it. The author states more teenagers are looking at the outcome of having sex and thinking about the STD issue. Another issue is sex when it comes to parties and drugs. It seems that more and more girls are not getting the necessary understandings of the risks of sex, therefore having it at a younger age. While males are having sex for reasons just to try it out, or because they think they are cool. So the problem is teens are having sex for the wrong reasons without looking into the consequences. Aggleton shows the differences of sex from the female view to the male view. He sees women as getting caught up in s... ... to drugs and have no money they see sex as a way to make a few easy dollars. Sex issues are worse when it comes to other countries. Woman there must protect themselves from younger and older men. They also often do not have any type of condom and they aren’t issued warning that could prevent Aids and pregnancy. Other women find themselves having sex as a job, since prostitution is legal in many countries and many woman look to do so as a profession. In conclusion Aggleton is saying how teens are not having sex for love or a better relationship but out of fear of what others might say if they don’t. Therefore, sex is not something that happens to help a relationship grow closer, it’s just a decision that’s not usually thought about to thoroughly before it happens. And only adults can help take the thoughts out of young peoples’ lives by talking to them.