Leadership Styles in Organizations with Different Age Groups

Leadership Styles in Organizations with Different Age Groups What is Leadership? Today it is apparent that leaders must embark on the journey of searching for, and understanding true leadership styles due to the current trends of employment in the organizations, that consists of diverse age groups. There is need for finding different styles to fairly deal with this developments in the discipline of management, which seem to be surrendering its role to that of leadership.Advertising We will write a custom essay sample on Leadership Styles in Organizations with Different Age Groups specifically for you for only $16.05 $11/page Learn More The style of leadership is a main concern over employees’ and eventually organization’s performance. Every great team such as a winning sports team or a sales team in an organization has a performing leader steering its activities. High performing organization requires an equally performing and strong leadership style. This paper forms a critical analysis of various aspect or styles of leadership through a thorough exploration of the theories and applications utilized in leading diverse groups of personnel especially different age groups. The application includes the characteristics or models used for measuring leadership styles and strategies. Recognizing leadership Leadership is guidance or assistance procedures mainly concern with the way people create rapport, communicate and live by the significances for life (Hargreaves, 2003). According to Hargreaves (2003), for a leadership style to be effective, it is imperative to share those values. The process of leadership in an organization made up of different age groups is considerably complex due to the high expectations people place over the issues concerning their need and the differences in believes, synergy or energy levels, expectations, experiences, and technological advancements among other aspects. The age differences bring about superimposing of the mentally modelled aspects, thus placing ve ry high expectations and challenges to a leadership style. Arguably, the leadership style has a reciprocating nature; where by the leader has needs, and the followers have their own different requirements with the expectation that the leader meets them. In most instances, the leadership style fails because these needs lack measurable elements or factors to meet expectations. The adherents to a chosen style of leadership have a quality control perspective, which makes this aspect of leadership very critical in the organization. Good leadership avails chances of interactive participation of all members in the organization regardless of their age by categorizing issues with respect to matters of concern.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to Miller (2008), this is a healthy leadership approach because it enables the employees and other members of the organizati on to critic or compels the leaders with competitive views and opinions, of which is important for the organizational goals since they assist in validation and keeping the leader in a lane of reality. In line with MacMillan, (2000) dynamic dialogue cools any conflicting contemplations and maintains the cooperation between the involved parties. Literature review Position of leadership styles in the organization One key factor that is evident today is the need to search for and understand leader. The main reason behind the abolition of the eminent traditional styles of administration concerns presentation. These performance levels are unattainable only when the involved groups lack trust of their leaders. Trust is a pre-requisite aspect of leadership that call for those in charge to portray honesty and show concern or care for their followers’ needs and thoughts, but at the same time make certain that they remain accountable over their deeds (Booyeen, 2008). Secondly, the leade r ought to honour commitments and pronouncements. Respect is an inevitable aspect of leadership in which case the leader ought to respect the opinion of others regardless of their age and respond to their requests amicably and respectably owing to the thought that differences of opinion is an eminent sign of progress. Lastly, it is important for the leaders to have a set of values, which their followers can identify with or connect to such as courageousness, reliability, integrity, competence, honesty, altruism, and fairness (MacMillan, 2000). According to Hargreaves (2003), trust is like a pillar that runs through every aspect of leadership thus ensuring its success. People will take a considerable amount of time to trust and thus the leader should have great consistent efforts over honest style of leadership. Distinction between leadership and management Any organization needs both a leader and a manager. The managers dominate most of the governance styles. The main differences li e between various supreme approaches to services. Managers have a value of results while leaders value relationships among members. There is high regards over positions in management while this is not evident in leadership. The leaders take reputed high risks compared to the managers and are personal, caring and avoid copying the rules of others (Heifetz, 2004). On the other hand, the manages will often conform to existing rules and want to ensure protection of the status quo over change, thus making the leaders more innovative and ready to change for the better (Heifetz, 2004). The leaders’ style of guidance is non-functional thus inspiring and motivational compared to the management style of functionally analyzing, evaluating and solving problems from a personal perspective.Advertising We will write a custom essay sample on Leadership Styles in Organizations with Different Age Groups specifically for you for only $16.05 $11/page Learn More The lead ership hierarchy restrains the flow of unnecessary information, poor policies of the firm, agendas that conflict governance as well as pressures for the need to conform thus making the style incredibly difficulty over the provision of overall directions (Mathias et al, 2007). According to Heifetz (2004), the issues of leadership in organizations have revolutionized due to introduction of different age groups, and therefore the reference of leadership made over the decades concerning the ability to hold top management positions has become obsolete. Today the top management positions and their functions are still in common usage, but current trends indicate that people have discoveries concerning the distinction between managers and leaders. The process of exercising leadership skills, styles and qualities has a different meaning of providing a vision and influence of those led into realization of coexistence and sharing of thoughts. Probably from the analytical or professional point of view, it is possible to define the leadership style of governance in two ways. First is the ability to have considerations of various aspects in the organization such as age, gender, performance, experience and energy differences, characterized by an emphasis over good relations. In this situation, the leader is a good listener who is approachable and friendly. This style entails openness thus enlisting the mental trust among those involved. Secondly is the ability to engage a leadership behaviour that directs an organization and assists in defining goals, structure and style of execution (Hargreaves and Goodson 2004). Functions of leadership A leader is able to perform various functions of the organizational such us selecting people to make up the organizational structure, units or segments that control the flow of information in and out of the organization. It also entails the ability to make ensure certain group participation in a knowledgeable manner. The second function invo lves the interpersonal characteristics, which create good working morale within the organization. The leader ought to indicate a good degree of concern about humanness and pay attention to the follower’s concerns over the leadership or other organizational aspects.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Lastly is the decisional function, that one mainly engages to give the impression of searching for the decisions regarding achievements of goals. According to Pride et al (2009), this is a traditional perspective that is all along associable to leadership and remains utilized to date. These functional points of view define leadership and the most crucial or hard part of leadership. Leadership entails the ability to create a compelling vision and style reshaped by future perspectives. According to Heifetz (2004), the leader does the guidance tasks through the visions or ultimate powers accorded for the processes to be successful. Those involved must also act as a team. The most critical task of a leader is the ability to focus attention. This person is involved too much with the aspects of deciding over a limited period. Every time or day involves a fresh crisis requiring a solution. How the attention is subdivided determines the continuity of the organization. For instance, the lead er cannot focus on the current tasks and ignore the future aspects or consequences that can affect the organization. Those problems, concepts, ideas or actions that receive the attention determine the sustainability of the organization. In line with Clack (2008), a good definition of leadership may be the ability to determine the aspects of the organization that receives focus or attention at any given time. Otherwise, one considers the number of concerns receiving the concentration over a specific period. Practical Implications Current trends of leadership styles Today the technological change has made the organizations to become more dynamic and therefore the leadership styles of focusing attention has equally become vibrant, on-going and very important procedures. The leadership style that attracts the attention of others requires the leader to aim at being in focus over other’s attention. The leader’s values must be of substantive worth. It is important for a leade r to have good solid knowledge and approaches to combat the organizational differences as well as engage continuous and alternative choices that steers organization forward in terms of development (Hargreaves and Goodson 2003). Arguably, one of the most fundamental issues concerning leadership involves the ability to communicate effectively. A good leader must be in a position of convincing people on how to focus on the ideas perceived to be important and developmental and cater for each group. The methods and styles of communication lack good definition in most organizations. Every leader has a personal way of pronouncement, which varies from formal to casual in both written and spoken forms. The main aim eventually is the consistency and ability to attract attention and peoples’ actions. Today the successful leaders realize that there exists no single method of behaving. The leaders must read a group’s situation and come up with the most appropriate leadership behavi oral pattern to combat the situation at hand. This is the only right and most appropriate procedures for the leaders because it enables the groups involved to fit the competency level. Leadership styles have a close connection to behavior. In the assessment of a groups leadership needs, there is need to translate skills to communicative behavior. For instance, if a leader finds that a certain group needs strong guidance, it is then wise to suggest direction, make different assignments, and possibly vet unrealistic suggestions. Leadership skills calls for one to find and balance the member’s thought, support viable decisions, and give authority to act. All the leadership styles have a strong basis on communication, and not skills, experience, lack or personality. The connection between group members brings about cooperation, and unique leadership styles that solve group problem effectively thus making the group to become more effective (Canzer, 2003). A good or efficient group only requires a small, early but strong guidance to become and remain productive. Relationship between leadership and problem solving The social and scientific definition of leadership is the process that involves interpersonal communication to influence an outcome. According to Barton (2000), leadership is symbolic to the human nature of modifying the attitudes and behaviours of people in order to meet organizational goals and needs. Leadership styles therefore involve acts enacted through persuasion or communication as opposed to force. The leadership influences meant to benefit or unite a certain group of people is the small or special group leadership. How does the leader create the positive influences? The leader must have strategies to influence the behaviours of others through communication. The designated leader is appointed or elected to a position, but she/he need to be an emergent leader because of exerting influences towards achievement of group goals. Every person in a group ought to be an emergent leader especially during various group tasks (Barton, 2000). A designated leader has to be acceptable in the group for better outcomes. The group may have shared leadership among members but eventually it is important to have someone responsible for coordination of communication among the members. Leadership through influence A good leader has influence over other. How does one gain the influence? The designated or emergent leader has the ability or power to known the interpersonal influence. The power can be a reward, punishment, legitimate, referent and expert. Leaders can offer the followers the value for their need for them to exercise reward power. The reward value can be material or intangible such as monetary resources, material goods, favours, acknowledgement, complement and special attention. The administration of punishment power occurs through withholding similar favours. Coercion forces compliance with hostile tactics but in most instances breeds to resentment especially when there are age group differences within the organization. Legitimate power enables the leader to perform certain tasks within the group setting, which other members are not in a position to do such as call for the group meetings, analysis of work by the other group members, or preparation of the agendas. Referent power has its basis on the attractiveness, admirable and respectable the leader is to the group. Admiration brings about influence and charisma as an extreme type of referent power, which instigates a feeling of royalty and devotion from others. The more the admiration and respect for the leader, the more influence on the behaviours and power to influence the group. Leaders experience and expert power, when others or the followers value their guidance or admires the leadership styles. Older group members have experience and therefore are in a position to offer expertise guidance in a different age groups setting. In such a scenario, they posses the expert power to guide others, therefore others will value them and one can easily influence their behaviours or acts because of the respect for the knowledge or experience. Regardless of the age differences, all members of an organization have various abilities to influence others. It is possible to reward others because the leadership expertise does not only emanate from the legitimate power (Daft and Marcic, 2008). A widely age diverse group means that there are diverse sources of leadership influences other then the legitimate power. All the members have some degree of influence over each other and the legitimate leader must make use of all the potentials or capabilities to lead. Types of leadership styles or approaches Originally, there was belief that the leadership skills were in-born. The leaders therefore had special traits or characteristics for instance attractiveness, intelligence or size. Today it is evident that these traits are common among many and thus the re exists no special traits for leaders. The leadership styles are mainly the patterns the leaders exhibit in the group setting (Ulrich, 2001). The major styles exhibited for diverse groups include autocratic, democratic or Delegative, Paternalistic, laissez-faire style and free reign styles. The democratic type of leadership encourages members to participate equally on matters concerning the organization such as decision or rule/regulation making procedures. Laissez faire leaders have no initiative to group members and therefore they take no initiative to foster group idea. The autocratic leaders have strict control over group members thus; they require strict follow of the orders to solve problems. Comparing the various styles on current organizational settings, people are more confident in the democratic type of leadership as opposed to autocratic, which bars others from participating. People are better off with a leader who provides solutions to problems as in the autocratic sys tem as opposed to the laissez faire system. In the autocratic groups, members’ performance is excellent when the leader in there, but the member become less aggressive or apathetic when no one is in control. This means that their is a good leadership style for all systems namely democratic because it assists in matching peoples needs and differences to the situation. In line with Ulrich (2001), democracy brings about many changes in the system. Leadership styles in the autocratic and democratic systems Use of Policies and Procedures to Enhance Employee Performance Beside the performance procedures, there are various policies of safeguarding the employees’ presentation, responses and behaviours, such as:- Determining employment related actions and obligations through evaluation to ensure competence and personal satisfaction over the assigned field. Having procedures to design, evaluate and administer performance procedures that ensure unity among the group members with out a reference to their experience or age differences. Having rules that enhance integration of employee retreatment programs as a motivational factor and team building procedure Enhancing ways to monitor and evaluate the conducts and performance of the employees Enforcing procedures for monitoring employees’ relationships by availing ways of getting feedbacks from them regarding the assigned duties Availing employees’ consultation programs regarding their performance expectations as a measure of ensuring safety and required collaboration Ensuring employees’ performance is highly dependent on proper communication and agreements regarding achievements Enforcement of policies to ensure proper, efficient, secure, flexible and accurate ways of data collection for collaborative discussions Ensuring existence of rules to govern maintenance of past and present employees’ performance records and relations Providing regulations that facilitate the employeesâ€⠄¢ negotiations, transactions, and, compliance with the assigned obligations Involving some procedures for rewarding and encouraging engagement Precedence in policies and procedures The democratic regulations standard for an organization fosters applicable employees’ self-management procedures. One of the most important procedures regards performance. Rewarding performance in terms of good workmanship or discipline encourage understanding among employees from different age groups because it shows them the importance of unity. The personnel policy and procedures ought to determine eligibility for performance appraisal and rating performance for satisfaction as a way of enhancing unity. Every employee has governing procedures for expectations specified in the job contracts therefore failure to meet demands or to manage the personal duties could have a link to the group performance. Freedom of the employees may facilitate personal definitions and foster team spirit. Insinuation s for Capacity planning and control In a combination of democratic and autocratic styles as a way of enhancing team performance from people of different age groups in an organization, the leader can implement capacity planning and control as an essential aspect. It entails the research techniques for addressing the issue of scheduling applications, planning the allocation of resources, controlling performance and, having the problem solving techniques in place (Vollmann, 2005). The planning and controlling approaches include optimization techniques for diminishing or maximizing involved elements, to meet the objectives within the operating environment. Employees are thus encouraged to work as a team to meet certain goals. For instance, a big problem is broken down to ease complexity and thus speeds up computation. Decomposing a problem allow efficiency in and ability to handle the uncertainties adequately. Secondly, dynamic approach allows the management to make decisions sequential ly in a multi-stage pattern. A conflict related problem is recursively mirrored to solutions to come up with the most effective conclusion. Teamwork involves decomposition of a complex problem into various sub-problems for individuals to handle and the solutions and eventually enables creation of a sequentially dependent framework indicating the whole problem as one, broken into various parts to enhance unity among employees. Sensitivity analysis The other style of leadership entails sensitivity analysis. The leader has to analyze hypothetically, logically or substantially, the factors that can cause conflicts within the workforce. The definition of this approach is a procedure of examining impacts over changes and their effects as outputs (Dodds, 2008). Leaders have to evaluate reasonable limits for change and the impact on individuals depending on their age differences. This approach determines their viability or validity of an action, thus equally encouraging team performance. Pr obability and risk analysis The democratic style represents a major departure from the main deterministic view of leaders in earlier styles. The analysis has a subjective basis on judgements on correlations along with uncertainties to gauge impacts of conflicts within the organization. Compared to deterministic or fixed-point approaches, the approach offers additional information of chances to determine and range employees’ sensitivity thus avoiding the probability of conflicts. Effects of democracy on organizational rules and regulations Today the issue of employee performance has a strong basis upon organizational policies and procedures as opposed to only the leadership qualities. The nature of these rules or regulations helps in establishing the significance of a task and the importance of ensuring good results. People are naturally opposed to rules that hinder their freedom and are strenuous during performance. Although an integral to effective part of performance, team leadership may be the root course of conflicts in an organization. As Dodds (, 2008) arguments, the most important element of performance is ability to resolve internal conflicts through the leadership styles because disagreements hugely affects team performance. Leaders have the role of facilitating the behavioural change that assists in moulding individual trails into teams to achieve the set goals. In relation to the writing of Dodds (2008), it is necessary to have necessary mechanisms, information and strategies of handling conflicts in the workforce. Future expectations of leadership There is need to create and manage a leadership style that supports a performance management culture. The main and frequently utilized measure of encouraging a performance culture in an organization entails methodologies to encourage employees question and seek guidance through departmental groups, human resource representatives or management. They should participate in decision-making and policy i mplementation procedures especially on matters concerning their performance requirements. This helps in avoiding conflicts during performance especially in situations where there are different age groups. Leadership styles and discipline are the key defining elements for creation and management of a performing culture. Organizational culture is the systematic procedures regarding performance of duties. It is the guide of the employees’ thoughts, actions and feelings. Lack of proper leadership and management on this aspects or performance culture among employees’ calls for perplexity or stymies by some bureaucratic processes and eventually causes conflicts. The organization culture has its basis on discipline, which promotes the decision-making and direct accountability over performance. With such discipline, there are clear expectations and commitments. There has to be management proactive measures to block abstractions of performance such as rewards thus the employees are truly engaged in their duties. Today emphasis on discipline has overthrown ancient style of â€Å"command and control† to enhance recognition of clear boundaries over the lines of duty, flexibility over performance and therefore foster required partnership (Dodds, 2008). Requirements for a disciplined performance Openness and reliance: Existence of a trustworthy environment promotes acceptance, honesty, free interaction, group work, sharing of ideas and comments. This means that the organization is able to derive talents that are more valuable and promote peace and success. Differences in Leadership styles: A good working environment addresses conflicts and exposes the unfulfilled commitments. It provides alternatives and encourages sharing of real opinions. Focus and simplicity: Good policies and procedures are clear and precise. They define the employees’ requirements and expectations that are result driven. The results are mutually understanding, interdepen dence and, positive results. Employees’ strengths: The leader should know and depend on the effectiveness and talents of the staff and implement methods of peacefully eliciting them. This means that the employees focus more on learning and building on their strengths through interactions. Agility, confidence, speed and simplicity of the employee therefore enable them to blend well with others as well as with the vision and mission of an organization. Summary Leadership is arguably a style that entails a pull rather than a push. The leader must realize their strength; have a good grasp of skills and abilities to convene organizational needs such as cultural or age diversities. The leader ought to be in a position of evoking positive opinions and gunner participation besides gaining credibility from the followers. Qualities of a good leadership style involve aspects of self-management, trust, vision and communication. Everyone must aim at becoming leaders at their own capacit ies. It only requires one to have the responsibility of facilitating positive changes from the status quo to a better and more purposeful future. In his writing of leadership without easy answers, Heifetz (2004) provides a great insight over the dynamism of leadership styles. He describes leadership as an adoptive process that requires self believes or values and behaviours that require leaders to engage in a continuous learning process to seek new ways of advancement. This advancement need is the most respectable, valuable but challenging aspect of leadership. Heifetz (2004) believes it is a style of adopting whereby; the leader must stay in touch with current aspects to take risks regardless of the involved pressure. References Barton, R.B. (2000). Organizational Goal Setting and Planning. Murray State University, Murray, KY. Web. Booyens, S.W. (2008). Introduction to Health Service Management. Juta and Company Ltd. South Africa. Canzer, B. (2003). E-Business: Strategic Thinking Practice. Boston, MA: Houghton Mifflin Company. Clark, D. R. (2008, August 21). Leadership style. Journal of Social Psychology, April 1982, 116, pp. 221-228. Web. Daft, R.L. and Marcic, D. (2008) Understanding Management. Cengage Learning. Dodds, B. (2008, March 31). Pandemic Planning and Business Continuity. Web. Heifetz R A. (2004). Leadership without Easy Answers. London, Harvard University Press. Hargreaves, A. (2003). Teaching in the Knowledge Society. New York, NY: Teachers’ College Publishes. Hargreaves, A. and Goodson, I. (2004). Change Over Time? A Report of Educational Change over 30 years in Eight U.S. and Canadian Schools., Chicago. MacMillan, R. B. (2000). Leadership succession: Cultures of teaching and educational change. New York, NY: Routledge/Falmer Publishers. Mathis, R, L., Jackson, J. H. and Elliott, T. L. (2007). Human Resource Management. Thomson Southwestern Publishers. Miller, C. (2008, May 30). Cultural Diversity is an Opportunity. Web. Pride, W.M., H ughes, J.M. Kappor, J.R. (2009). Business. Kentucky: KY Cengage Learning Publishers. Ulrich, D. (2001). From Partners to Players: Extending the HR Playing Field. Human Resource Management. Vollmann, T. E., Berry, W L., Whybark, Cl. D. (2005). Manufacturing Planning and control systems for supply chain management. New York, NY. McGraw-Hill Publisher/Irwin series.

Nothing to fear Essays - Free Essays, Term Papers, Research Papers

Nothing to fear Essays - Free Essays, Term Papers, Research Papers Nothing to fear Technology is considered as a way of keeping up' with the present world. Technology has been considered as a preserve of the young generations - which is creating a huge obstacle in encouraging and teaching older people to become literate in the technological field. People who are over a certain age feel reluctant to learn how to use these latest technologies due to fear or perhaps even because of a lack of interest. But by laying out some advices to our fellow folks out there might encourage them to get online to possibly make their lives much easier on the long run. Self-determination One of the many obvious reasons to become familiar with these technologies is to accomplish your day to day life personal requirements by just a swipe of your fingertips; this could include online banking, hospital bookings, online food ordering and even cab bookings. By being able to do such work at the comfort of your own home, you are saving time from waiting in those long never ending queues. This will allow the senior citizens to continue to become independently supporting themselves without being dependent on the community. Health benefits Even though picturing an elderly sitting and playing games online is almost impossible to imagine of, many recent researchers have declared that playing games online can boost the brain and increase mental longevity. Moreover, virtual recreation gaming systems (EXAMPLE; Wii) can help promote participation of physical activities among the seniors as the users of the game are taught how to do dance and do yoga, two extremely beneficial forms of exercises for the elderly. Social intimacy Many of your elderly citizens spend their later stages of life in isolation, as they are separated from their family and friends by long distances. But with the help of technology you can be in touch with everyone who is closest to you, now all the grandparents out there can spend hours talking and laughing with their beloved grandkids. The feeling of despair and loneliness is yet another emotional aspect the technologies have helped the elderly conquer. Watering your hobby As a retired individual finding something to help you occupy your free time is very important. Well for all the hidden writers out there here is a chance to make most of your time, you could write online blogs, it will help you connect with other bloggers and to file your writing skills. Or are you into knitting or painting? With the help of the gazillion videos online you can be a pro at your artistic interest in no time. This isn't it! There's way more things the online world has to offer you which could potentially bring out the best creative side within you. Security companion As many of the senior citizens live alone, these technologies can help them from danger with help of just a click. Both the minds of the elders and their families will be at peace knowing that their safety is secured. Many older people don't recognize or agree that they might be missing about by not being able to access the internet, they don't see how the benefits can outweigh the time taken to learn how to use it effectively. But clearly they can yield out so much welfare and also higher their standards of living.

Highlights of the Dorian Invasion Into Greece

Highlights of the Dorian Invasion Into Greece In about 1100 B.C., a group of men from the North, who spoke Greek invaded the Peloponnese. It is believed that an enemy, Eurystheus of Mycenae, is the leader who invaded The Dorians. The Dorians were considered the people of ancient Greece and received their mythological name from the son of Hellen, Dorus.  Their name also derives from Doris, a small place in the middle of Greece. The origin of the Dorians is not completely certain, though the general belief is that they are from Epirus or Macedonia. According to the ancient Greeks, it is possible there could have been such an invasion. If there was one, it might explain the loss of the Mycenaean civilization. Currently, there is a lack of evidence, despite 200 years worth of research. The Dark Age The end of Mycenaean civilization led to a Dark Age (1200 – 800 B.C.) which we know very little about, apart from archaeology. Specifically, when The Dorians conquered the Minoans and Mycenaean civilizations, The Dark Age emerged. It was the period in which the harder and cheaper metal iron replaced bronze as a material for weapons and farm implements. The Dark Age ended when the Archaic Age began in the 8th century. The Culture of the Dorians The Dorians also brought The Iron Age (1200–1000 B.C.)  with them when the main material to make tools was made out of iron. One of the main materials they created was the iron sword with the intention to slash. It is believed that the Dorians owned land and evolved into aristocrats. This was at the time where monarchy and kings as a form of government were becoming outdated, and land ownership and democracy became a key form of rule. Power and rich architecture were amongst several of the influences from the Dorians. In regions of war, like Sparta, the Dorians made themselves military class and made the original population slaves of agriculture.  In city-states, the Dorians coupled with Greek people for political power and business and also helped influence Greek art, such as through their invention of choral lyrics in the theater. The Descent of the Heracleidae The Dorian Invasion is connected with the return of the sons of Hercules (Heracles), who are known as the Heracleidae.  According to the Heracleidae, the Dorian land was under the ownership of Heracles. This allowed the Herakleids and Dorians to become socially intertwined. While some refer to the events prior to classical Greece as the Dorian Invasion, others have understood it as the Descent of the Heraclidae. There were several tribes amongst The Dorians which included Hylleis,  Pamphyloi, and Dymanes. The legend is that when the Dorians were pushed out of their homeland, the sons of Hercules  eventually inspired the Dorians to battle their enemies in order to take back control of the Peloponnese. The people of Athens were not forced to migrate during this unsettled period, which put them in a unique position among the Greeks.

Chinese Gender Imbalance Research Paper Example | Topics and Well Written Essays - 2000 words

Chinese Gender Imbalance - Research Paper Example The implementation of one-child policy in China reduced the population into 1.3 billion after nearly 30 years. Government officials consider strict family planning policies as essential for economic growth of the country. This policy is accompanied by vigorous campaigns emphasizing the need for individual sacrifice for collective good (Stein, 1995, p. 31). China became one of the largest economies worldwide due to its effective implementation of policies (Chang, 2008, p. 10). However, China’s one-child policy currently threatens the gender balance of the country. Zhang Weiqing, â€Å"National Population and Family Planning Commission† Minister, stresses the intention of the country to implement this policy (as cited in Chang, 2008, p. 10). This paper aims to highlight the relationship between population and gender in China. It outlines how the government’s effort to reduce the country’s population leads to gender imbalance. The paper thoroughly explores the one-child policy and how it contributed to gender imbalance. In addition, it highlights the couple’s preference for a son as a mediating variable in the relationship between population and gender. Lastly, the paper outlines the adverse effects of gender imbalance.

Dystopian text - 1984 and v for vendetta Essay Example | Topics and Well Written Essays - 1000 words

Dystopian text - 1984 and v for vendetta - Essay Example The two were written at different times, the novel in 1984 and the movie occurs after 2010 though it was released in 2005 (Overeem 23). The perspectives of the two are the rights of England citizens which have been reduced and their activities watched very closely by a government which is very powerful. There are various similarities and differences between the two and the first similarity lies in the theme of government and bureaucracy. The two depicts a powerful government that is almost totalitarian where one individual is the leader. In the novel, the individual is known as big brother (Beshore and Keller 45). His picture is quite visible on posters all over London. Orwell indicates that the posters are colored and too large for the overall indoor display. In the film, v for vendetta, Chancellor Adam sutler is the leader who is hungry for power. He is depicted as a religious fanatic and uses his position to control the people in England. The similarity in the two is that the two governments are represented by a single powerful leader who all the others report to. However, in 1984, there is the uncertainty in the existence of the leader big brother. According to the author, the issue of whether he is alive, dead or even if he ever existed is uncertain since no one knows his whereabouts. This is different in the film since chancellor Sutler is shown in various episodes of the film. He is therefore known and people are certain about his living throughout the course of the events. To begin with people, let us look at the government and bureaucracy as presented by Orwell in 1984 (Peters 34). There is question as to whether he is able to provide a good vision on to the issue of government and bureaucracy or whether his political perspectives are limited. He equated the phenomenon of bureaucracy with the totalitarian states that had overt repressions in the political arena. According to him, a centralized government represented more power for the

Physician Assisted Suicide Term Paper Example | Topics and Well Written Essays - 1500 words

Physician Assisted Suicide - Term Paper Example Utilitarianism, which is one of most well-known ethical theories under the umbrella of consequentialism or teleological ethics, is a school of thought, which believes that right and ethical actions are those, which could create maximum good for the maximum number of people. In other words, it focuses on the minimizing the pain and maximizing the pleasure (Devettere, pp. 106-107, 2009). If the issue of physician-assisted suicide is put forward in front of a utilitarianist then he would engage in a hedonic calculus for calculating the pleasure and pain inflicted by the situation of the patient. If the total pleasure is greater than the total pain than the utilitarianist would argue that, the person should live and vice versa. Furthermore, despite the fact that how much pain the person is suffering with, if the life of the person is causing pleasure and benefit for a greater number of people then the utilitarianist would argue that it is better for the person to live for as long as poss ible despite his condition (Donnellan, pp. 61, 2005). More importantly, even if the person pleads death, an utilitarianist in that particular condition would refrain from letting it happen because according to Millian principles of utilitarianism, if ever there is a clash between the two basic principles or values of this ethical theory which are â€Å"Utility† and â€Å"Liberty†, then utility must prevail over liberty (Keown, pp. 201, 2002). Relativism refers to the school of thought who believes that absolute truth, knowledge of reality is inaccessible to the humans because of that every bit and a piece of information or truth that comes to us is highly subjective.  Ã‚  

The Privacy on a Workplace Legal Aspects Essay Example | Topics and Well Written Essays - 500 words

The Privacy on a Workplace Legal Aspects - Essay Example Discipline is a touchy subject when it comes to examination under the light of legal liability. The biggest reason for this is that many actions that a Human Resources department might take could be construed as retaliatory or discriminatory in nature; even if this was not the intent. As such, the process of discipline should be clearly aligned in such a way as to obviously work to give the employee an opportunity for growth and realization of the negative aspect or trait that led him/her to be disciplined. A good rule of thumb is to allow a silver-lining to every form of discipline so that if the issue ever came up in a court of law the employer could reasonably show the court that they have provided both a form of punishment for said action as well as providing a way that the employee could maximize their overall benefit in the given situation; thereby providing him her with an incentive to perform in a better/more appropriate way in the future.With regards to pre-employment testin g, this provides a backbone of the employment process as it currently exists within the United States. It is a tool for employers to gauge the level of aptitude that potential hires can necessarily bring to specific jobs and skill sets. Although appropriate to determine ability, the pre-employment test loses all of its appropriateness when it is used to discriminate based on a variety of illegal factors. These include but are not limited to factors that relate to the race, age, gender, sexual orientation.