Pornography Essay Example for Free

Pornography EssayThe rising debate concerning pornography has stirred and separated societies in the carriage it promotes the concept of free speech while at the same time disregarding set and morals of a particular ideology. Such variation in the spectrum of interpretation has left the debate in a controversial and difficult position. In the end, it all boils down to the capabilities of an individual to synthesize the issue not on the perspectives of bias or subjectivity, but how objectively facts will point out to the reality. The chapter highlighted and elaborated on the important arguments and facts concerning the issue of pornography in the United States. seek to showcase an evolutionary framework, the author has pointed out the controversial and important issues besetting pornography. By showing the different viewpoints among varied sectors in society, the reader nooky have an sprightly look of the arguments that are in place. Each part can be subdivided to the several accounts of people who justify the place of pornography in society and withal its relative critics who deem it to be immoral and unjust. The first part of the argument deals with the evolution of how censorship had deemed the freedom of expressing ones idea towards a legitimate field or art.A typical era or period history has seen manifestation of social control over what is considered lewd and indecent. According to (The outset Amendment) over the centuries different generations have defined and redefined what is considered publicly indecent. (p. 270) The next section of the chapter focuses on the controversial film and the characterization of Larry Flynt. The movie The People vs. Larry Flynt, has been hounded by controversy and criticisms over its detractors. Furthering the argument, the chapter focused on several comments given by members of the media that manifest a support for the film.On the other side, the points of critics were also shown in the article so as to balan ce and maintain an objective course. Seeing this, Flynt and its supporters including the director and staff argue on behalf of the First Amendment and free speech and the mans commitment over things while critics arguments circumvent on moral and degenerative issues it creates among women, children and American society as a whole. The next section of the chapter highlights the arguments for and against controlling the propagation of indecent materials over the internet.It can be argued that the rise of technology not only gave more accesses to children but at the same time stimulated and enhanced the fabrication of pornography. The article shows the failure of the Communications Decency Act to promote such efforts of control pornography in the internet. The (The First Amendment) chapter states that the court, while disagreeing about some issues in the case, unanimously concluded that reducing online communication to a safe-kids standard is unconstitutional (p. 290). This basis is a gain garnered and derived from the First Amendment Rule.With this, the article again presented arguments for and against the Supreme Court ruling. It showcased the positive effects it can do to create in engineeration about certain relevant things deemed immoral and obscene by several people. On the other hand, seeking the security measure of the innocent and children have catapulted critics into disagreeing to the arguments presented by the court. (The First Amendment) article states that there is no reason that the laws that govern the distribution of the other indecent material to children in the form of magazines and videos should not apply in the internet as well (p. 94) Analysis After seeing and reading the arguments presented by both supporters and critics alike of pornography, several issues can be seen. First is that every argument mentioned revolves around a particular principle. For supporters it involves the issue of freedom of speech and expression. While on the other hand, the issue of values and morality surround critics views. Second, the idea of establishing the foundation of which side is right remains to be difficult since both arguments for and against the issue of pornography hold their equivalent ground. feeling closer on the arguments of curtailing pornography, there are indeed striking wiles concerning its total control. Craven argues that most rational people can agree that behavior that does equipment casualty could be categorized as immoral, evil or wrong (p. 6). Such belief is rooted on several values and ideals promoted by an individuals affiliation. On the other hand, proponents and advocates wouldnt care less especially if the issue of pornography raises the economic status of individuals. The profitability of the new industry especially with the legitimate development of technology makes it feasible for individuals to dwell in the practice.The Ethics Religious Liberty Commission says that pornography revenue exceeds the uni te revenues of all professional, baseball, football, and basketball franchises and the combined revenues of ABC, CBS, and NBC. (p. 1) Seeing such patronage only means one thing, people tolerate pornography. I am not saying that it should be left alone. thither must be a responsible practice among members of society to actively regulate the amount of information given. This especially applies to children below 18 years of age.By doing this, children are protected from whatever information that can be obtained from these websites. In addition, monitoring mechanisms must be put in place to safeguard the vex of children. In the end, though the debate concerning pornography may reach a stalemate, each individual has the capability to ask responsibly. Yes, the principles of values, freedom, and morality are all in place. What individuals must do is to create a responsible practice of these actions. By doing so, they may have an objective approach in dealing with the said issue.

Budgeting Importance Essay Example for Free

Budgeting Importance EssayAbstractbeyond Budgeting has been proposed as an influential idea that pull up stakes reinvigorate concern accounting contri moreoverion in businessoperation and exercise. It is claimed that the conventional system has lost relevance with the modern business purlieu and is no longer satisfying the needs of managers. Budgets have been ingrained in the culture of business since their inception in the 1920s and managers go away find it extremely rocky to radically shift to a system without budgets. The implications of a Beyond Budgeting system be performance measures relative to competitors and a decentralized organisation structure. Alternatives such as the develop Budgeting techniques may be more favourable to management who desires a formal planning and control system. The Beyond Budgeting concept is still in its early childhood and requires further development and practical implementation.KeywordsBudget Beyond Budgeting BBRT Management Cont rolI. IntroductionBeyond Budgeting has been proposed as an influential idea that will reinvigorate management accounting contribution in business operation and performance. According to take to and Fraser (2003) the budgeting system, as implemented by nigh businesses, should be eradicated. The budgeting debate has arisen due to a movement into the information age (Drury, 2008). It is considered that the environs is now so complex and competitive that budgeting in its existing form is no longer useful for businesses. Dissatisfaction with tralatitious budgets is growing in the business world and Beyond Budgeting has been suggested as a method to reinvigorate the managerial contribution of management accounting.This article discusses how budgeting has evolved into its current state, originally examining why this universal technique has come infra such heavy criticism of late. The limitations and weaknesses of traditional budgeting system will be supported with appropriate referen ces. At the he heart of this paper is the military rating whether the Beyond Budgeting model is more relevant in todays business environs and if it slew be a prominent alsol in the prox practices of management accounting. After critically evaluating academic scholars vox populis on this issue, a conclusion will be pull as to whether Beyond Budgeting really is the way forward.This article is organised as follows office II introduces and discusses evolution of various concepts of budgeting Section III discusses limitations of traditional budgeting Section IV discusses how beyond budgeting addresses the limitations of traditional budgeting and is indeed the way forward and finally section V concludes.II. Evolution of Various Concepts of BudgetingBhimani et al. (2008) define a budget as a quantitative succeeding(a) plan created by managers to assist the implementation of this plan. Becker et al. (2009) state the common view is that at the foundation of management accountingsyste ms is budgeting. In the 1920s budgets were born in parliamentary procedure to help managers control costs and cash flows (CIMA, 2007). This concept grew into fixed performance contracts involving future income and expenditure estimations. Budgets were used to driveway and evaluate management performance. Furthermore, Rickards (2006) believes the main purpose of budgets is to help implement a firms strategy, non just controlling and planning. The changes in the economic environment and business processes led to evolutions in budgeting.From the initial cash budgets to more modern techniques of zero based budgeting (ZBB) and activity based budgeting (ABB). Drury (2008) details six functions of traditional budgets polish the comp eithers long term plans Coordinating the different departments and helping to improve relationships between them Communicating ideas and expectations from top management to all other employees make managers to achieve challenging targets and goals. Control ling the business activities using variance analysis to determine atomic number 18as requiring attention Evaluating the performance of managers in relation to achieving targets.A study of 40 managers revealed that budgeting is still very popular (Dugdale Lyne, 2006). They found that all businesses in question were using budgets and that when used alongside other tools budgets can harmonise, motivate and control. Budgeting is ingrained in the cultures of many companies therefore it can be difficult to convince managers that the business will be better off without them (Libby Lindsay, 2007). Daum (2002) argues that in the dynamic business environment managers should be looking to grow, expand, exceed targets and limits, and not be restricted by them. He describes many features of this environment such as complex activities, innovation, retention of adept employees. The new business environment is vastly different from the 1920s and although budgets have evolved to adapt to these c hanges, they argon increasingly coming under criticised.III. Criticisms of Traditional BudgetingThe traditional budgeting methods are considered too time consuming and unresponsive to external changes. According to a research by Neely et al. (2003) the budget creation uses 20% of management time. Following on from this, Bartram (2006) found that even the leanest and most efficientcompanies take 79 days to organise their budgets, whilst 210 days are spent in the worst practice companies. This is a considerable amount to time for a firm to spend on an activity that arguably adds no value to the business.The budget culture has restricted the skill for a firm to reshape into a modern business because the budgets reign and contain management conducts into oldparadigms (Hope and Fraser, 1997). In todays environment the traditional systems of frequently found to be an obstacle to innovation and enterprise by management (Daum, 2002).Daum Hope (2003) highlight the growth of organisations as a factor in causing the irrelevance of traditional budgeting methods. Previously, businesses were smaller and staff relationships were built on trust. Trust to act in the best interests of the company. The expansion and development of multinational companies has caused a break down in trust between employees. To combat this, budgets were used as systems of control. However, now this control aspect has become a restriction to go along for a modern and forward thinking company.The following are weaknesses suggested by Neely et al. (2003) and they advocate these as an area for improvement. Budgets lack strategic concentre and value creation, sort of the aim is always cost reductions. The bureaucratic hyphen restricts flexibility which in turn impacts a firms creative instincts. Annual budgeting is too occasional(prenominal) therefore feeding into the unresponsive argument. Employees may not react well to having controls forced onto them thus having the capability to de-motivate. Also the top down style of budgets strengthens upright piano command structures, which can lack adaptability and responsiveness. working to budgets can cause dysfunctional behaviour as managers are often under pressure to meet targets, this behaviour is also known as budget games.Bartram (2006) breaks down budgetgames into five areas. Firstly, The Skys the Limit, this entails management pushing the boundaries and trying to get as large a budget as possible instead of asking for just what they need. This feeds into Mines Bigger than Yours whereby managers use the size of their budget to adjudicate their own status within the company. Cooking the Books relates to a delay of declaring revenue if the targets are already met so that they can use this revenue to meet future objectives. Next is Hey Big Spender, managers feel that they must spend the entirety of their budget otherwise it will be cut next division. Finally, Bonus or Bust is concerned with the managers focus on measures that impact their own salaries or bonuses, whilst ignoring targets which may be more vital to long term success.On the report of budget games, Jensen (2003) feels the integrity of the whole firm can be compromised when managers partake in this type of behaviour. The traditional system is based on a blemish principle reward managers for meeting targets but punish if they fail to do so. This only encourages the type of dysfunctional behaviour described by Bartram. In order to end these games, Jensen proposes abolishing the using budgets as a system for rewarding performance. Otley (2003) believes budget system has the potential to create dysfunctional behaviour and discusses his experience of a combust mine that held back stock to meet weekly quotas, an example of Cooking the Books.The studyity of criticism of traditional budgeting methods has been published by the proponents behind the Beyond Budgeting movement, Hope Fraser. Their initial criticisms were used as a spearhead to create a better management tool. Traditional methods rely on past information which can have negative knock on effects. An example is the incremental budgeting tool, where the previous years budget is slightly adjusted for the new year without any analysis into areas which are over/under performing. The performance evaluation is generally carried out at the end of the budget period this canbe too late to remedy deficiencies. Leading on from this, the common practice is to carry out fixed percentage cuts when early results appear unacceptable (Hope Fraser, 2003). Libby Lindsay (2007) feel that the tasks are originating from how budgets are implemented and used within business, if used correctly they still can be a very effective tool. Ekholm Wallin (2010) agree with Libby and Lindsay, and add that if flop used traditional budgets are a strong framework to plan and measure a companys operations. Therefore it can be suggested that many of the inadequacies of traditional budgets co uld be down to the implementation and not the tool itself.Despite the reasoning behind these limitations, Hope and Fraser (1997) report that 99% of atomic number 63an companies use formal budgeting procedures, this figure is likely to remain high even today. In addition, a survey of US organisations by Libby Lindsay (2007) revealed that over 50% of senior managers felt businesses could not cope without budgets and that they were imperative to success. Managers also believed that despite the associated time and costs, budgets were adding value to a company. Ekholm Wallin (2010) feel the annual budget is not dead yet, but it is past its round top and has lost usefulness and become outdated.IV. Beyond BudgetingBeyond Budgeting promotes the most ideal characteristics of a budgeting system flexibility, coordination and responsiveness (Pilkington Crowther, 2007). It is not just another system of tools it requires a complete overhaul of the organisations culture and a shift in the mana gement style (Becker et al, 2009). Hansen (2011) states this can be performed in two stages move toward performance evaluation relative to competition and then implement a decentralized structure. Hope Fraser (2003) believe the limitations of traditional budgetary systems require businesses to abandon budgeting altogether and instead focus on financial and non financial measures. The process should look to external benchmarks and competitors rather than internally set targets. The restrictive nature of budgets is removed and this can enhance the potential of a firm whilst empowering employees to make better decisions. Player (2003) describes Beyond Budgeting as extreme approach but with vast benefits to be realised. A key problem area is with rewarding managers using traditional systems.A BeyondBudgeting reward system is far more appropriate as it is relative to performance measures, often derived from competitors and benchmarks (Hope Fraser, 2003). Daum Hope (2003) argue that Bey ond Budgeting is a more adaptive approach to management, with more frequent performance reviews. A second feature is that centralized and vertical structures are converted to a decentralized management style. This empowerment pushes authority and decision do to lower levels of the business. The effect can be found in increased productivity and motivation. Managers have embedded budgets into their culture so it is likely they will struggle to manage without them.Hope and Fraser (2001) believe that the volatile nature of the environment mean budgets and plans are redundant. Budgets try to remove surprises from business. Instead, managers should embrace them and look to them as opportunities for improvement. They continue by saying that in order to take full benefit of the opportunities lower level staff need the authority to make strategic decisions. Furthermore the removal of budgets creates extra time for managers spend onproblem understand and adding value to the business, as t he time taken to prepare budgets is a particular disadvantage (Ostergren Stensaker, 2011).The Beyond Budgeting model is becoming increasingly popular and many companies are now following its principles. Hope Fraser (1997) discovered that the Scandinavian bank Svenska Handelsbanken abolished all forms of traditional budgeting in 1979. Since then it has grown into the largest bank in Scandinavia and one of Europes most efficient banks. Their CEO reported that a cultural change from budgets and targets to improvement has enabled costs to be driven down. Daum (2002) states that Svenska Handelsbanken utilised a decentralised structure to enable each branch to run as an independent profit centre. This is an example of the potential that Beyond Budgeting can unlock.The Beyond Budgeting Round dining table (BBRT), a network designed to transform thetraditional budget system, studied 14 companies without budgets or almost without budgets and from this they produced 12 guiding principles to Beyond Budgeting i.Measure performance against the competition, not internal targets.ii.Motivate employees by empowerment.iii.Delegation to divisional managers allows them to take responsibility.iv.Give operational managers independent access to resources.v.Create customer focused teams.vi. rear transparent information sharing across the organisation.vii. Set targets on external benchmarks.viii. Rewards in line with beating the competitors.ix.Allow managers to be involved with strategy planning.x. set aside management access to local resources.xi.Coordinate the internal use of resources.xii. Performance measurement information should be available freely. (Daum, 2002)Pilkington Crowther (2007) have found that Beyond Budgeting is most commonly adopted by large firms employing over 1,000 people. The smaller firms (10 50 employees) tend to impose strict budgets for employees to follow. This is likely to be due to the size, management style and ability to train staff in unfamiliar conc epts. DeWaal (2005) suggests an entry scan before implementing Beyond Budgeting to ensure that staff feels the current systems are failing. The scan creates news into whether staff wants, and if the organisation can, implements Beyond Budgeting. The main advantage of questioning the employment of Beyond Budgeting is that staff will feel involved in decision making and internal business processes.Beyond Budgeting appears to have many advantages over traditional systems but it is not without criticism of its own. CIMA (2007) believe that having no budgetcreates various problems. A business will have no framework for planning, coordinating and controlling its activities. The business can lose direction without detailed plans of its current position and future goals. Finally, a drastic culture change can leave employees feeling disillusion and the decentralized structure may be impractical for some organisations.An option option for firms that still want a formal budgeting system is B etter Budgeting. Better Budgeting entails five techniques that can be used to overcome some of the limitations of traditional methods (Neely et al, 2003). Activity Based Budgeting involves planning using value adding activities, following a similar concept to ABC and ABM. Zero Base budgeting forces managers to justify their budgets every year to try and prevent dysfunctional behaviour and budget games.Thirdly, a Value Based technique encourages a focus on creating shareholder wealth and linkages with strategy. receipts methods consider both short and long term projections whilst ensuring sufficient cash is generated. Finally, Rolling Budgets create frequent budgets to provide more accurate forecasts. A major(ip) problem with Better Budgeting techniques is that they can really take even more management time to be used effectively, which is likely to cause greater dissatisfaction with the processes.The Beyond Budgeting movement is still in the early stages of development and Rickard s (2006) feels that further research and practical implementations are required before a real breakthrough in management accounting is achieved. Becker et al (2009) believe that the initial fascination with Beyond Budgeting is fading and that some principles are being put into practice, just not under the umbrella of Beyond Budgeting. Decentralisation and empowerment may be growing in popularity due to the current business environment.V. ConclusionTo conclude, Hopes view is that Beyond Budgeting is a far more effective system which conquers the limitations of traditional methods. He foresees the international expansion of the BBRT and that Beyond Budgeting will become a major management theme for the future (Daum Hope, 2003). After evaluating the thoughts and opinions of various academics, this article believes that Beyond Budgeting has an important role to play in the future of management accounting. However, it is unlikely that it will be fully adopted as the BBRT imagined a numb er of principles are extremely useful within the modern environment.These may be adopted but management will find it hard to completely abandon budgeting, as it is embedded it business culture. Perhaps some Better Budgeting techniques could be practiced in order to update the failing traditional system. This article supports the argument that traditional budgets are outdated and no longer appropriate for the current environment. Furthermore, budgets can actually destroy shareholder value within a firm therefore it is vital that new systems are developed. It is the view of this article that the traditional budget requires recall and revitalizing but is not yet ready for removal.ReferencesBartram, P. (2006). Forecasting the end for budgets. Director. 30. Becker, S., Messner, M. and Schaffer, U. (2009). The Evolution of a Management Accounting Idea The Case of Beyond Budgeting. Working paper. Bhimani, A., Horngren, C., Datar, S. Foster, G. (2008). Management and represent Accounting , 4th ed. Harlow Pearson.Michael Goode, Ali MalikCIMA213(2007).BeyondBudgeting.OnlineAvailableathttp//www.cimaglobal.com/Documents/ImportedDocuments/cid_tg_beyond_bu dgeting_oct07.pdf Accessed 28/11/11Daum, J. (2002). Beyond Budgeting A Model for Performance Management and Controlling in the 21st Century? Controlling and Finance.Daum, J. and Hope, J. (2003). The origins of Beyond Budgeting and of the Beyond Budgeting Round Table (BBRT) An interview with Jeremy Hope. DeWaal, A. (2005). Is Your Organisation Ready for Beyond Budgeting? Measuring condescension Excellence, 9(2), 58-67Drury, C. (2008). Management and Cost Accounting. 7th Edition. Andover Cengage Learning.Dugdale, D. and Lyne, S. (2006). Budgeting. CIMA Financial Management, 32-35. Ekholm, B. and Wallin, J. (2010). Is the annual budget really dead? European Accounting Review, 9(4), 519-539.Hansen, S. (2011). A Theoretical Analysis of the Impact of Adopting Rolling Budgets, Activity-Based Budgeting and Beyond Budgeting. E uropean Accounting Review, 20(2), 289-319.Hope, J. and Fraser, R. (1997). Beyond budgetingbreaking through the barrier to the third wave. Management Accounting, 75(11), 20-23.Hope, J. and Fraser, R. (2001). Beyond Budgeting Questions Answers. CAM-I Hope, J. and Fraser, R. (2003). New ways of setting rewards the Beyond Budgeting model. Californian Management Review, 45(4), 104-119.Hope, J. and Fraser, R. (2003). Who needs budgets? Harvard Business Review. 81(5), 125-126.Jensen, M. (2003). Paying People to Lie the Truth about the Budgeting Process. European Financial Management, 9(3), 379-406.Libby, T and Lindsay, R. (2009). Beyond budgeting or budgeting reconsidered? A survey of North-American budgeting practice. Management Accounting Research. Neely, A., Bourne, M. and Adams, C. (2003). Better budgeting or beyond budgeting?Measuring Business Excellence, 7(3), 22-28Ostergren, K. and Stensaker, I. (2010). Management control without budgets A field study of Beyond Budgeting in practic e. European Accounting Review, 19(1), 1-33.214Pakistan ledger of cordial Sciences Vol. 31, No. 2Otley, D. (2003). Management Control and Performance Management Whence and Whither? British Accounting Review, 35, 309-326.Pilkington, M. andCrowther, D. (2007). Budgeting and control. Financial Management, 29-30.Player, S. (2003). Why some organizations go Beyond Budgeting. Journal of Corporate Accounting and Finance, 14(3), 3-9.Rickards, R. (2006). Beyond budgeting boon or boondoggle? Investment Management and Financial Innovations, 3(2), 62-76.

Analysing the different approaches to leadership

Analysing the different shape upes to leadershiphipLeadership is about influencing, motivating, and enabling other to abide toward the effectiveness and success of the organization of which they ar members. And the leaders apply various from of influence- from subtle persuasion to direct application of power- to ensure that followers have the motivation and role clarity to achieve specified goals. Leaders as well as arrange the add environment-such as all toldocating resources and altering communication patterns- so employees can achieve bodily objective more easily.Leadership isnt restricted to the executive suite. Anyone in the organization may be a leader in various manners and at various times. This view is variously get byn as shared leadership or the leaderful organization. Effective self-directed work teams, for example, consist of members who share leadership responsibilities or otherwise allocate this role to responsible coordinator.Behavioral approachIn the 1949 and 1950 leadership experts at several universities launched an intensive research investigation to answer the fountainhead what behaviors light upon leaders effective? Questionnaires were administered to subordinates, asking them to rate their supervisors on large number of behaviors. These studies distilled deuce clops of leadership behaviors from literally thousands of leadership behavior items.One cluster represented mickle-oriented behaviors. This included showing mutual trust and respect for subordinates, demonstrating a genuine concern for their needs, and having a desire to look out for their welfare. Leaders with a strong community-oriented entitle listen to employee suggestions, do individualised favors for employees, support their interests when required, and treat employees as equals, The other cluster represented a task- oriented leadership style and included behaviors that define and structure work roles Task-oriented leaders assign employees to specific tasks, clarify their work duties and procedures, ensure that they follow company rules, and push them to reach their writ of execution capacity. They establish stretch goals and challenge employees to push beyond those high standards. (Source pg.407 , McShane , Von Gilnow)Researchers hoped that the behavioral theories approach would not only provide more definitive answers about the spirit of leadership but, if successful would also have practical implications quite different from those of the trait approach. If trait research had been successful, it would have provided a basis for selecting the right people to assume formal leadership positions in organizations. In contrast, if behavioral studies turned up critical behavioral determinants of leadership.These theories began when the ideas of unique leader traits were questioned in the 1940s, It was considered that the qualities of leaders could be analyzed better by looking at their behavior or their behavioral style that causes others t o follow them.They concluded that in making an appropriate plectrum of how autocratic or democratic to be, a manager needed to consider three sets of issuesPersonal concerns- managers had to consider their own values, their inclinations towards leadership, and the level of confidence they had in their subordinates. repress concerns- mangers had to consider their subordinates-needs for responsibility and independence, their knowledge and interest of the problem, and the amount they desired to be involved in settlement problems.Concern for the situation- this included concern for the nature of the problem, the competence of the group in handing the problem, the time available and the type and history of the organization.They suggested a continuum of possible leadership behavior which is available to a manager, along which may be placed various styles of leadership. At one extreme, leadership was boss- high-and-mighty and at the other extreme, leadership was subordinate- democratic. The continuum, therefore, represents a range of action which relates to the degree of authority used by a manager and the area of freedom available to subordinates in arriving at decisions.Autocratic style draw a leader who typically tended to centralize authority, arrange work methods, make unilateral decisions, and limit employee intimacy.The democratic style described a leader who tended to involve employees in decision making, delegate authority, encourage participation in deciding work methods and goals, and use feedback as an opportunity for coaching employees.The laissez-faire style leader generally gave the group complete freedom to make decisions and complete the work in whatever way it sawing machine fit.(Source Pg.459-461. Robbins, Coulter)Contingency approachThe fortuity perspective of leadership is based on the idea that the most(prenominal) appropriate leadership style depends on the situation. Most contingency leadership theories assume that effective leaders mustiness be both insightful and flexible. They must be able to adapt their behaviors and style to the immediate situation, this isnt easy to do, and however, Leaders typically have a favourite(a) style. It takes considerable effort for leaders to find out when and how to alter their styles to control the situation. As we billd earlier, leaders must have high emotional intelligence so they can diagnose the circumstances and match their behaviors accordingly. (Source pg.408 , McShane , Von GilnowThe contingency approach seeks to apply to real life situations ideas drawn from various schools of management thought. Different problems and situations require different approaches and no one approach is universally applicable. Managers must seek to identify the approach that give serve them best in any given situation, so they can achieve their goal.It is important to note that the contingency approach stresses the need for management to examine the relationship between the internal and external environment of an organization.The systems approach to management emphasizes that relationships between various separate of an organization are interlocked. The contingency approach has emphasized this idea by focusing on the nature of such relationships (Source Pg.22-23. Appleby)Fred Fiedler developed the first comprehensive contingency model for leadership.Fiedler proposed that a unwrap factor in leadership success was an individuals basic leadership style. He further suggested that a persons style was one of 2 types task oriented or relationship oriented. To measure a leaders style, fielder developed the Least-Preferred Co-worker (LPC) questionnaire. This questionnaire contained 16 pairs of contrasting adjectives- for example. Pleasant -unpleasant, cold- warm, boring-interesting, and friendly- unfriendly. Respondents were asked to think of all the co-workers they had ever had and to describe that one person they last enjoyed working with by rating him or her on a s cale of 1 to 8 ( the described the positive out of the pair) for each of the 16 sets of adjectives. Fiedler believed that you could determine a persons basic leadership style on the basis of the responses to the LPC questionnaire. What were his descriptions of these styles? Fiedler believed that if the leader described the least preferred co-worker in relatively positive terms (in other words, a high LPC s fondness), indeed the respondent was primarily interested in good personal relations with co- workers. That is if you described the person that you least liked to work with in favorable terms, your style would be described as relationship oriented. In contrast, if you saw the least preferred co- worker in relatively unfavorable able terms (a low LPC score), you were primarily interested in productivity and sop upting the personal line of credit done, thus, your style would be labeled as task oriented. Fiedler did acknowledge that there was a small group of people who fell in be tween these two extremes and who did not have a cut-and -dried personality sketch. One other point we need to make is that fiddler assumed that a persons leadership style was eer the same (fixed) regardless of the situation. In other words, if you were a relationship-oriented leader, youd always be one, and the same if you were task oriented.Fiedlers research uncovered three contingency dimensions that defined the key situational factors for determining leader effectiveness, these wereLeader -member relations the degree of confidence, trust, and respect employees had for their leader, rated as either good or poorTask structure the degree to which logical argument assignments were for malized and procedurized, rated as either high or low.Position power the degree of influence a leader had over power- based activities such as hiring, firing, ensure promotions, and salary increases, rated as either strong or weak.(Source Pg.463-464. Robbins, Coulter)Four of the most important factor s influencing leadership stylesModern approaches to leadership encourage managers to be flexible and ask the appropriate leadership style, depending on circumstances.Most of the corporations have its own corporate culture, and for those MNC firms are normally follows the original culture from the home base. Its important to apply constitute culture by situational. Cultural difference does affect the leadership style and influences effectiveness. Indeed, quality leadership requires with an Individual field experience, personal appearance, and optimistic influences elements are the core competence of a successful leader.Autocratic approach is one of the traditional leadership styles. Manager retains high degree of authority and decision making, employee seem to work like a robot and work needs to be corresponding with another department. Autocratic approach is not advised to be apply when employees are being low moral, be tell apart fearful, resentful, or tense and employees are dep ending on their manager to make all decisions.Democratic approach tends to motivate employees with confidence in decision marking, and provides an open channel for employees to feedback and share work related ideas. It effectively produces high quality of work for the long-term goal. And it raises strong team spirit and motivates employees to exercise with fullest potential for a chance to be promoted.Laissez-faire leader allows almost total freedom to his subordinates. The leader leaves the subordinates to freely set objective and work procedures. and so the leader who practices this style of leadership tries to develop the skill and talents of workers.What is the leadership style in Toyota about?The leaders in Toyota Corporation have distinctive approach and philosophy that fits the Toyota way. Why does leaders role are important within the corporation?Leaders are the producers and directors of leading the cast in an organization.It is the fundamental way that Toyota views its w orld and does business. And the Toyota way is the special product of the people who created Toyota and its unique history. However, the Toyota is one of the most successful companies in the world.What is the 14 principle of the Toyota way?Toyota developed 14 Toyota principles there are 7 of them, which related to leadership influence style are as below1 Section Long-term philosophy formula Base your management decisions on a long-term philosophy, even at the expense of short-term financial goals.2 Section The right process get out produce the right results.Principle Create continuous process flow to bring problems to the surface.Principle Build a culture of stopping to fix problems, to get quality right the first time.Principle Standardized tasks are the foundation for continuous improvement andEmployee empowerment.Principle Use visual control so no problems are hidden.Principle Use only reliable, thoroughly tested technology that serves your people and processes.Section Add Value to the Organization by Developing your people and partnersPrinciple Grow leaders who thoroughly understand the work, live the philosophy, and teach it to others.Principle Develop exceptional people and teams who follow your companys philosophy.Section continuously solving root problems drives organizational learning.Principle Go and see for yourself to thoroughly understand the situation.What is Toyota Production system?The most visible product of Toyotas quest for excellence is its manufacturing philosophy, called the Toyota issue System(TPS). TPS is the next major evolution in efficient business processes after the mass production system incented by Henry Ford, and if has been documented, analyzed, and exported to companies across industries throughout the world. out-of-door of Toyota, TPS is often known as Lean or Lean production, since these were the terms made popular in two best-selling books, The machine that changed the world( Womack, Jones, Roos,1991)and Lean cerebratio n (Womack, Jones, 1996). The authors make it clear, however, that the foundation of their research on lean is TPS and Toyotas development of it.The Toyota Corporation has the Nature of task and organizational climate, managers past experience, subordinates characteristics, Expectations of superiors.Nature of task everyone employee joined Toyota Corporations who know whats the foundation work. This is foundation. Of course, every company must have this factors influencing leadership style.Organizational climate The Toyota Corporations leader used the organization to control his subordinates closely. This is managers approaches. If you want to be a successful leader that you must study how to organization climate.Expectations of superiors The Toyota leaders have a expectations of superiors. The important reason, if you are a leader, you have no expectations plan or training in the per year. You arent a successful leader, Because you have no plan to make your companys profit. Then the Toyota Corporations very regards this points. It can make long- term profit for company. Although, this is including the leaders experience or acknowledges. And the superiors may expect his manager to achieve organizational goals regardless, so the Toyota leader or manager have to adopt a task-oriented authoritarian style.Managers past experience every leader or manager must be have the experience for the manager of company. This is very important. Because the managers values and accent will affect his choice of leadership styles and the manager or leader tends to adopt the style that suits his personality. If you have no the experience, you dont know how to manager that how to advance efficiency for the employee or your boss. The Toyota has a classic manager experience. So this is based on the advance the efficiency and profits foundation.Subordinates characteristics the subordinates may be used to a certain style, by chance highly trained and independent, familiar with their wor k, and may expect the leader to have a certain style. The Toyotas subordinates characteristics are from the same lever work that when you first come into the Toyota company. You have no choice the other position. If you have ability, you can advance to other position when the boss considers you. Everyone is same that whereas you have a higher degree, you also from a same leaver to do work.(Source of research Jeffrey K. Liker The Toyota Way, McGraw Hill)ConclusionIf Im a leader, I will wish to become a successful one. But out front that, I shall consider at the following issues of how to be a successful leader?Selecting of leadership management style is one of the core factors of being a leader. Because the team functional efficiency, influence level and the value of respect to the leader would be all referring to how much does a leader understands his /her subordinates by observation and communication, then to evaluate the appropriate of leadership and management approach. And to apply corporate mission, vision, philosophy, scope, goal, objective, strategies and so on. Different corporate preferences will also depending or according to the cultural background of the firm base from, if its a MNC.

Collective Programming Of The Mind Cultural Studies Essay

Collective Programming Of The Mind heathenish Studies Essay numerous investigators harbor provided contrary frameworks to describe the elements of civilisation that relate to business patterns around the world. But here we would discuss how these frameworks apply over CHINA and AFRICA, which has so legion(predicate) cultures and religions within it. Dutch expert, Geert Hofstede has provided his investigate framework from the vector sums of his extensive study of national cultures. He did this study on IBM employees in 40 different countries and gave four attributes of culture (Hofstede, 1983). But later a fifth dimension Long-term orientation was added to his framework which he developed with colleague Michael wedge. The to a lower place paragraphs provide discuss presently on the Hofstede and Trompenaars find out the ethnical fit between China and AfricaPower distance is the extent to which less powerful members of institutions and organizations within a earth expect an d accept that power is distri entirelyed unequally. Of note is Chinas significantly prouder Power Distance rank of 80 comp atomic number 18d to the Africa which averages about 49, and the world average of 55. The above result indicates that there is a high level of inequality in terms of authority and wealth in a social set up. The situation is created but the cultural heritage and was not forced upon. (Hofstede, 1984). As said by Hofstede, power distance between management and employees is real high. The seniority concept is been implied in all the company structures some(prenominal) in private and globe sectors. The age factor also plays a alert role and giving respect to time-honored person is a must in both the culture. Individualism pertains to societies in which the ties between individuals are loose every matchless is expected to look after himself or herself and his or her immediate family. Collectivism as its opposite pertains to societies in which flock from birt h onwards are integrated into strong, cohesive in-groups, which throughout deals lifetime continue to protect them in exchange for unquestioning loyalty(Hofstede, 1984). A culture is determined as individualistic or collectivistic by the way of three main factors. They are complexity of the society, affluence of the society, heterogeneity (Triandis 1994). China is a typical collectivist society where harmony is valued very high. Harmony can be lay out in many ways in case of the Chinese. Dignity, self-respect, and prestige are some of the attributes which they would call it as Saving ones face. Therefore, social relationships including senior- junior relationship in business transcription in China are advanceed with harmony. Chinese managers involve lot of sentiments in their decision making alternatively than using wise powers in leadership performance.Adele says that to the highest degree of the African countries are low on IDV but in contract South Africa alone has a hig h IDV of 65 beca drop of the European influence in the country. This high score of IDV is indicative of different cultures existing in South Africa and how untold they prefer to use their reasonable powers in terms of mangers and their leadership.Chinese masculinity index in Hofstede Dimension is at 66, and the world average also stands at 50 (See appendix). The difference in the value of men and women infers from the higher rank of the country in this dimension. On comparing the world average Masculinity and uncertainty avoidance are relatively higher. A glance on the appendix, very few listed countries have such high masculinity index. In China, masculinity is higher than the figure actually shows as males are valued more than females, and the masculinity of China (66) is quite close to that of South Africas masculinity index which is 63.Chinese lowest ranking dimension is Uncertainty dodge (UAI) at 40 and South Africa at 49, when compared to the world average of 65. Openness to wards unstructured ideas and situations can be found while going down the ranking (Hofstede, Website). The population may have fewer rules and regulations with which to attempt control of every unk immediatelyn and unexpected event or situation, as is the case in high Uncertainty Avoidance countries. Future is unpredictable in both the countries People are more concerned in saving money for the future generations because of the extremely unsecured feeling which is entirely diversified from the developed country were concourse tend to spend money. The families in China and Africa are closely bounded in terms of financial needs and wants. Hence Hofstedes view on this index is a real fact.A Chinese value survey was created by Hofstede and bond, (1988) and was surveyed crosswise 23 countries. The results of which combined with an registering of the influence of the t to each oneing of Confucius on the East, long term vs. short term orientation became the fifth cultural dimension. Ch ina leads this dimension with 118 while Africa has no long term orientation in Hofstedes index.Fons Trompenaars and Hampten Turnerss Cultural Dimensions.To find conglomerate ideas on the national culture, Fons Trompenaars a Dutch culturist who is a researcher on international culture and Charles Hampden-Turner (a dilemma enthusiast) combined together to find national culture. The finding of broad general rules is called as Universalism it helps in finding the outgo rule when there arent any rules that fit in. Particularism on the another(prenominal) hand is about finding exceptions. When no rules fit, it judges the case on its own merits, rather than trying to force-fit an existing rule. China and Africa are mixture of the both. Each culture differs from the way it carries out various operations than the other. Chinese and Africans have a much particularized culture about their family and friends. Rules and regulations are common for all the people whereas the government scheme p reference differs for each and every class and state of people. incorporate brings things together to build the big picture. It assumes that if you have your head in the weeds you will miss the true understanding (Richard, 2002).(Turner and Trompenaars,1997) says Individualism is about the counterbalances of the individual. It seeks to let each person grow or fail on their own, and sees group-focus as denuding the individual of their inalienable rights. Communitarian is about the rights of the group or society. It seeks to put the family, group, company and country earlier the individual. It sees individualism as selfish and short-sighted. In his views Individualism means people who consider only themselves first than others and communitarian mean a person who considers themselves to be a part of a group or a community or people sharing same beliefs and views. China and Africa both has a communitarian culture and people wanted their family friends to be around them during their g ood and bad situations. People always wanted to work as a group initially but now a day due to huge influences of westerly culture the trend has started to move more towards individualism. South Africa where there is a heavy influence of the cut are tend to be more Individualistic than the other parts of Africa. Whereas, people from interior part of Africa are still communistic and tend to count on on family, friends, and the close circle relation.Achieved stipulation means getting to the desired status by means of hard work and performance. In South Africa, status is achieved by means of performance and dedication towards work. It assumes that the individuals or organisations earn and lose their status every day, and that other means of achieving status are recipes for failure. Ascribed status means to gain status either by heritage or by seniority without taking into account of the performance based considerations. It is believed that status is acquired by right rather than da ily performance, which may be as much luck as judgement. It finds order and security in knowing where status is and stays, (Turner and Trompenaars, 1997).(Trompenaars,1993) says that people from mad cultures like china and most of Africa does business in an unbiased culture, where it is important to do the paper work and to bind them legally. People from emotional culture should understand that lack of emotion does not necessarily mean that people from unbiased cultures do not have emotion or sentiments rather it means that people from such culture usually do not express their emotions to others. But when it comes to work culture, they do not give any room for emotions and sentiments.Chinese people usually are open to grant common private issues to others but only to a certain extent. They are very much hesitant to share deep and personal issues to common people other than their family and close friends. This type of culture is also known as specific culture. On the other hand, a culture where popular and private spaces are akin in size is a diffuse culture. According to (Turner and Trompenaars, 1997) individuals guard their cosmos space because entry into public space allows them into their private space. South Africans usually follow this type of culture.Equality refers to people having equal status, equal rights irrespective(prenominal) of their birth, caste or creed. Hierarchy refers to the individuals who are superior to others in terms of the power or authority they possess. In China the hierarchy nature is followed in many private and all the public sectors. People in higher positions take decisions and others will have to take it. In most of the private sectors the owner of the company takes the decision which directly implies on the employees which may be both positive and negative in nature. In China the hierarchy nature is followed in many private and all the public sectors. People in higher positions take decisions and others will have to take it. In most of the private sectors the owner of the company takes the decision which directly implies on the employees which may be both positive and negative in nature.After examining the work of Hofstede and Trompenaars dimensions on China and Africa, we can say that there are various differences in both the culture. Both, language and traditional culture differs from one another and there are key cultural fusss when considering a amalgamation between the devil cultures and companies. Below listed are the some of the problems identified as cultural barriers.One of the commonly noted barriers is communication and language stands as a primary problem when considering a organisational merger between China and Africa. The various languages such as French, English, and Portuguese in different regions are spoken in Africa. On the other hand Chinese speak only Phyia language and is still the lone user of the language in the world. The method of expressions and the way of communicating things are very different between the two countries. Chinese language and expressions are defined and ambiguous, were according to (Chang, 1999).(Ma, 1996 and Toomey, 1988) investigated characteristics of Chinese style of communication giving much importance to saving of face, promoting indirect communication, practicing deference, avoiding confrontation and placing a greater burden on receivers to interpret messages. According to another author McCrea (2004), in his research sample it is proved that Chinese are more assertive people than that of Africans. It is also said that to learn the languages and the methods used by the Africans will cost more for the Chinese organisations than other western countries. Thus leads a bigger worry for setting a work pattern together. The second most problem is the difference in the work pattern. The Chinese companies have opened the trade globally only a little more than ten years and also known for be one of the most productive people in the world because they work in most difficult and critical situations across the globe. While, most of the Africans had been used as slaves for many centuries ago and by the influence of that Africans usually do not work as much as the other people do. People who lived in rural areas had a very strong ability for the survival from a critical surroundings and their attitude towards work is taken very light and most of them have dont misgiving attitude towards work and salaries (Jian, 2003). It will be important for a manager to mould these indifferences and enhance the maximum out of the employees who do not have similar work pattern other. One of the challenges for the organisation will be to offset the differences in the religion from employees from both the countries. In China, there are a boastfully number of people, who are atheist, who do not believe in any deities. They are the highest in the world with 91% in terms of non believers. They have Christians, Muslims, and Buddhist ic in very less numbers and they all account for only 4 to 6 % in total (Central potency of the USA, 2008), While religion in Africa is versatile, and most of them follow either Christianity or Islam. After religion, the bigger challenge will be to bring these two different cultures to group as one and extract work out of them. According to (Vacas et al., 2003), the coexistence of overseas investing companies and the local anesthetic communities is a famous research project in itself. Many companies from the west have existed in Africa for a very long time than the Chinese but still there is lots of conundrum for them to take it forward. It is very difficult to coexist as a one team with the native and foreign people to live harmoniously is a crucial hitch for all the MNCs. Harmony with the local surround will enhance a much better environmental setup for both the Chinese and Africans and will lead to achieving better management goals. As there are not many mergers between the Chin ese and the Africans it will be even more difficult task to bind them together as a one unit.Recommendations for the African and Chinese ManagersAfter many arguments put forward, this shows that there are various differences in cultural aspects between china and Africa. though there is continuity in the business transactions between the two countries, there is a significant use of absolute power by both the Chinese and African managers. Hence managers from both the countries who will lead a team in a cross-cultural context are suggested as belowThe first and foremost aspect in culture is to respect other cultures and to have tolerance level for different religion and cultures. According to (Hofstede,1994) the cultural differences will not change for at least next ten decades. The existence of the cultural differences creates cultural clashes everywhere in the society. Similarly even in organisation these days with more development and advancement of globalisation concept is taking a heavy toll on cultural diversity and with that manager from different cultures get involved in such clashes directly or indirectly. It is very important for the manager to understand and solve the cultural issues, play a vital role in assessing the effectiveness of a manager and as well as the organisation as a whole. Thus it is important for the organisation to maintain tolerance of all cultures and traditions also it is the responsibility of the manager to ensure that the Chinese and Africans work along with each other to keep the relationship harmonious with their broncobuster mates.Secondly the organisations should take active part to educate the employees on various cultures and involve them in cross-cultural activities. The cross-cultural activities will make the employees to appreciate different cultural values and in turn will change the ignorance towards a particular culture or religion. (Samovar Porter, 1991) identified these values at three different perspectives and t hey are superficial culture traits, awareness of significant and subtle cultural traits that contrast markedly with anothers, and awareness of how another culture feels from the insiders perspective. In the first place managers from both the cultures should know the resemblance and variations between the Chinese and African cultures. The managers from both the countries should use their own judgement while using their authority considering their own experience from respective cultures. This is done so as to facilitate a clear understanding of using ones own authority and putting themselves in each others position to begin with extending their use of authority on others. In the second place, only rigorous cross-cultural communication can eradicate any misunderstanding between the Chinese and African managers. These cross-cultural training also helps managers to change their behaviour and leadership pattern towards different cultures. Many MNCs give significant importance to cross-cu ltural communication theory and is considered a key factor in evaluating managers leadership skills. African and Chinese managers need to measure their own and other parties use of power. After analysing this at the ternary level, they will also have to examine their control over the power source from each others perspective respectively. After examination, the manager should move forward from being keen observers of the targeted culture to be an effective impact on that culture. Only after this can managers understand his/her foreign counterparts and subordinates to an extent, perceiving his/her use of power sources. In addition, a manager also needs to show his subordinates that how much a manager can utilise the power source and to what extent he/she can use it effectively. It is very important for the managers to reveal their powers so that it can be used effectively and while acting to be an insider of another culture may broadcast information quickly than other means.And th irdly and the most important is to improve use of power sources according to culture. There have been various studies which have been undergone to research the relationship that exists between the managers primary power sources and the subordinates performances. The outcome of these studies shows that there is a major impact on the appropriate power sources by the situational variables. This specific outcome has made the author to point out culture as being one of those variables. In cross-cultural leadership, the use of power sources to the specific cultural environment where the manager works should be very carefully imposed. In our case with African and Chinese managers, African managers are far more used to accepted power whereas the Chinese culture emphasizes on human emotions because they believe that everything should be done fair. Therefore the African managers should consider the factor of human emotions while up(a) their use of power sources, where as The Chinese manage rs pay respect to all the institutional rules while imposing their use of power sources, because they value harmony in the company. Thus, proper exercise of powers can mould the two different cultures to work together to achieve the organisational goals and responsibilities. These are the some of the discussions and solutions put forward for a merger between Africa and China. This paper brings more insight on integration between two of the most ancient cultures in the world today.ReferencesCentral Intelligence Agency of USA, 2008. The World Factbook, Washington.Charles Hampden-Turner and Fons Trompenaars, Riding the Waves of kitchen-gardening Understanding Diversity in Global Business, McGraw-Hill, 1997Chang. H.C.,1999. The well-defined is ambiguous- sindeterminacy in Chienece conversation. Journal of pragmatics 31, 535-556.Hampden-Turner, C. Trompenaars, F. (1997) Response to Geert Hofstede. supranational Journal of Intercultural Relations 21, 1, 149-159.Hofstede, Geert, and Mic hael Harris Bond (1988), The Confucius Connection From Cultural Roots to Economic Growth, Organizational Dynamics, Vol. 16, No. 4, 4-21.Hofstede, G.H. (1980), Culture Consequences International Differences in Work-related Values, Sage Publications, London.Hofstede, G.H. (1983), The cultural relativity of organizational practices and theories, Journal of International Business Studies, Fall, pp. 76-88.Hofstede, G.H. (1984), Cultural dimensions in management and planning, Asia Pacific Journal of perplexity, Vol. 1 No. 2, pp. 81-99.Hofstede, G. (1994). Cultures and Organizations, Software of the Mind Intercultural Cooperation and its Importance for Survival, McGraw-Hill, London, 1994.Jian, H,. 2003. Chienese Business Men in Africa Business, Culture and the People. Economy press pf china, Beijing.Kroeber, A.L., Kluckhohn, C. (1952). Culture A critical review of concepts and definitions. New York- Random House.Ma, R., 1996. Saying yes for no and no for yes a Chinese rule. Journal of pr agmatics 25, 257-266.McCrae, R.R,. 2004 homo nature and culture a trait perspective, Journal of research in personality 38, 3-14.Samovar Porter. (1991). Communication between Cultures. California Wadsworth Publishing Company.Shweder, Richard A., Martha Minow, and Hazel Markus, editors. (2002) Engaging Cultural Differences The Multicultural Challenge in Liberal Democracies. New York Russell Sage Foundation PressThomas, Adele. The Management Implications of Ethnicity in South Africa. Journal of International Business Studies ledger Number 31. Third Quarter 2000 507-519. UCF Library, Orlando, FL. Accessed Oct 29, 2008.Ting-Toomey, S. (Ed), 1988 Intercultural Styles A Face-Negotiation Theory- Sage, Newbury Park, CA.Triandis, H. C. (1994). Culture and social behavior. McGraw-Hill, Inc.Trompenaars, F. (1993) Riding the Waves of Culture Understanding Cultural Diversity in Business (First Edition) London Nicholas Brealey.Vacas, F., Gonzalez, M., Sanabria, V., Madera, A., 2003. Management of environmental, Social, and health issues involving indigenous communities at the villano project in the Ecuadorian Amazon Region.Van Maanen, J. and E. H. Schein (1979). Toward of Theory of Organizational Socialization. Research in Organizational Behavior, 1 209-264.http//www.geert-hofstede.com/hofstede_south_africa.shtml (All the diagrams and explanations given(p) in the appendix is taken from Hofstedes website.)

Domestic Violence Against Women In Sri Lanka Sociology Essay

Domestic wildness Against Women In Sri Lanka Sociology EssayWo parthood is more fitted than man to cast off exploration and hire bolder crookion in non ferocity There is no occasion for women to consider themselves subordinate or inferior to men.Woman is the companion of man, gifted with equal rational capacity.If by strength is meant moral power, then woman is immeasurably mans superior.If non vehemence is the law of our being, the future is with womenTraditionally Sri Lankan society held women in steep esteem though the society was a man dominated. During last few decades it appe bed that this situation has been changed and abandon against women is increasing rapidly in Sri Lanka as same as the other countries in the world.The first place from where it starts the effect against women is the folk where we ar living. Among the other form s of mash play national force out has the top in Sri Lanka. There fore, furiousness against women has become an slue which needs a quick and definite solution.Most of the people in our society think that house servant help frenzy is a depicted object that should not revile to the out of the family. Hence domestic help emphasis subsided for a presbyopic quantify without a solution. However it has been formed current legislation for the domestic violence in year 2005. But domestic violence has been increased more than before. This research is aimed at analyzing the possibilities of recurrence of the degrading process of inhuman. Domestic violence against women is mostly based on gender.The team gender mean different things to different people. The world gender comes from the world gender, this, in turn, comes from Latin genus. Both course mean kind, type or sort.7. This difference in their behavior, attitudes and set that is superimposed on their biological sex is what is meant by them gender. Hence in other words, gender refers to a set of qualities and behavior expected from a female or a male by th e society. Biological sex is quite different from gender, as it refers to aspect of the body such as the genitals, hair growth genetic make- up and or horm unrivalleds. According to the gender characterizations superimposed by society,8. Male atomic number 18 expected to shake up the qualities of Devious, Fearless, Impulsive, Honest, Tough, Violent, Heard working, Opportunistic, Insensitive, Extrovert, Dominating, Independent and female are expected to hold up different qualities as Emotional, Week, Beautiful, Sacrificing, Nurturing, Submissive, Shy, Calm, Polite, Sensitive, Cunning, Soft, Introvert, Compassionate, Enduring, Fearful, Quite, Timid, Tolerant, Dependent10. These characteristics attribute to each(prenominal) gender are possibly satisfactory from the point of view of the society as a hole. However, when one considers from the point of view of the individual of either genders, it may not be so. Impact sometimes it could be even harmful. Similarly, there are many inst ances of traditionally imposed characteristics which are disadvantages to the women as well. This is more so in patriarchic societies the like ours.12. It is traditionally accepted that female should do the cooking, looking after the house etc, while the man works in the field. This is satisfactory as long as there is mutual understanding between the women and the man and the decision had been arrived at by mutual consent. Often it is not so. The role of the female has been dawdler upon her and she is obliged to perform it even when she is pregnant or ill. It is this traditional compartmentalization of these roles according to gender attributes determined by the society that leads to problems.DEFINITION OF DOMESTIC violence13. Domestic violence is defined as an abuse of power perpetrated in the main by men against women. The most greenly acknowledge forms of domestic violence are physical and sexual violence, threats and intermediation, emotional and economic abuse.PHYSICAL AB USE14. Physical abuse put up include slapping, punching, beating, shoving. It send away include attempts to harm the victim with weapons, like knives, sticks, or other items found lying in the home. In extreme cases firearms, may in like manner be utilise to threatened and/ or helm the victim. inner ABUSE15. Sexual abuse includes rapes, physically attacking a woman sexual body parts retarding the victim from using birth control and/ or safe sex practices. Rape is forcing woman to perplex sex against their will, which in many cases involves violence. In all cases it is a violation of an individuals rights her body.EMOTIONAL ABUSE16 Emotional abuse can includes all intentional attempts to minimize the victims concerns and to make them feel bet on. Humiliating the victim in front of the other people, family and friends is a common way, this is achieved.PSYCOLOGICAL ABUSE17. Psychological abuse can include any threats that are made or carried out with the intent of financial or emotional injury, work or humiliation. Threat may be made to take the children away from the woman.ECONOMIC ABUSE17. Economic abuse produces financial dependence. The victim can have her capital taken away by her abuser, forcing her to have to ask for money whenever she needs any thing.INTIMIDIATION18. Intimidation as a form of abuse can include making the women afraid by using looks, action and gestures, by destroying their property, or by displaying weapons.ISOLATION19 Isolation can be utilize to control and limit what the woman does. Whom they see and where they go. The abuser may prevent them from seeing family and friends.USING PRIVILEGE TO CONTROL20. Using privilege to control is withal a Form of abuse. By treating a woman like a servant and having the last word about everything, the abuser is acting like cut across of the castle. He is defining and rigidly abiding by the traditional roles of men and womenTHE AGGRIEVED MAY BEa. he father, mother, grandfather, grandmother , stepfather or stepmotherb. the son, daughter, grandson, or grand daughter, stepson, stepdaughterc. the brother, sister, half-brother, half-sister, step-brother, step-sisterd. brother or sister of parent (an uncle or aunt)e. child of a brother or sisterf. The child of brother or sister of parentDOMESTIC force-out CAN BE CAUSED BYthe spouseb. the ex-spousec. the cohabiting partnerd. parentREASONS FOR DOMESTIC VIOLENCE AGAINST WOMENDrunkenness of the aggressor9. This is a major reason for subjecting wives to domestic violence. intoxicant appears to be the most proximate cause for many type of violence in particular in the rural areas where illicitly brewed alcohol is avail sufficient in plenty. This is particularly a cause for incest where the father who is drunk, with all his animal instincts bared ,sexually harassed the young and innocent daughter, often with no mother to protect her as she has gone(a) away to earn for the family.Anger10. Another reason given after battering wo men by husband ids that. They got angry and beat the wife. The responsibility is given back to the women for irritating him and making him an angry. The common preventive measure prescribe to the wife is not to irritate the husband. Often no advice is given to the husband. However there is no justification whatsoever to convert anger in to violence which makes someone else suffer. It is said that conquer angry by love, conquer evil by good. monetary problems11. Unemployment, less salaries or wages, housing problems are course to create domestic violence because inability to afford the expenses of the family, still the dowry is also course to create violence.Cycle of the violence12. The someone who has subjected to violence in his childhood or who experienced the violence from their parents can behave as their parentsIncense by the victim13. Sometimes the victims incense their husbands unnecessarilySocietal factors creating with the family14. Mistakes occurs day to day workings of w omen in the household problems of children, misunderstandings of the relations of the wife or husband, have subjected to create violence against women.Sexual problems15. Suspicion of the husband ascertaining his wife and assuming that an affair has been built his wife with another person, and refusing sexual behaviors of husband when he want are also coursed to create violence against womenCultural factors16. Dislike to holding key appointments by wife and confine her to the household is also a major problem structural inequalities17. Supremacy of men in the household is also caused to create violence against womenExtra marital affairs beyond wife or husbandCHAPTER disceptation OF THE PROBLEM1. Even though traditionally Sri Lankan society holds women in high esteem, it is a favorable increase of domestic violence against women in Sri Lanka. Although enough lows and legislations have been formed in time to time it is not appeared that a decrease of domestic violence against women.2. Domestic violence is the first action which occurs among the members of a family in side a house hold. This includes various forms of sexual harassments as same as other form of physical harassment, oral or mental abuses. principally it is not reported mental harassments but it occurs more than other form of harassments with in a household.3. The domestic violence which takes place in a household mostly targets the women. Domestic violence against women ordinarily does not occur in public. In the public Ladies first is the abstract. Hence it is not detected domestic violence because it appears that all are giving referable respect for women.4. Even though the government and some non government organizations have collected data on this issue they could not be able to make a effective solution for preventing domestic violence against women.JUSTIFICATION5. Women have to face various type of violence for the sake of being born a woman. This study is mainly focused on ascertaining th e reasons for violation against women in Sri Lanka and to make recommendations to overcome the problem. Research findings and recommendations could be resilient to the government and respective authorities to make effective solutions to eliminate this violence. A proper analysis carried out may uncover avenues to assist measures in preventing domestic violence against women.6. Hence, this research could be used to arrive at viable solutions on the issue of domestic violence against women. Later the remedial measures may be included in the national policies depending on the relevance and validity.SCOPE OF THE STUDY7. There are so many aspects in domestic violation against women. The desktop of the study is to find why these things run across and what precautions that can be taken to prevent the domestic violence against women.GENERAL OBJECTIVE8. To developing a well-bred family and it adopted to build up a well-mannered nationSPECIFIC OBJECTIVES9. Specific objectives are as follo wsTo find reasons for the violence and type of violence take placeTo suggest solutions to prevent domestic violence against womenTo study the ability to practice the solutions in Sri LankaTo analyze the statistical dataHYPOTHESIS10. Domestic violence against women is unable to prevent by the Law with out making an environment that promote to perform obligations of each others of the family.METHODOLOGY11. This study will be mainly based on the primary data, which will be collected through questionnaires from a random sample of women to collect the qualitative data and it is to be used the data that has been collected from government and non government organizations concerned this problem in hall the island. The information drawn from the above methods will be used to steady down the report to prove or disprove the hypothesis drawn from the research.CHAPTER IIIPAST AND THE PRESENTSri Lankan society has built on Buddhist culture since 2500 long time ago. The basic teaching of Buddhism , salvation by ones own effort put forward the spiritual equality of all beings irrespective of gender. Singalowada Sutra at Sutra Pitakaya has defined obligations of a husband and as same as a wife to perform for each others. That taught to respect each others in the family.After introducing open economy, social values which gained from Buddhism have been loosed. It is started to import various goods and services. It created a consumer society in Sri Lanka. Wants of the people were increased. To adapt this society and fulfill these wants women also have to employ to earn money. foster the women has bee used a commercial dummy. This system very much cute to give some mental bribes to women who were missed their social values on money and introduced women rights in lieu of the obligations women. Women are experiencing to win their rights but the love from his husbands .Obligations of husband and only the rights of wives were remained. As a result of this situation, it started to des troy the picture which had drawn in our mind set as a mother, sister, wife and daughter and the violence against women were increased.At present in Sri Lanka, it was estimated that around 60% of women are subjected to domestic violence.*CHAPTER VILEGISLATIONS TO PROTECT VICTIMS1. It had not certain legislation for domestic violence in Sri Lakethe penal Code also does not have respective provisions with regard to domestic violence against women. consequently victims of the domestic violence has to be consider under other general section like section 324- trespass or section 311- causing grievous hurt. Although the amendment s to the penal code in 1995 expanded the definition of grievous hurt it did not take in violence against women as a crime. This amendment also did not concern victims who may have suffered only light injuries and those subjected to emotional abuse which exactly points to the entry not crucial by its CEDAE obligations.2. However the Act made favorable provision in year 2005. The newly passed law on domestic violence is an act to support for the prevention of any act of domestic violence which may be either physical abuse or emotional abuse between deuce people who are related. The provision of domestic violence act no 34 of 2005 specify the degrees of relationship.3. This law is a civil remedy and is gender infixed and does not disturb the criminal law remedies as it is not an alternative to the criminal process. This law focuses on ensuring the safety of the aggrieved party. To obtain a protection value you need to apply to the Magistrate Court. You can submit your application through an Attorney at Law or personally or through a jurisprudence Officer.4. Any person against whom an act of domestic violence has been committed or likely to be committed may make an application. Such a person is referred to as an aggrieved person under this Act. An application should be made to the Magistrates Court with in that jurisdiction the aggrieved person resides or the relevant person resides or the act of domestic violence took place. Up on receiving such application the court can consider the application and determine whether an interim protection order is urgently needed to ensure the protection of the aggrieved partyDomestic Violence and Women Health1. Violence as defined by WHO is the intentional use of physical force or power ,threatened or actual, against oneself, another person, or against a group or community that either result in or has a high likelihood of resulting in injury, death physical harm, mal development or deprivation2. The victim s women dispose to have many disorder which, when considered superficially, do not appear to be connected to violence. A WHO study done recently identified following complications that could be associated with violence.Bleeding during pregnancy3. It is now that physical assault can cause bleeding in pregnancy due to partial separation of the after birth (placenta), while the ba by is still with in the womb. execrable birth weight4. There are instance where the mothers deliver babies with lower weight than respective their maturity. These babies too face risks the mental stress that the mother undergoes due to violence, effects of passive smoking through husbands smoking are factors leading to the effects of assault.Lack of attention and business organization5. It is often seen that the mothers who are victims of violence tend to attend antenatal clinics late or not attend such clinics at all. This late or non attendance is seen at the maternal death reviews where each maternal death is looked into in detail. This leads to not getting necessary care andchanging attitudes that permit such abuse, developing statutory and policy frameworks to prohibit and pooh-pooh it, and improving womens access to economic recourses and girls access to education.CHAPTER VTHE IMPACT ON CHILDREN small fryren may test their parent by behaving badly. Children are dependent on adults to signalize them what is right and wrong. Children need to feel loved, accepted and safe in their family. This means living in a home where there is no uncertainty when violence may erupt.Children try to make sense out of what happens in the world to believe that there is a reason for what happens. This may lead them to feel that it is mothers respite that she is beaten. They may think that it is their fault. They may feel guilty that they cannot help parents. They may take fathers side because they feel safer to be on the side of power. This may happen more with male children. Though children rose in violent homes are at risk for perpetrating or experiencing violence in their adulthood.CHAPTER VIITHE WAY THE Buddhist TEACHINGS5. Buddhism condemns any form of violence in no uncertain terms. Buddhist teaching Buddhist teaching extends beyond the universals Buddhist concept of ahimsa or non violence and provides directions for the lay followers to live a happy, peaceful and fruitful life with out conflicts in the family with in the boundaries of dharma.6. When one considers the fundamental principals elaborated in Buddhism, one cannot see a gender distinction. The three universal characteristics (tilakkana) which are anicha, dukka, anathema are common to both genders alike. The Ariya Attangika Magga, the path that is to be followed for emancipation, is available to both genders and it is to be followed in the same manner by both genders. Hence emancipation or Nibbana is common and is attainable by both genders that follow the right path. When facts are so, the logical conclusion is that, in Buddhism there is no gender equality. However, when it comes to interpretation of the Buddhist doctrinal issues, at times, this fundamental Buddhist social principle is not very distinctly presented. The attitudes towards gender as depicted in the Pail Canon reflect the attitude towards gender with in the society at the time of the Buddha, as well as the Buddhist attitudes towards it. It is also accepted that there are contributions from sources other than the Buddha eighth in the Canon7. When we are analyzing the problem of domestic violence against women it appears that the fault is ever so transferred only towards the men. All the good men and women raised their fingers towards men. Actually this society is a man dominated society. Men always try to maintain the supremacy. Further he has got some strength more than woman by the nature. The true love can collapse these barrios to live together for man and woman until the end of the life. But unfortunately the social system which we have to face restrict to the peace of the family. Therefore both man and women should have responsibilities and obligations for each others to strengthen their family. The Lord Buddha preaches following responsibilities and obligations for the exemplary family.Five Kinds of Duty for a Husband a. A husband essential be kind to and honor his wife b. He must not treat his wife in an insolent manner. c. He must not assimilate in sexual muck up with other women. d. He must give her control and authority over domestic matter. e. He must provide his wife with garments and ornaments.Five Kinds of Duty for a Wife a. A wife must arrange chores of the household well and run it smoothly. b. She must distribute gifts fairly between her relatives and her husbands relatives. c. She must not engage in sexual misconduct wife other men. d. She must keep and maintain all things orderly that are handed over by her husband. e. She must be skillful and diligent in all her house works.8. If this code of conduct is adhered to there is no room for domestic violence to occur. But what usually happens is completely disregarding thee need to remind men of their deitiesCHAPTER VIIIANALYSIS1. At present there is no systematic mechanism for data army in relation to the prevalence, causes and consequences of violence against women and there are no disagg regated statistics available concerning intimate partner violence. However records of complaints to womens organization assisting women affected by domestic violence, jurisprudence statistics and newspaper reports suggest a higher prevalence of intimate partner violence. Recent studies on this subject estimate the prevalence to be between 18.3% and 60% in Sri Lanka.Year19971998199920002001200320052006200720082009Incidences7918951020120815142015268831543207361245232. Following statistics in respect of domestic violence against women in whole the island receive from Women In Need (WIN), which provides free counseling and legal advice to victims of domestic violence shows an idea of resent trend of violence against women in Sri Lanka.3. Above chart shows that the number of personnel who has got leagle advises from Women in Need each years. It clearly indicate that the number of personnel who have got advices for domestic violence from Women in Need has increased rapidly year by year.4 . Although the Prevention of Domestic Violence Act came in to operation from 3rd October 2005 it appearse that problrems regarding domestic violence against women. Actually it has been increased. Therefore it is difficult to say that the law is an effective one to prevent domestic violence against women in Sri Lanka.Legal AdvicesColomboKandyMataraBadullaAnuradapuraJaffnaPuttalamNew184462742239626531282Repeat2679316202810151009242315Total45239432450141112742735975. The chart shows that the number women who faced domestic violence and request adviser from the Women in Need from January to October in year 2009. 4523 person have got consult and Most of them have got consultant at the repeat list. If there is a new provision in the law to solve domestic violence against women and they have got legal consultations why they came again and again to get legal consultation is a problem.6. According to the questioners it appears that Sri Lankan women dont like to tell their problems out of th e household and they always think about the future their children. Most of the women get hitched with with love affairs and someone married with out the authority of their parents. Therefore they have a problem to tell even their parents.7. After established the prevention of domestic violence against Act Child and women bureau has started to get entries regarding domestic violence. But in 2009 only the 236 incidents were reported and 55 incidents have been reported from January to September in 2010 in the entire Island.CHAPTER IXRECOMMENDATIONS1. After introducing liberalization policies in year 1977 in Sri Lanka media played tremendous role to change attitudes of the nation towards traditional women and to collapse her traditional values. Hence it has been proved that the media can do a major role to change attitudes of the nation. Therefore it is recommended to use media on the authority of the government to create well planed public sentience program to respect all women as a mother.2. Another responsible party is business world who sole women in Sri Lanka with their goods and services by advertisement. Therefore it is recommended to contribute them to make a social marketing campaign to change attitudes of the nation towards women as a must.3. Government should take an action to cohabit Tele-dramas which make people to experiencing hate to each others.4. It is recommended to start school level awareness programs to educate girls and boys regarding the expected qualities of male and female and to teach to patience others opinions. Buddhist and other religious teachings regarding the family life and obligations of each person who are playing a separate role with in a family should be thought. Through this awareness programs it is able to deliver these massages to their parents also.5. Police or the respective authorities should make a mechanism to collect data with regard to the complaint of domestic violence against women apiece and d.6. Awareness prog rams should plane for the public to inform quickly regarding domestic violence incidences that take place in the attached door to the police and obtain their helper immediately.7. Domestic violence should be considered as a health issue and specialist doctors should attached to the hospitals to treat victims of domestic violence. Police officers who got complaints of the victims of violence should educate and clever to treat them in a supportive manner.8. The education system that has been focused only to the examinations and competition should change and should buildup a nation who has humanity.9. Try to provide care for them with emotionally sound adults with whom they can relate.10. It will help them to see adults who can settle differences without abuse or violence. It is important for them to see adults who respect each other.11. stick out that you are not perfect. Do not feel guilty about it. Keep doing your best and be open to change and learning new ways.12. recommend t hat your children need to be able to depend on you. Dont depend on them to act as your partner. Let them to be dependent. Encourage them to have friends and activities in a new community as soon as you settle. Friendship can help them to regain security. They need to belong too.13. At past Sri Lankans has experienced to go to temple to solve their problems because they know that the venerable monks have solutions all the problems they have. There fore people got solutions with out bias for anyone. Hence again it is useful l to start that past experience.CHAPTER XCONCLUSION1. Four type of married life is described In the Pathama Sutra Sanvasa Sutra of the Anguttara Nikaya.a. Foolish man with foolish womenb. Foolish man with a goddessc. A Good with foolish womend. A good with a Goddess2. The last being the best and is being encouraged.3. It is important to note that in this sutra, the qualities of man and women have been giving equal prominence and in no way the man considered superio r. Further this sutra explains how the ideal wife and husband could continue their relationship to the next birth.4. If both have equal saddha, sila, cage and panna, they will meet in the next birth too.5. As shown as the data analysis it is unable to prevent domestic violence but punish someone aggressor who committed a violence by the law. According to this Analysis only way that can prevent Domestic violence against women is fulfilling obligations described in this research to each others. Therefore a government also should have an obligation to create a fair environment with in the country to make well mannered nation without violence.

Armand Fernandez :: Armand Fernandez Artists Painters Essays

Armand FernandezBorn as Armand Fernandez in 1928 at Nice, the son of an antique dealer. His foremost lessons in painting were habituated him by his father. He took his Baccalaurat in philosophy and mathematics in 1946 and began to study painting at the cole Nationale d craft Dcoratif, Nice. In 1947 he met Yves Klein and Claude pascal in Paris and accompanied them on a hitch-hiking tour of Europe. Completing his studies in Nice in 1949, he enrolled as a student at the cole du Louvre, where he concentrated on the study of archaeology and oriental art. His pictures at this time were influenced by Surrealism. In 1951 he became a teacher at the Bushido Kai Judo School. He completed his military service as a medical orderly in the Indo-Chinese War. He did abstract paintings in 1953.He took part in actions with Yves Klein, with whom he had been discussing subjects such as Zen Buddhism and astrology since 1947. He married Eliane Radigue. He was impressed by a Kurt Schwitters exhibition in Paris in 1954 which godly him to begin his work with stamp imprints, the Cachets. He earned his living during this period through occasional jobs, selling furniture and harpoon fishing. He had his first one-man exhibitions in London and Paris in 1956. In 1957 he travelled in Persia, Turkey and Afghanistan. In 1958 he dropped the d in his name, inspired by a printers error. He started his monotypes using objects, his Allures. In 1959 he did his first Accumulations and Poubelles. The Accumulations were assemblages of everyday objects and similar consumer articles displayed in boxes. The Poubelles were similar, but used collections of rubbish. In 1960 he became a founding member of the Nouveaux Ralistes. Through this group he made contact with members of the Zero group. He showed in New York and Milan in 1961 and made his cut and smashed objects (Couples, Colres). In 1962 he showed in various European cities and also in Los Angeles, where he was assisted by Edward Kienholz. He start ed his so-called Combustions, or burned objects, in 1963. He also took up part-time residence in New York. In 1964 he had his first museum retrospectives at the Walker Art Center, Minneapolis, and at the Stedelijk Museum, Amsterdam. Polyester now became his most important material. In 1965 and 1966 he was given large retrospective exhibitions in Krefeld, Lausanne, Paris, Venice and Brussels.

Essay --

J.A. is an 82 year old male of German-American descent. He speaks English and does not know any German. He lives in a single family home with 2 floors, and a basement. He is 59, married, appears thoroughly groomed and dressed. J.A. is alert and oriented x 3 and is currently retired. I met with J.A. on Saturday, 2/8/14 at 1015am and was introduced to him and his spouse by his son. The interview was done at the home of J.A. in an office that he has in his home. J.A. seems very technological savvy with the use of a computer, scanner/printer, electronic mail and the internet. Overall, he seems very calm, well mannered, optimistic and has a very good memory. He was able to remember where certain items were placed in the home when his married woman asked about it. There were certificates around the home which seems like he received it from volunteering as well as paintings and pictures throughout the house. The interview lasted for 1 hour and 15 minutes. General AssessmentJ.A . had a steady gait, his speech was clear and audible, skin looked intact, and has short white hair but was slowly becoming bald. J.A. states that he feels that his health is not gr obliterate, but not that bad either. He states that overall he feels his health is fair for his age. There are some medical problems which he states that does require him. His knees suffer from arthritis and cant walk as much as he used to. When he tries to walk, he cannot walk as fast as he used to due to a heart problem. According to J.A., his knees affect him the most when it is cold or when it is really damp/humid. He states that he has slipped and mazed a bone in his ankle about 4 months ago which is not helping with his arthritis. His neighbors would help shovel his house when at that place ... ...ily is a topographic point more traditional, we do use some Chinese herbal medications and also believe that when we are sick to not eat certain foods or raze when someone is pregnant to no t eat certain foods. Usually when someone is sick or recovering from a surgery we would tell them not to eat some food and to eat certain foods that would help them recover. There are a lot of other beliefs which my family practices which I do not. However, I would follow it if asked of from my parents. Also, there is a belief that usually men would bring home more money and women would stay home and cook. However, nowadays that is not always the case and I also dont believe that is the case. My family practices Buddhism on and off which is quite different from Roman Catholic. Prior to having a big meal before a big holiday, we would offer food to the Gods and then partake in that food.