Homosexual Articles On The Usa Vs. Saudi Arabia - 1537 Words

Samah Alharthi Sara Melton English 121 November 30, 2012 Homosexual Rights in the USA vs. Saudi Arabia. The word Gay originally derived from Germanic word that has a meaning of â€Å"joyful, carefree, happy, bright, and showy† in the 17th century. Around the 19th century the word Gay turned out to be referred to a woman who was a prostitute and a gay man was the man who slept with a lot of women (Hiskey). It could be sort of ironical today that a gay man doesn’t sleep with women and a gay woman (Lesbian) doesn’t sleep with men. By 1955, the word gay officially acquired the new added definition of meaning homosexual. According to American Psycho- logical Association who is defined homosexuality as a romantic or sexual attraction or behavior†¦show more content†¦They have the right to equal treatment. The society has to address the importance of equality among people. The discrimination towards these sexual orientations, under any circumstances, is morally wrong, and discrimination based on sexual orientation ne eds to be addressed. They have the right of privacy and to found a family. The LGBT has the right to get married, adapt children, and have their own normal life. The LGBT never asked for special privileges, but they simply ask for basic rights of equality that every straight person is given. All people created equal and should be given equal rights as a consequence. One right that every person entitled to is the right to marry. Gay Marriage is legalize in twelve countries in the world and part of the US and Mexico. However, some governments of some countries that opposed gays have strict rules about gay marriage based on religious and cultural rules. On October 2011, Pew Research Center for People Press, made polling on the issue of the same- sex marriage. They found the public divides almost evenly: 46% favor allowing gays and lesbians to marry legally, while 44% are opposed. Each side of the argument has its cones and pros. The people who for gay marriage think that denying same sex marriage will make a huge debate but by providing homosexual couples with same legal rights as heterosexual couples, can make the equality among people. Also, could be a form of discrimination by

What Makes A New Fashion - 1796 Words

Among the decades of history, many trends have been introduced by the power of people; however, some fads became more popular than others. Popularity in the latest fashions has to do with how easy to wear, creative, and different the fashions are. Creative trends usually get people’s attention because the they stand out more. A different look, however, tends to capture people’s attention, so one trend is not worn for a long time. In order to create a new fashion, there has to be a modern element never seen before so the newest craze is not a replica of something already created. Many designers like Coco Chanel and pop stars like Madonna helped to create advanced fads separate from the standard forms of dress. As a result, many distinct fashion crazes sprang up in decades like the twenties, fifties, and eighties. The flappers in the 20s, the housewives in the 50s, and the bold-colored teens and young adults of the 80s were very famous for being the most popular clothing trends of their decade because of how easy to wear, creative, and disparate they were. The major fashion craze of the twenties that caused a stir was the flapper because it was a deviation from the usual form of dress, residing in the decade known as the â€Å"Roaring Twenties.† The women’s suffrage law, passed in 1919, caused a period of freedom and independence for women after World War I. Before the passing of the women’s suffrage law, the goal of women was to look older than their age because they thoughtShow MoreRelatedpositives and negative effects of the fashion1420 Words   |  6 Pageseffects of fashion We can argue whether or not the fashion industry has more of a positive or negative effect on people of today, regardless we can agree that the fashion industry has grown to become very popular and influential. It seems as if everyone is trying to pursue a career in this field. Here are 10 positives of the fashion industry.   1. New designs- designers are able to create new designs for those people who have a love for fashion. It is an enjoyment they feel when seeing a new trend getRead MoreFashion And The World Of Fashion1087 Words   |  5 Pages The world of fashion is always changing and new trends are always emerging. The ways by which trends and fashion news are communicated to the public has evolved as technology advances. Before television and the internet, it was difficult for designers, photographers, and fashion brands alike to spread word about the latest in fashion to a large mass of people. With the help of modern technology, fashion has made its mark in the world by appearing on television networks, online blogs, social mediaRead MoreThe Issue Of Sustainability Of The Apparel Industry Essay1421 Words   |  6 PagesIn our generation, fast fashion is in. 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You have to provide a lot of strengths in creativity, marketing and determination; to beRead MoreFashion Design989 Words   |  4 Pagesis over the career of Fashion Design. I chose this topic, because I have always had a desire to one day have my own clothing line and see other people support me by wearing my creations. Also because I like to mix different articles of clothing and create my own unique style to go out and express to the world. This paper will highlight the details about a fashion designer, like what type of education you need, skills required, the work environment, and their salaries. Fashion Design is a career whereRead MoreFashion Influenced by Ww21739 Words   |  7 PagesWhat Impact has World War 2 had on Fashion? For this assignment I have been asked to select an aspect of fashion culture to research and investigate. I have decided to base my assignment on World War 2 and investigate the impact it has had on fashion culture as a whole. 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The ideals of beauty and fashion have changed since the Victorian age to the roaring twenties to today. The most dramatic change was from the Victorian age to the 1920s. The roaring twenties ideals of beauty and fashion are similar to todays so ciety by what women do to their bodies, what women wear, and how women see themselves. Every womenRead MoreHow Fashion Has Changed Over Time Essay924 Words   |  4 Pagesover Time Fashion is the habitual practice of style with which a person dresses. Fashion is the aspect of Pop culture. Fashion is not just cloths, it is also shoes, jewelry and hair styles. As the thoughts of people changes, so as the trend of fashion changes over time. Fashion is an essential part of everyone’s life and an important part of society. The beautification of fashion is what explains and reflects to people who we are. Clothing has changed in many ways over the years. Fashion can be used

Contemporary Perspectives on Strategic Market Planning

Questions: 1. How and why do middle managers support and resist strategic change? 2. Why do models of planned change not bring about cultural change?3. How do leadership behaviours positively and negatively impact upon employee commitment to organisational change? Answers: 1. Middle managers support and resist strategic change From individual approach to high level of organizational change, change is experienced everywhere for their growth and development. It is not an easy task and people have the capacity to accept through the changes. Multiple factors affect the process of change and the resistance. To achieve the successful change, resistance should be known and managed properly. This will help to manage the successful change. Organizational change exists in two types such as evolutionary and revolutionary. The major objective of change is to improve the potential of organization for market competition. Resistance to change: It is vital to focus on an idea that hinders the process of change at different stages called as resistance. The resistance is called as an opposing view that is the major cause of issues of implementation and failure of change. Implementation of change is influenced by the structure of the organization and its practices. Change occur issues among groups and individuals. It involves many stakeholders and change agent should have the willingness to develop the alliances and to meet the needs of group. Middle managers play an important role in corporate change because of proper actions in strategic and local structure. Middle managers are major key to successful change that helps to reach the goals successfully. They serve as a vital communication association among senior level management and line personnel. In information, employees communication is vital during the process of change. Middle managers are aware of emotional needs and they have more time to interact with their subordinates. Through this approach, the middle managers play an important role in change process. (Leigh, 2012) Middle managers play an important role in change management. Strategic change alters both the structure of the organization and the relations. Change decreases the power and creates conflicts and resistance. To be successful, change should be identifiable and it avoids the loss of clarity in terms of roles and responsibilities. To deal with the conflicts, the change implementation needs proper diagnosis of important divisions and it nurtures support from major stakeholders. The transformational leadership motivates individuals and develops commitment and values and aspirations. (Macmillan Tampoe, 2000) Employees need to be committed with respect to the vision and it influences the lack of any systems as well as processes. It is not easy to deal with the commitment and the issues need to be resolved through networks development. Strategic change requires a proper framework of leadership that understands the diversity challenges of implementation and it needs important framework of leadership. It generates greater work force. It is supported by middle managers because it helps in consistent planning for change and communication occurs between two parties. Change is managed by observing trends and needs and it uses planned change to deal with the issues and opportunities. The major rule is the technology change is bottom up. The approach of bottom up focuses on organization. Employees at lower level focus on knowing the technology and there is a expert required for proposed changes. Managers need to facilitate the decision making and there is the opportunity required for continuous improvements. (Yousaf, 1993) Structural change focuses on hierarchy of goals and management. Training is an important tool to deal with the mindset of the organization. The organizational development is the importance of health and effectiveness with the improvement of internal relationships and increases the capabilities of the problem solving in the organization. This increases problem solving and improves the relationship of employees. (Kerin, 200) Middle managers positions and differ strongly from one organization to other. This requires organization to focus on clear goals and talents for high performing middle managers. Middle managers focus on unique needs and the middle managers relies on performance. Middle managers focus on struggling on delegation. There is a need of effective communication and interpersonal skills and it influences senior management for the same. Middle managers actively support the role of vision and recognize the achievement. Organizations can motivate the managers to deal with the challenges. Organizations should focus on the middle managers with the importance of business success and align the strategy to deal with the goals and objectives. It provides opportunities and facilitates success with effective strategies of motivation. (Tanner, 2015) Middle managers can focus on the efforts with the majority of employees. Employees need to assure proper responsibilities and roles to support the employees through change and it adopts the change to processes. Middle managers focus on enabling and dealing with the change with respect to words and actions with the influence of productivity and proficiency to implement the change. They are crucial at times of change and it impacts the change. A manager positively influences the speed that impacts the change. Middle managers offer front line staff that is important with respect to innovation and managers seek progress. Middle managers offer resistance and addresses to manage the implementation challenges. Middle managers focus on innovation and encourage dealing with consistency and proficiency. Middle managers are key agents for change in the organization. Middle managers in most organizations have high influence with the success of organizational change. It helps to communicate and implement the ideas of senior managers and communicate the performance and problems with respect to the uses. Middle managers focus on change and it develops the priority with respect to change. Middle managers focus on involvement of the change and it is responsible for the success of the change. It helps to meet the success and measures. The middle managers lead the change with the hierarchy of the management. They need to focus on delivering the change. Change is implemented with the respect to the responsibility. This enables the next steps with effective implementation and the role of a manager is complex and it come in different sizes and shapes. The organizational goal can be introduced with the product with respect to the organization. The top management is developed with respect to the roles and responsibilities. 2. Models of planned change not bring about cultural change Organizations are strongly specialized within the organizations and change management can be varied with different terms such as re-engineering, restructuring and cultural transformation. Change in the individuals work in the organization with respect to the skills, values and behavior. It deals with people, systems and design. It is classified as planned and emergent behavior. It is mostly driven by scenarios and it takes place to lead the organization. It is associated with employees that impact in the work place. Change has to be focused that fits the leadership into the process of change. It is said that change require strong leadership that approaches the stage of success. It is vital for bringing the change in a planned manner. Models of planned change in an organization Change is managed effectively and managers use planned change to help the organization to deal with the issues and opportunities. Planned change in an organization helps to monitor the forces and these activities depends upon the styles of managers and organization. (Coulson, 2004) Organizational development is the important application of behavioral science to improve the health and importance of organization with respect to the ability of environmental changes. This improves internal relationships and increases problem solving skills. Organizational development improves change and effective decision making. It brings the major change and implemented the change effectively. Communication should be the major part of change management strategy and it needs to address the resistance through communication. Change management should focus on dealing with commitment and it should deal with the responses successfully. There is a need of effective communication sources and the change process needs to be configured with clear communication. It increases problem solving approaches and improves relationship with employees. (Williamson, 2013) Change process The process of change includes unfreezing, moving and refreezing strategies. In case of unfreezing, the company practices to deal with the things differently. It understands the ways of thinking and feeling. Moving stage develops the strong vision to lead the company. It establishes the vision to develop the necessary steps and it is critical to deal with the real goals and objectives. In case of refreezing, the change in the organization identifies the behavior successfully. It helps to control the measures and it supports the change in terms of behavior. Thus, it also promotes high adaptability, flexibility and continuous improvement. (Ghamdi, 2005) Change management and model plays an important role in improving the performance of the company. The organization adopts changes in order to tackle with the competitive market and changing needs of the clients. However, it is relevant to know if the planned change management improve the cultural changes within the organization. It is assumed that the changes introduced through the system dont affect the cultural values of the company. The models has been developed and implemented to improve the overall performance of the organization (Bernerth, 2004). In the process model change different factors related to the operational activities like planned, inevitable, life cycle, conceptual, and social cognitive reasons are analysed. Through such process, an attempt is made to analyse the roles and functional importance through which the production activities for the business can be improved. The roles related to the process and the production activities are defined as this will help in improving the performance for the company. The management of the company basically focus on adopting effective strategies that would benefit the company with the production process (Day Harrison, 2007). Cultural values are considered to be a part of the change strategies that is being adopted by the company. However, the models developed by the experts basically concentrate on adopting and implementation of effective strategies through which the changes could be introduced for the benefits of the company. In the conceptual model for the business change concentrate on the maintenance and content related to the strategic initiates that has been developed and implemented by the management. In this method, the change and the factors affecting the changes has to be analysed (Coutu, 2004). The process is based on analysing the individuals and their requirements related to the cognitive mechanism that is used for analysing the behavioural outcome of the change methods or initiatives that has been adopted by the management. The conceptual models concentrate on adopting different methods through which the changes can be implemented. This is an important process through which the desired task for the company can be achieved (Day Lance, 2004) The changes are made with an intention of improving the production activities, through which the production process can be improved. Change needs to be implemented, after planning for its effectiveness and usefulness to the organization. The theories basically concentrate on developing better strategies through which the changes could be implemented for improving the production activities. The cultural values and the changes are related to the process that is adopted for improving the internal work culture, which affects the performance of the company. The strategic changes and the plans adopted by the management have to be analysed and it has to be integrated with the strategic plans that has be implemented by the company. Theories developed by the managers are exclusively drafted and introduced by the organization (Landau Drori, 2008) Culture changes related to the organizational factors are related to the roles and responsibilities through which the changes can be introduced for improving the performance that has been planned to be implemented by the management. The cultural changes are related to the changes that would have to be implemented for handling the internal cultural differences that could affect the business performance. As the changes are quite specific, it becomes a challenging task to implement the changes through which the proximity for the company can be improved. In this process, different factors related to the cultural values have to be analyzed and it has to be related with the business activities or organizational changes. Through this method, it is possible to implement the changes through which the internal work culture can be improved by the management of the company. Thus, the planned model for introducing the changes related to the production activities and process model not necessarily impact the cultural factors or changes (Lord Emrich, 2001). 3. Leadership behaviors positively or negatively impact upon employee commitment to organizational change To manage the organization, there is a need of effectiveness and effective leadership. Different styles of leadership have different effects. It is important to influence the commitment towards understanding the potentials in achieving the added values, shared vision and goals as well as integrity. It helps to deal with the individual followers. Effective leadership theories have been proposed to influence the effectiveness of the organization through employee performance. Leadership is a process that guides the behavior and attitudes of others towards achievement of objectives and goals. The person with high quality needs to be influenced to behave in a particular way and focus on instructions properly. It influences relationship among leaders and followers who deal with changes and outcomes that focuses on shared goals and purpose. Thus, leadership is influenced that exist among people. It emphasizes to involve influence, intention, shared goals and objectives, responsibility etc. (Kind, 2011) It involves different types of acts and influences to achieve the outcomes. It also accomplishes proper objectives. Job satisfaction and employee satisfaction are used interchangeably. It is a positive state that evaluates the experience of the job and when all employees are paid, the uniform incentives increase in their pay. If there is an increase in the pay, it will focus on positive impact on the job satisfaction. Many factors influence the level of job satisfaction and Work environment, promotion, pay system, opportunities, management behavior and style, equal opportunity are the major factors that influence the satisfaction of job. Leadership is influenced with respect to job satisfaction and transformational leadership strongly focus on differences between leading for change and stability. It develops strong vision to deal with the others and offers appropriate rewards to understand the social needs and requirements. Job satisfaction, employee performance and productivity, organizational commitments are impacted by the behavior and style of leadership. (Moore, 2005) The study skills and use of learning resources influences organizational change. Theory and concepts and examples are to be followed with originality and autonomy. No logical inconsistencies exist in the organization. The outstanding skills of the study and the use of learning resources play an effective role. Excellent skills of knowledge are applied to critically evaluate and response the questions. Thus, different theories are applied to deal with the question. The knowledge base of satisfaction leads to possible evaluation and it requires strong development. Major logical inconsistencies are evident that requires proper development and growth. This helps to demonstrate the required objectives. There are differences among scholars with respect to commitment that are interrelated and organizational commitment is called as an individuals alignment toward the organization. Therefore, the commitment of an organization fulfils the goals of the organization. It develops the loyalty of employees in the organization. Commitment has been known as the major factor for job recognition on the employee behaviors. Organizational commitment has greater impact on all the behaviors of the organization. Contingency theories: This theory helps to achieve the leadership effectiveness with respect to the situation. The theory was introduced by Blanchard and Hersey and it focuses on the behavior of the leaders such as directive behavior, supportive behavior, participative behavior and achievement oriented behavior. It will identify the effectiveness and focus on the superiors behavior. The committed employees are likely to increase the satisfaction and maximize the performance. It aims to increase productivity and there are important parameters such as job satisfaction, organizational commitment and organizational behavior are supported with the proper construct. It has positive impacts on organizational outcomes. The major dimensions refer to the increase of employees that belongs to an organization and the affective attachment to meet the goals and values of the organization. (Williamson, 2013) Conceptual model: As per this model, the perceptions of employee in terms of change develop towards the change. This model is based on the idea and change leads to organizational commitment. Employee commitment leads to achieve the success of an organization. It is a phenomenon faced by individuals and organizations on a daily basis. The transformative style of leadership helps to support and enhance the commitment to change among the employees. High commitment from the employees and the leader are required to meet the change. Employee commitment is defined as the major force that helps an individual to deal with the coursed action for the change. Employee commitment is based on important factors such as trust, fairness and employees concern. If employers focus on building commitment, there is a need of proper trust, concern and fairness that leads to strong and favorable outcomes. Transformational leadership focuses on the willingness to deal with the extra efforts. It indicates the high level of commitment and represents the organization and management literature. It has positive association between leadership and relation as well as commitment. This way, it influences the process of decision making and increases organizational commitment to identify the needs and transformational leaders support to encourage decision making and high level of performance. It also relates to affective commitment that implies to determine successfully. This style of leadership supports an important approach to change the beliefs, values and attitudes of followers. The vision of change can impact the reactions of followers through different sources. It assists employees in sense-making and it is an important factor of change. Thus, leadership behaviors possess important roles in employee commitment for change. It is a strong belief that employees are more likely to commit for change and they tend to support change. They focus on dealing with the purpose and value of change efforts that lead to support the changes. Leaders influence others in different ways and it helps employees to deal with the change process and focus on the resistance. It involves leadership and creativity. The quality of communication is important and leaders generate trust and commitment at the time of change with their behavior. References Bernerth, J. (2004). Expanding our understanding of the change message. Human Resource Development Review, 3(1), 36-52. Coutu, D. L. (2004). Putting leaders on the couch. Harvard Business Review, 82, 64-71 Coulson, C. 2004. Strategic planning: Harvard business review. Day, D. V., Harrison, M. M. (2007). A multi-level, identitybased approach to leadership development. Human Resource Management Review, 17, 360-373. Day, D. V., Lance, C. E. (2004). Understanding the development of leadership complexity through latent growth modeling. In D. V. Day, S. J. Zaccarro, S. M. Halpin, Leader development for transforming organizations (pp. 41-69). Mahwah, NJ: Lawrence Erlbaum. Ethicaltrading.co.uk. 2011. External stakeholders reports: Primark ethical trading. Lets clean up fashion 2011. Ec.europa.eu. (2010). Issue paper on marketing and effective communication: Retail forum for sustainability. No. 3, pp. 01 Ghamdi, A. 2005. The use of strategic planning tools and techniques in Saudi Arabia: An empirical study. International journal of management. Vol. 22. No. 3, pp. 376-395. Kerin, R. 2007. Contemporary perspectives on strategic market planning: Boston. Landau, D., Drori, I. (2008). Narratives as sensemaking accounts: The case of an RD laboratory. Journal of Organizational Change Management, 21, 701-720. Leigh, R. 2012. Four tools used in strategic planning for marketing and sales: Small business. Lord, R. G., Emrich, C. G. (2001). Thinking outside the box by looking inside the box: The cognitive revolution in leadership research. Leadership Quarterly, 11, 551-579 Macmillan, H. Tampoe, M. 2000. Strategic management: Oxford University press. Moore, G. 2005. Strategy and your stronger hand. Harvard business review. Pearce, J. Robinson, R. 2007. Strategic management: 10th edition. England. McGraw Hill Irwin. Sisodia, R. (2009). A review of bad management theories are destroying good management practices: Conscious capitalism. Tanner, R. 2015. 5 strategies to engage middle managers: Management is a journey. Workingcapital.com. 2011. Strategic skills pipeline explained: Primark to open Edinburgh store. No.1 Williamson, O. (2013). Organizational theory: From Chester Barnard to the present and beyond.

Topic Choice free essay sample

Wrltlng an essay can be a daunting task for both teachers and students In terms of creating and crafting a high quality essay, and finally editing and grading them. It seems though we may have overlooked one of the toughest steps in writing an essay and that is actually selecting an appropriate and interesting topic for your students. Thankfully I have put together a list of 25 great essay topics that might Just make that process a little easier. Enjoy. And remember to add any other great suggestions in the comment section below. If you are still struggling with the essay riting process and need further guidance be sure to check out our essay guides here. 1. Zoos are sometimes seen as necessary but not poor alternatives to a natural environment, Discuss some of the arguments for and/or against keeping animals In zoos. 2. Imagine that your teacher wants to teach a new subject for the next few weeks. We will write a custom essay sample on Topic Choice or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Your teacher will take suggestions, and then let the students vote on the new subject. What subject should your class choose? Write an essay to support your choice and to persuade the other students to vote for your choice. 3. Are actors and professional athletes paid too much? . Should teachers have to wear uniforms or have a dress code? 5. Since the invention of nuclear weapons we have had a long period of GLOBAL peace and stability. Are nuclear weapons global peacemakers or killing devices? 6. Should boys and girls be In separate classes? A year ago I noticed a pattern in the least successful startups wed funded: they all seemed hard to talk to. It felt as if there was some kind of wall between us. I could never quite tell if they understood what I was saying. This caught my attention because earlier wed noticed a pattern among the most uccessful startups, and it seemed to hinge on a different quality. We found the startups that did best were the ones with the sort of founders about whom wed say they can take care of themselves. The startups that do best are fire-and-forget In the sense that all you have to do is give them a lead, and theyll close it, whatever type of lead it is. When theyre raising money, for example, you can do the initial Intros knowing that if you wanted to you could stop thinking about it at that point. You wont have to babysit the round to make sure it happens. That type of founder Is oing to come back with the money: the only question is how much on what terms. It seemed odd that the outliers at the two ends of the spectrum could be detected by what appeared to be unrelated tests, Youd expect that If the founders at one end were distinguished by the presence of quality x, at the other end theyd be distinguished by lack of x. Was there some kind of inverse relation between resourcefulness and being hard to talk to? It turns out there Is, and the key to the mystery Is the old adage a word to the wise Is sufficient. Because this phrase is not only overused, but overused in an indirect way by prepending the subject to some advice), most people whoVe heard it dont know wnat It means. wnat It means Is tnat IT someone Is wlse, all you nave to ao Is say one word to them, and theyll understand immediately. You dont have to explain in detail; theyll chase down all the implications. In much the same way that all you have to do is give the right sort of founder a one line intro to a VC, and hell chase down the money. Thats the connection. Understanding all the implications†even the inconvenient implications†of what someone tells you is a subset of resourcefulness. Its conversational resourcefulness. Like real world resourcefulness, conversational resourcefulness often means doing things you dont want to. Chasing down all the implications of whats said to you can sometimes lead to uncomfortable conclusions. The best word to describe the failure to do so is probably denial, though that seems a bit too narrow. A better way to describe the situation would be to say that the unsuccessful founders had the sort of conservatism that comes from weakness. They traversed idea space as gingerly as a very old person traverses the physical world. [1] The unsuccessful founders werent stupid. Intellectually they were as capable as the successful founders of following all the implications of what one said to them. They just werent eager to. So being hard to talk to was not what was killing the unsuccessful startups. It was a sign of an underlying lack of resourcefulness. Thats what was killing them. As well as failing to chase down the implications of what was said to them, the unsuccessful founders would also fail to chase down funding, and users, and sources of new ideas. But the most immediate evidence I had that something was amiss was that I couldnt talk to them.