Globalisation, Terrorism and Security Essay Example | Topics and Well Written Essays - 4250 words

Globalisation, Terrorism and Security - Essay Example Terrorism always stems up in the weakest of classes within a society. (THACKRAH, 2004) Its infancy is thus bred and nourished in the lowest of classes within the culture. This weak class in a third world nation is in reality the masses. What people think about the form of government is really given an air of indifferent experiences when terrorism starts to crop up all of a sudden. This creates a feeling of hatred for the governmental institutions as well as the people at the helm of affairs, i.e., the ones who are generating the policies and are running the government. (OOTS, 1986) It is a fact that terrorism demands of people to change their way of looking and expecting something, if they do for that matter, from the government. It has been the case for many years that whenever government within a certain country is in a position of economic and defense power, terrorism creeps up out of the blue and mesmerizes its democratic institutions beyond repair and restoration. The need of the hour on these countries’ part is to fight against the terrorist activities with a stern hand but in a more disciplined and ethical fashion. If the same is not done, hatred is the most common of reactions that have been seen for time immemorial for these countries. Terrorism has changed the face of the world. The people of this world have started to feel unsafe whenever they are within a horde and thus different assumptions have started to come about as concerns to the basis of different congregations, events, concerts and so on and so forth. This has really presented a ver y grim picture of the peace aspect related with this world. It has to be changed and there needs to be thinking mindset shift within the global populace to start with. People need to understand their respective responsibilities and then echo the same in the light of the

chemistry (ocean) :: essays research papers

What is an iceberg? Why are they blue or green? An iceberg is a large floating block of freshwater ice that has broken off the edge of a glacier and been carried out to sea; about 90% of its mass lies under the water. The bluish streaks of clear, bubble free ice often seen in icebergs results from the refreezing of melt water which fills crevasses formed in the glacier as it creeps over land. The ice is blue because of the natural light scattering characteristics of pure ice. Occasionally airborne dust or dirt eroded from land ends up on the glacier surface eventually forming a noticeably darkened brown or black layer (in any orientation) within the ice of a floating iceberg. What type of information can scientists obtain from polar ice? Polar Regions and some alpine areas are sufficiently cold that snowfall accumulates from year to year, building up as glaciers. As snow at the surface gets buried with time it gets compressed to form solid ice and this ice carries with it information about the climate when the snow originally fell. By drilling down into a glacier and recovering this old ice, the information can be used to help understand past climate. The information obtained from ice cores can be divided into three types. The first of these types of information comes from the solid and dissolved impurities in the snow. Usually snow that falls in those places is almost pure water, but it still contains traces of dust, and pollutants from human activities. This information can be used to detect major environmental changes in the circulation of the atmosphere. The second type of information obtained from ice cores comes from bubbles in the glacier ice. These bubbles are formed as snow becomes compressed and the air between the flakes gets trapped. The third type of information obtained from ice cores comes from the frozen water itself. In the oceans, one in about every 500 oxygen atoms is the heavy isotope, while one in about 70 hydrogen atoms is heavy. However as the water evaporates and is transported to polar regions, the mix of the heavy isotopes changes. These changes are mostly influenced by temperature and it turns out that by measuring water isotopes in ice cores researchers can infer temperatures when the snow originally fell. In the past 30 years, many ice cores have been drilled to study past climate.

Communication and Dialogue

Abstract: In this new era of globalisation wherein people from diverse culture and ethnicity have come together to work in an organisation, dialogue is indeed an important way of communication. Many researches have proved the fact that differences in culture may inculcate a difference in the thinking pattern or stem into differential analysis of a situation. In an organisation where values and growth are related  to each other, differences in opinion may lead to altercation and conflicts if not addressed well.Dialogue, a bidirectional flow of communication where emphasis is laid not only on saying but also on listening and understanding at the same time can be an useful tool in an organisation to resolve inter personal conflicts, conflicts within the department or conflicts between two different departments of the same organisation. The essay will highlight the importance of introduction of dialogue in a multicultural organisation and its use as a problem solving tool in multicultu ral organisation where cultural thinking act as an impediment among them.Also, it will review the role of dialogue in promoting organisational learning. Next it will explore some of the barriers in communication such as â€Å"Silo virus† and need for eliminations of those barriers, ending into a conclusion for the implication of dialogue in a multicultural organisation. Sequential Conversation or Unidirectional Flow of Communication versus Dialogic conversation A conversation is said to be sequential or unidirectional when there is a flow of information from the speaker to the listener (Eisenberg & Goodall, p. 27).This one way communication can be practically seen in classes where student completely rely on teachers lectures, also when managers or the instructor define the protocol of the work to the subordinates or receivers. In other words in a unidirectional or sequential communication listeners are passive and are uninvolved in constructing the ideas of the communication (Eisenberg & Goodall, p. 28)  . Traditionally communication between managers and employee were articulated as straightforward unidirectional flow of delivering management messages to employees and other constituencies (Tourish and Hargie 2009, p. ). However, dialogue provides equal opportunities to all who are involved in the communication. Everyone has the say to voice their opinion and give their feedback either in agreement or in opposition of the core matter. Dialogue in a working definition can be defined as a mindful conversation emphasising on equitable and empathetic transaction of opinions of the participants to create new opportunities for working together to produce new and innovative ideas (Eisenberg & Goodall, p. 40-45) Hence dialogue is a balance between creativity and constraints (Eisenberg & Goodall ,p. 0). Dialogue demands its participants should be able to critically reflect themselves i. e, they should be open to the fact that the perceptions made by them may no t always be accurate. â€Å"What we perceive is often based on our needs, our expectations, our projections, and, most of all, our culturally learned assumptions and categories of thought (Schein 1993,p. 33)†. Participants should be able to suspend the perceptions and feelings for some time to see the outcome of the dialogue (Schein 1993).By suspending the feelings the participants will allow the disagreements to fly off, hence will build mutual understanding and trust on each other. Higher the trust higher will be the effectiveness of the group. Participants will be open to voice their unfearful opinions, and will come up with more innovative and successful solutions. Dialogue as a problem solving tool in a multicultural organisation The definition of dialogue says that there should be equal sharing of perceptions, assumptions, thoughts and experiences to come to an radical conclusion (Schein 1993).Healthy communication connects the employee more strongly with the organisati on by eliminating the sense of isolation and dissatisfaction. Employee who communicate regularly with their managers and co-employees have a higher sense of job engagement than those who are reluctant to voice their opinion. There is a direct relation between the healthy communication, participation of the employees in decision making and growth of the organisation. Dialogue does not only mean that you are heard, but it also signifies that your voice matters in the decisions of the company.It gives a sense of belonging to the employee and burns out stress and discomfort. The organisation with the higher number of contented employee will have higher productivity both in number and innovations. â€Å"The quality of relationships with co-workers is a crucial factor in determining levels of job satisfaction† (Tourish & Hargie 2009, p. 16). Job satisfaction cannot only be guaranteed by successful completion of a task, but it involves many other vital factors too. Today when it is impossible to find an uncultured organisation, learning about the intercultural ommunication is an indispensable necessity (Crossman et al 2011, p. 57). Culture plays an prominent role in structuring human behaviour, ideas and thought process (Wood2011). Differences of thinking may lead to ambiguity at the work place which may end into conflicts. According to Ting-Toomey, the greater the difference between two cultures, the more that conflicts will arise in areas such as historical grievances, cultural world views and beliefs (Crossman et al 2011). Creating Coherence in Multicultural Organisation with dialogue Employees have different personal needs and hence different dimensions for the satisfaction.The organisation should know about the personnel needs of the employee and should work in a way to nurture good relationships among the employees (Tourish & Hargie 2009). Incorporating good communication practices such as regular group meetings, open house discussions or building new ch annels for communication sustains job engagement of the employee. Mangers should have expertise in intercultural communication skills to nurture an environment of tolerance to the ambiguity caused by incompatibility of cultural values and norms.As Brannen & Salk 1999, said working together to give fruitful result can only be achieved by compromising the ambiguity and confusion for quality issues. The practices like   an  open house group discussions  ,thought sharing and dialogues exchange with seniors and colleagues will help in bridging the gap of miscommunication and misunderstanding. Employees who have an access to information, organisation policies, new ventures and developments feel more secure and safe at work. Intercultural communications along with dialogue help in enhancing the process of organisational learning through group interaction.It helps in sharing of cultural ideas, values and beliefs. Cordial and happy relations at work place eliminate stress and burnout c aused by work pressure and thus benefits the employee with good concentration and higher thinking. Socially balanced work culture  breed  employee with better insights and hence result in collaborative thinking and exemplary innovations. However in a real business world where emphasis is laid more towards the successful completion of the task, is it realistic to preach dialogue at every stage of decision making?Is it possible for an organisation to understand the needs of every employee? Will it be correct to say that it  is the responsibility of a manager to inoculate good intercultural communication where the employees are reluctant to shift their values and paradigm? Implementing dialogue can be a laborious process for a manager. It is the Manager who bears the responsibility of accomplishing the targets with in the given time frame. Dialogue can only be successful when employees are ready to take the responsibility to change themselves, else it will only result in wastage of time.Dialogue is easy to preach in a likeminded group sharing similar values but difficult to express with those who are reluctant to change. Say for instance it is easy to teach a budding employee about the virtues of good communication. However,  the same could not be expressed to those highly experienced or talented employees who are reluctant to adapt to new changes. Also, it is difficult to bring employees out of their comfort zone and to speak up expressing their true feelings. Dialogue- the core of organisational learning Dialogue lies at the core of organizational learning, for without dialogue, individuals and groups cannot effectively exchange ideas, nor can they develop shared understanding† (Mazustis & Slawinski 2008, pg 438). Argyris said that there are two different modes of learning, Model 1 and Model II, best be summarized as single or double loop learning. He mentioned in his writing â€Å"Teaching Smart people how to learn†, highly skilled profess ional are good at single loop learning because of their vast experiences and success gained in those experiences.However, Argyris argue that it is difficult for them to admit their mistake,  and hence they adopt a defensive attitude wherein they start blaming others for the failure. Defensive reasoning can block learning. Model I learning behavior persists throughout the organization resulting in to win/lose dynamics in which individual avoid confrontation (Mazustis & Slawinski 2008). On contrast Model II which is based on open dialogue, self-reflection and double loop learning will help in bringing fundamental changes in organizational norms, priorities and behavior (Argyris and Schon1978).It is through dialogue that people share ideas with others. Integration of these ideas with others is only possible when a group has   a  common language and common thought process, which can only be built by dialogue(Mazustis & Slawinski 2008). Shared meaning can lead not only to the trans ference of knowledge, but also to the creation of new knowledge and understanding among participants (Mazustis & Slawinski 2008). Finally, the process get embedded into the organization. This process is what Crossan et al. (1999) refer to as institutionalizing. Dialogue is therefore at the core of the socio-psychological processes of the model of organizational learning (Crossan et al. , 1999)† (Mazustis & Slawinski 2008). Barriers to communication- Silos formation Advancement in technology and increase in complexity of organisation resulted in division of the organisation into different specialised departments or subunits. Employee in one department share same work language, technology and work terminology developing a subculture of its own. Different departments in an organisation work together to complete the task, failure of one may result in failure of others. Organisational effectiveness is therefore dependent on the valid communication across subculture boundaries† (Schein 1993,p. 41). Silo formation and Need to eliminate Silos Fragmentation of organisation into small departments may result in the formation of â€Å"silos† throughout the organisation. Individuals in silos share strong personnel bonds, common interests, abilities, work structure and relational bonds that differentiate them from others. Individuals in a silo interact more to each other than with the outside employees creating an atmosphere of alienation for those who are not part of the silo group.Silos act as a barrier to inter departmental flow of communication resulting in the  creation of isolation and hostility for others who are not  part of the group. Employees hesitate to co-operate with other departments thinking that the objective of their silo is different from that of other department. Interdepartmental competition may prevent the desire to transfer valuable information from one to other department. Communication breakdown can lead to errors and finger p ointing, lack of responsibilities and hence failure of the task or the department itself What is the role of a good manager in an organisation full of silos?Managers should learn to trust his team members and also should show respect their peers. Mutual trust, respect for each other structure and values will help in dissolving silos. Senior should preach the essential values of their organisation and not that of a single department. Organisation based on Hierarchical pyramid structure An organisation based on principals to maintain and respect hierarchical structure, could not support dialogue. Hierarchy do not support the idea of cross questioning your boss or voicing against the idea of your manager, it may lead to serious repercussions for the employee.Time constrain Time is again a vital factor to be considered while promoting dialogue. Every project is designed to be accomplished with in a limited time frame. Listening to every voice of the department may lead to wastage of tim e. Managers should be able to recognise the right time to implement debate and discussion instead of dialogue. Breaching the comfort zone of employee Dialogue demands empathy and tolerance to other and is a time consuming process. In this fast pace society where human beings are already over engaged with priorities it is difficult to maintain patience to listen to others.Highly experienced employee find it difficult to listen to a new employee, they do not want to change their work protocol and hesitate to adapt to new changes. It is difficult to breach the comfort zone of over experienced employees and sometimes they find it insulting too. Defensive Behaviour and lack of trust Individuals may engage into defensive routines where they hesitate to open a dialogue with the seniors fearing that may lead to some serious problems with the co-employees or the manager himself.Also, colleagues working in an organisation may feel competition with their  colleague, and thus, employee consci ously prevent flow of information to others creating a hostile environment for others. Lack of true Feedback Dialogue may be impeded by organisation norms such as the practice of only delivering good news to senior managers, and hiding distressing news. Individuals need  the  information to be able to detect and correct errors, but some organizational norms prevent such information from being discussed (Argyris and Schon, 1978). Baker et al. 2005: 425), for example, conclude that some ‘norms determine what can be said and not said, what and who is heard and not heard, who has  a  voice and who does not have  Ã‚  a  voice   who is in and who is out of the conversation’ (Mazustis & Slawinski 2008). These norms inhibit prevent knowledge from being shared openly across functional silos, divisions and levels. Conclusion Dialogue is no doubt an important tool of communication to bring changes in an organisation and to promote  a  higher degree of organisatio nal learning. Proper implementation of dialogue in an organisation will make employees more responsible to each other.It will also ensure trust, empathy, tolerance and engagement among the employees by creating a safe and secure work environment. Sharing of ideas, discussion about work and group thinking will inculcate high sense creativity and innovations. However, it is difficult to have an idealistic organisation working on the principals of dialogue. It  is a group endeavour and demands time and patience which are difficult to attain in this fast pace society. Human beings are primarily driven by their emotions and it is difficult to suspend feelings and emotions which is the demand to sustain a dialogue.Implications of dialogue are great but is difficult to practice. Books Crossman, J. , Bordia, S. & Mills, C. 2011 Business Communication : for the Global Age, McGraw-Hill, North Ryde, N. S. W. Eisenberg,M. , Goodall,H. L. & Trethewey,A. 2010, Organizational communication : bal ancing creativity and constraint, Boston : Bedford/St. Martin's Cheney,G. (ed. ) 2011, Organizational Communication in an Age of Globalization : Issues, Reflection ; Practices, 2nd edition, Long Grove, Ill. : Waveland Press Cottrell, S. 011, Critical thinking skills : developing effective analysis and argument, Houndmills, Hampshire, UK : Palgrave Macmillan Ferraro, G. P. ; Briody, E. K. 2013, The cultural dimension of global business,7th ed. , Pearson, Boston, pp. 29-65. Hargie,O. ; Tourish,D. (ed). 2009, Auditing organizational communication : a handbook of research, theory and practice ,Imprint East Sussex : New York, NY Walker, R. 2011, Strategic management communication for leaders, Mason, Ohio : South-Western Cengage Learning Wood,J. 2011, Communication mosaics : an introduction to the field of communication,Boston, MA : WadsworthE journals Amy,H. 2008, ‘Leaders as facilitators of individual and organizational learning’ , Leadership ; Organization Development Jour nal, vol. 29, no. 3, pp. 212-234 Argyris 1991, ‘Teaching smart people how to learn’, Harvard Business Review, vol. 69,no. 3,pp. 99-100 Argyris, C. and Schon, D. (1978), ‘Organizational Learning: A theory of action perspective’ Bloor,G. 1999, ‘Organisational culture: organisational learning and total quality management’ , Australian Health Review, Vol 22, no 3 Groysberg, B. ; Slind, M. 2012, ‘Leadership is a conversation', Harvard Business Review, 90(6):76-84. Mazutis,D. amp;Slawinski,N. 2008, ‘Leading organizational learning through authentic dialogue’ , Richard Ivey School of Business,The University of Western Ontario, Canada, Vol 39, pp. 437-456 Schein,E. 1993, ‘On dialogue, culture, and organizational learning’ ,Organisational Dynamics, Vol. 22, no. 2, pp. 40-51 Website Forbes, John Kotter, viewed on 26 March 2013, ;http://www. forbes. com/sites/johnkotter/2011/05/03/breaking-down-silos/;. Matthew Moore 2011, viewed 26 March 2013, ;http://www. improvementandinnovation. com/features/article/breaking-down-organisational-silos-why-its-important-collaboration-quality-and-gro/;.

Influence Of The American Dream - Free Essay Example

Sample details Pages: 2 Words: 744 Downloads: 3 Date added: 2019/03/25 Category Literature Essay Level High school Topics: American Dream Essay The Great Gatsby Essay Did you like this example? The 1920s were some of Americas most thriving years. Sports such as boxing and baseball were a huge importance, women were striked with opportunities of a lifetime, the stock market was experiencing multiple tribulations, and the American Dream was the end goal of it all. Bootlegging was another major topic of interest in this time. Don’t waste time! Our writers will create an original "Influence Of The American Dream" essay for you Create order Many citizens began selling alcohol illegally to make money and profit. This all helped contribute to the American Dream, the sole thing the vast majority of society was trying to achieve. Throughout his novel, The Great Gatsby, Frances Scott Fitzgerald shadows many situations highly influenced by the American Dream. At the start of the 1920s, immigration was at its highest numbers ever in Americas history (Hirshman). These immigrants came in large numbers such as millions. Living conditions werent all the great in other countries, but they were just starting to boom in America. Citizens of other countries saw this and yearned for that kind of success. Many people in this time period wanted to live stress-free lives, so they figured the only way to do that was to travel to America. Many of these foreigners came to America with the hopes of earning more money than they were able to in their own countries. Most of them were unable to attain this goal. This led to many immigrants returning to their original homes. However, the ones who chose to stay hoped they were lucky enough to live out the American Dream. Immigration was not the only reason the American Dream became so popular. People of America had already seen such a huge difference in their country once women were given the right to vote. Once women were able to recognize that politics had an impact on their daily lives just as much as it did on mens. They felt they had the right to have a part in politic (Benner). At first they werent quick to jump social reform. Even though they had been given this right to vote, many people (mostly men) were not accepting of women having a bigger role in society. They still had little power. Eventually attitudes toward this new adjustment were slowly leaning towards womens favor. Benner says, Women focused on things such as child labor laws, prison reform, and their own personal jobs. It wasnt a normal thing if a woman was unmarried much less that women had their own jobs as well. The women had to work hard for what they believed was right and really put preeminence on the topic at hand. The Nin eteenth Amendment changed societys view and understanding of womens place in humanity. This led to a huge impact and advantage for the people of Americas happiness. The American dream was mainly focused on attaining material objects. Paul A. Cantor quotes in his article, One got a good education in order to land a good jobwhich would provide the financial means of buying all the material components that seemed essential to the American. Not only was it desirable to have the nicest things, but having the ideal lifestyle with the ideal family was just as important. The suggestion of the American Dream gave individuals something to strive toward and a reason to endeavor to become prosperous, independent person in society. The American Dream has dependably been about the possibility of achievement (Diamond). She then goes on to say, it was a fantasy of correspondence, equity and popular government for the country. Society put all of their focus to accomplishing this vision that they felt was the key principle to Americas turning point. Although it may seem so simple, the American Dream is not generally so clear-cut an idea (Islam). It often included a perfect family and white picket wall (Islam). However, Gatsby did not live up to that standard. He was a single man who earned everything he owned all for himself (and Daisy of course); he wasnt working to support anyone else other than himself, he had no family to take care of. Fitzgerald wasnt exactly focused on shining light on how Gatsby lived out the American Dream, but more so how it looked to other people in West and East Egg. They saw him as some type of God because he was so extravagant. Gatsby can often be described as a baffling man who lives in a vast residence and tosses luxurious parties that are attended by a considerable number of people each Saturday night (Fitzgerald).