Innovation and Change

Innovation and Change Innovation and Change - P G Essay Business Innovation and Creativity Proctor and Gamble (P & G) was established in Cincinnati in 1837 by William Proctor and James Gamble manufacturing Soap and Candles. The partners grew the business from strength to strength through ingenious innovations, with the help of successive generations then through none family management to create the $70 billion enterprise. P & G is a business where innovation flows throughout every sector both internally and externally, from suppliers to distributors. The networks and alliances which have been made allow for channels of communication to be access with ease allowing ideas to be acknowledged and trailed – the lifeblood of innovation. The innovation and creativity practice occurs, and is similarly discouraged by two determining factors: the internal and external environment. Internal Internal factors within an organisation, such as P & G, can foster the creative drive of innovation but likewise can be its own downfall. The Seven Virtues of managing creativity evaluates the areas where ideas can be furthered upon therefore ensuring the organisation continues to be innovative. Culture Politics Learning Generation of ideas Job orientation Architecture Change External The founders of the company have always shown initiative by suppling the needs of the everyday consumer from very early on when the enterprise was established. The first major break through for the company was during the American Civil War in 1862, when the Union Armies contracted the pair to manufacture a soap which was small enough for soldiers to carry everywhere but long lasting. The forward thinking cousins, James Norris Gamble and William Alexander Procter (sons of the founders) purchased a phenomenal amount of rosin (essential in the soap making process) before the war. The purchase stood the company in great stead against its rivals, as supplies ran short P

Lord of the Flies

Goldings novel, Lord of the Flies, is an illusive example of human behavior. His characters range from the mild and intelligent Simon, to the aggressive and fierceful Jack. In-between are such characters as Ralph, Piggy, and the littluns. By developing these three groups of characteristics, we can categorize most human traits. Yet some exceptions exist. Not all human characteristics can possibly be classified into only these three categories. Samneric fall under these exceptions. And so, we make for them their own category, people who allow themselves to be caught up in fear and hysteria. Numerous examples exist throughout history of people who fall under the Samneric category. The most commonly known is the good Germans. In like manner of Samneric, the good Germans allowed themselves to go against their natural good instincts for fear of unbearable consequences. In the early 1940s, when Hitler was in power, Germany was divided. Several people rebelled against Hitlers ideas of the ideal society and most of the rest became known as the good Germans. These people were mockingly called the good Germans because they did not rebel or put up a fight. They just went along with what they were ordered to do in pure uncertainty of the consequences. Whether or not they believed what their government was doing was right, they were loyal in fear the tables would turn and their government would be against them. From the beginning to the end of Lord of the Flies, there are countless examples where Samneric illustrate the personality and behavior of the good Germans. Chapter six gives a significant example of how Samneric and the good Germans are alike. Page ninety-six reads, But they could never manage to do things sensibly if that meant acting independently. Comparable to Samneric, the good Germans did not a

Managing communication,knowledge and information Case Study

Managing communication,knowledge and information - Case Study Example Contrarily informal information has no definite format. It is not structured. Telephone calls, notice boards, memos, notes etc. are most common types of informal information. Knowledge can be stated as the useful insight and wisdom which gets developed from the processed information (Bazerman and Chugh, 2006). Knowledge can be essentially of two important types, namely tactic and explicit. Tactic knowledge is found through the companies own vision, experience, practice, values, thinking and perceptions. While on the other hand explicit knowledge is largely found existing in documents and other recorded forms. It is highly formalized and codified. Such knowledge can be recorded in different artifacts, books, records, patents and database etc. The spiral conversation is a model which interlinks socialization, externalization, combination and internalization. The model states that communication moves from being tactic to explicit and vice-versa in a spiral or revolving form. Hence it is understood that for explicit knowledge to exist, the tactic knowledge must be generated. Similarly, tactic knowledge derives out of explicit knowledge. Classic badges can make use of the system by incorporating a systematic conversation technique which transforms tactic into explicit knowledge and the reverse. In case of Classic badges, for making their business successful, timely information from customers in respect of demand is essential. This would require suitable communication channels which would transmit information within less time. Also, suitable information channels must be established with suppliers of materials (Robbins and Judge, 2013). From the procured information, organizations are required to establish rational connections exercising their skills and understanding and formulate knowledge base which guides in taking crucial decisions. In case of Classic Badges, the timely information in respect to demand and

Prison Overcrowding in the United States Essay Example | Topics and Well Written Essays - 1500 words

Prison Overcrowding in the United States - Essay Example This has led into inmates being forced into open dormitories and double-bunking in a single cell. Many critics have termed such overcrowding as dehumanizing and degrading for inmates. It is also contradictory to the present correctional reforms that emphasize on maximizing the opportunities that are available to inmates (Farrington 222). The United States reports the highest number of incarceration rate in the world. At the end of the year 2009, the incarceration rate was 743 adults per 100,000 people. U.S. Bureau of Justice Statistics quotes that 2,266,800 people were incarcerated in the US state, federal and county jails by the end of 2010. This is approximately 0.7% of the US adult resident population. In addition, there were 4,933,667 adults by the end of 2009, who were on parole or probation. Therefore, the total number of adults under correctional supervision totals to 7,225,800. This is approximately 3% of the total population of US adults (U.S. Bureau of Justice Statistics). The number of juvenile detentions was 86, 927 in 2007. Despite this increased numbers, the crime rates have been shown to be on the decrease. 70% of prisoners in the US are non-white. The states with the highest ratio of incarceration include Louisiana, Oklahoma and Mississippi. Approximately 90% of the inmates comprise males. The total number of foreign prisoners is estimated at 6% (U.S. Bureau of Justice Statistics). There are several causes of this pertinent issue. There has been an increase on the number of offenders that are sent to prison. This can be attributed to high rates of recidivism, which have been on the rise. There has been an increased rate of offenders that return to prison for unsuccessfully completing or violating community supervision. The increased number of offenders can also be attributed to new criminal offences that have been added to the penal code. Certain types of offenses have harsher penalties resulting in

Gender Stereotypical Attitudes Past Essay Example for Free

Gender Stereotypical Attitudes Past Essay It has been generally observed that workplace attitudes on gender have continued to influence decisions and direct actions in organizations. These attitudes have tended to be directed more at women than men. The result has been a hindrance in the effective participation of women in decision-making at the workplace. Most men, and sadly women, have had the opinion that women lack the ability to function in management positions that require strategic decision making within the organization. They are said to lack the ability to decide on their feet, as somebody would put it. Research findings unfortunately seem to point at the existence of this sad scenario in most organizations. A research carried out by Wood (2008) provides a lot of insightful information on the effect of gender stereotyping of women at the work place. Out of a total of 30 respondents selected for this study, there were 19 men and 11 women, who happened to be in various management positions in their organizations. It is interesting to note the gender stereotyping began right from the sampling. One wonders why the researchers decided to use 19 male and 11 female managers and not 15 male and 15 female managers. A good number of the female managers in the US felt it would take over 10 years for women to achieve equal representation with men in terms of job placement. A number of male respondents from the US shared a similar view and supported his position by submitting that in the organisation where he works, there are very few women, and even then most of them take long durations in lower positions. Some female respondents were of the opinion that it would take more than a decade for women to realize 50% representation in senior management positions. A female respondent was of the opinion that 50% representation might not be realized. She however opined that this was not because women lacked the ability to perform in these high positions, but because they were not simply interested in taking up such positions. This position is tandem with the respondents who were asked if they aspired to be promoted. Whereas 68% of the men said they aspired for promotion, only 55% of the women were willing to be promoted. It is however unclear whether their lack of aspiration is due to lack of skills, knowledge and abilities. Whereas 58% of the men said that they had successfully achieved promotion, only 27% of the women shared this position. It is however debatable whether their failure to secure promotion was based on their lack of interest, lack of ability or because of their smaller number in organizations. It would appear that children hinder women from aspiring for management positions because one respondent said that women who wish to get these positions put off bearing children. Some respondents said that senior management positions are not open to everybody, but to a small clique of old boys who operate like a closed shop. Breaking into this network requires people with unique abilities, and not many women have the stamina to push through. The few who have been able constitute the small percentage. Some managers were of the view that achieving 40/60 percent representation for women and men respectively in more than 10 years could be more realistic than 50/50 percent representation. They argue that it takes time to develop somebody to management level, which not many women are willing to wait for patiently. Even when they reach the top, some of them opt out and might not be replaced by other women, but by men. It was also felt by some respondents that management positions require performers, which not many women might be. They feel that 50% representation at any time might be quite ambitious, but 10% would be realistic. Cumulatively, out of the female respondents, 1 felt that it would take 5 – 10 years to have 50% female representation, 2 said it would take more than 10 years while 4 said it would take 10 years or more. Only one female respondent said women will never achieve 50% representation. 1 said it would take another 5-10 years, while two said it would take more than 10 years from that time. 1 out of the 19 male respondents said it would take between 5-10 years to achieve 5% female representation, while 1 said it would take more than 10 years. 6 said it would take another 10 years or more. 5 male respondents said women will never achieve 50% representation, while one said it would take them more than ten years to achieve a paltry 10% representation. The results from this research could have major implications in the actual working environment as far as female aspirations for higher managerial positions are concerned. The first implication which is more theoretical in nature is that women are being negatively influenced as far as their career advancement is concerned. When the results make it abundantly clear that chances of achieving a 50% female representation on the workplace are slim, most of the female employees will get demotivated and will find no reason to aspire for high managerial positions. Such a decision is likely to keep them at the lower level of then organization hence inhibiting their career advancement. Making top management positions appear like a private members’ club which requires connections before joining could easily scare away women from venturing. Not many women are able to weave their way through male dominated networks. The few who are able are possibly the ones who share such positions with men. Some women would like to be mothers as well as career women. Making it appear as if advancing in one’s career can only take place at the expense of family life is enough deterrent to a woman’s career advancement. The practical implication of the research findings is that organizations might fail to sufficiently utilize the skills, knowledge and talents possessed by women. It is known that women have some unique abilities which could be harnessed and utilized in the organization. Scaring them away from management positions where important decision making is done denies the organization opportunity to benefit from their input. Apart from being scared by the attitude of men, fellow women also play a role. References Wood, Glence. 2008. Gender Stereotypical Attitudes Past, Present and Future Influences on Women’s Career Advancement. Equal Opportunities International, Vol. 27 No. 7, pp. 613-628

love history :: essays research papers

Well where do i start? i started going out with this guy named Derek on April 3rd 2001. I din't even like him but he seemed like a nice guy so i thought i would give him a try. well we started going out and hanging out alot. I've always been shy around guys and i was with him at first. Then after a few months i started feeling totally comfortable. We hung out like everyday and did everything together! I totally ditched all of my friends for him and he did the same to his friends to me. Well everything was all going well we never really fought or anything. We were perfect i thought so he thought so and so did everyone else. He was my whole world he went everywhere with me and i loved him so much. We had the cutest things we did together, i know we made people sick because of how cute we were. I never though we would break up ever! Well around our 9 months we kinda started fighting and not getting along to well. we were gonna take a "break" but we decieded not to that we wer e fine. (we took a break about 3 months after we started going out becausei kissed someother guy but we went back out and by the way i apologized so much for that i still feel bad about it) but we started fighting more. So we finally took a break it lasted not even 2 days and we got back together i missed him so much in those 2 days and cried so much than i ever have! but then 2 days after we got back together we broke up again. He did'nt want to talk or work anything out at all. and it just seemed like he didnt care anymore. Well we broke up and i still really missed him we still hung out and stuff but it was nt the same at all! then i was going on vacation to flordia for winter break. i knew he was afraid i would cheat on him there so that was another reason that he wanted to break up. neways we hung out before i went and we kissedd and blah blah then i left all i could do was think about him there. i was there a lil over a week and i only talked to him a few times.

Malorie Blackman- Noughts and Crosses Personal Response

Noughts and Crosses- Malorie Blackman The book Noughts and Crosses is a sitting on the fence sort of book for me. The writing of it hooked you in and made you think but I absolutely hated what happened in the end. The plot was good but as I said I didn’t like some things that occurred during the novel, like the fact Callum dying made me want to scream and rip my hair out (I did restrain myself by the way). But the fact that I did want to do that was because you grew attached to the characters, as if they were real people. Even if they’re not, they could be in the future, you never know†¦ ) I hated/ loved that about the book. My favourite characters would have to be the guys of Callum’s family, especially Callum. Partly because of his complete ‘it is how it is’ attitude and his loyalty. Even though most people probably hated Jude, I quite liked him. He had a tough attitude, but really he was quite vulnerable, especially at the end when he’ s pretty much lost all his family because of the Crosses.I also held quite a fair bit of respect (for a book character anyway) for Ryan, Callum’s dad. His courage for taking the consequences of Jude’s slight slip up, originally resulting in him going to the gallows to hang. Even though he ended up not hanging he walked up to the gallows expecting death. And not backing down from it; accepting death so his family could live. I didn’t like Sephy particularly; in fact I hated her to be honest.I didn’t like the choices that she made; choosing the baby over Callum. I most certainly disliked her parents, most of all her father. But I started to tolerate her mother near the end when you find out she paid for the lawyer to help Ryan. My favourite scene would have to be†¦. I actually don’t have a favourite scene, lol†¦ The setting of the book was based sometime in the future; it hasn’t happened and is a possibility, who knows, it could happ en (shudder). I think the book was targeted at teens.I also think that Malorie Blackman swapped the places of the people in charge so people would feel or imagine what it would be like if we were in their place, seeing as one of the main themes was racism. A few other themes were sacrifice, love and friendship and another main one,-death. Sacrifice and death made a big part of this book, constantly having to choose between love, family, religion and your race. It was a massive balancing act for the two main characters, Sephy andCallum, who you got to study in depth of how they thought and what choices they always had to make as they were constantly switching between characters’ point of views; that’s how the book was written, in points of view. I think this book inspires a whole pile of ‘what if? ’ questions; it’s not too hard to imagine how much our lives would be different, and not by a little. I think she’s really trying to make us look de eper into the racism that surrounds this book. Even though it is made up, the more you think about it, the possibility of it happening is actually quite possible, scarily enough. Arianna Hogan