Primal Leadership Case Essay

The article Primal Leadership centres around emotional intelligence and the authors investigation into how a leaders mood or â€Å"emotional style† filters through the organisation and can affect the bottom-line results. If a leader is able to recognise this, they can monitor their own moods through self awareness, change them accordingly and act in the ways that will boost others moods which in turn will help the company’s performance. Studies show that when a leader is in a happy mood then the people surrounding them view things in a more positive light. An upbeat environment fosters mental efficiency – making people better at staying focussed, retaining information and therefore better at their jobs. Emotional intelligence affects the whole company’s performance, so it would be easy to assume that a manager with a positive outlook or disposition would raise the company’s performance. But emotional leadership isn’t just fake or putting on a game face every day, it is necessary to understand the impact you have on other employees as a leader. The more we act a certain way – for example happy – the more the behaviour becomes ingrained in our brain circuitry, and the more we will continue to feel and act that way. The key points made in Primal Leadership are covered by the authors in the five step program they recommend to help leader’s achieve higher levels of emotional intelligence. This process is based on brain science rather than more traditional forms of coaching, and has been designed to help leader’s rewire their brain towards these more emotionally intelligent behaviours. Step 1 – â€Å"Who do I want to be?† This step asks the leader to picture the kind of leader they aspire to be and what that emotional leadership looks like. Step 2 – â€Å"Who am I now?† This step is where the leader comes to terms with seeing their leadership style as others do, through receiving feedback from peers, bosses and subordinates. A key issue highlighted for this step is that as a society we tend to avoid talking about a leader’s emotional style and its impact in case we are perceived as being ‘soft’. Another key issue is that of resonance. How do leaders know if they have resonance within their organisation? Primal Leadership points out that employees don’t want to be the messenger for fear of being punished, and can often even feel as if it isn’t their place to confront a leader on this personal topic. So the way that they suggest CEO’s, manager’s and/or leader’s get the full picture is through feedback from not only subordinates but also peers, bosses and mentors. Step 3 – â€Å"How do I get from here to there?† The identification of the gap in emotional intelligence for the leader helps decide the action process of getting the leader from who they are now to the leader they aspire to be. Adapting in accordance with regular feedback, the leader can work on their mood and performance therefore affecting all the people they work with in a more positive way. Goleman, Boyatzis and McKee also state that leader’s should look at areas outside of work to close the gaps in their emotional intelligence, for example coaching a sports team or volunteering. Step 4 – â€Å"How do I make the changes stick?† Goleman, Boyatzis and Mc Kee explain that the way to lasting change and a leader’s growth in emotional intelligence is rehearsing or even visualising the new behaviour until it becomes automatic or implicitly learnt. Imagining an activity or response in vivid detail can fire up the same brain cells involved in actually doing that activity. Step 5 – â€Å"Who can help me?† The last step Primal Leadership recommends is the forming of a community of supporters. The authors emphasise how important it is to have these relationships and feedback from people you trust because these supporters are necessary in order to improve your emotional intelligence and help change leadership style. The bottom line in this case for me is emotional leadership is the spark that ignites a company’s performance, and leader’s need to understand how their mood is so influential to a business’s success, and therefore a leader’s most important task should be emotional leadership. It seems so obvious and full of common sense that advancing their emotional intelligence should be a leadership priority, and yet there are so many toxic work environments out there. Happy, positive moods might filter down from bosses to floor staff, but it will only result in happy people if the sentiments are genuine. In my opinion, leader’s need to be aware that an overly enthusiastic, fake happy boss can be just as toxic to a work environment as a grouchy one. It is not often that someone is told how their current personal mood is affecting their job performance or the business’s success – especially in New Zealand, where the culture expects a â€Å"tough† attitude and unfortunately the topic may be considered as â€Å"soft†. I know from personal experience how hard it is to give honest feedback to a terrible or intimidating boss, but if all leader’s took the time to go through Goleman, Boyatzis and Mc Kee’s five step program and evaluate/improve themselves as leaders then there would be a lot more happy employees.

Age discrimination Essay

Discrimination against older worker occurs so often that Congress made an act to protect older workers from discrimination; this helps prevent increased unemployment for those older than 40 years of age. In 1967, congress made the Age Discrimination in Employment Act for the purpose of promoting the employment of older workers based on their ability instead of their age. This act applies to employment by public and private employers and by the unions and employment agencies, as well as foreign companies that have more than 20 workers located here in the United States. In 1967 the act covered employees between the ages of 40 and 65, the upper limit was extended 70 in 1978 and then the limit was removed completely later on. Now there is no longer an upper age limit, a 79 year old may be just as qualified as a 30 year old and should have the opportunity to prove her or his qualifications and obtain employment base on them. Another issue with this act is mandatory retirement; for the most part this has become a thing of the past. It should also be mentioned that people are living longer lives today and this act will become more and more critical for the working employees in this country. Title VII and the Age Discrimination act are similar in several ways, and both are enforced by the EEOC. But these two acts are different in two important ways; The Age Discrimination In Employment Act is more lenient than Title VII regarding the latitude afforded employer’s reasons for adverse employment decisions (). The Age Discrimination In Employment act allows an employer to argue that a prima facie of age discrimination by identifying any factors other than age that has helped make the decision. The other difference is the Age Discrimination in Employment act only protects employees that are over 40 years of age from discrimination. So, a person under 40 cannot file a claim under this act based on the claim that he or she was too young. But there are some states that have laws that could be described as reverse discrimination in situations like this. In an Age discrimination case there are several different questions and points that must be answered. The following will help describe some of this key issues in a case like this.  · The employee feels that he or she has been discriminated against because of  the employee’s age. The employee may file an action against the employer under the ADEA and prove age discrimination. The employee must establish the following four elements to prove to the court that she or he has a claim for age discrimination.  · The employee must prove that he or she was demoted or fired because they were 40 years or older. They simply must prove that they are older than 40 years of age, therefore making themselves a member of a protected class.  · Adverse employment action taken against the employee, this is proof that the employer made an employment decision that adversely affected the employee in question. This could include a decision not to hire the applicant or even fire the employee.  · Another thing the employee must prove is that he or she is qualified for the position. The position requirements must be proven and not just devised for the purpose of terminating or refusing to hire older workers. The employee must show that he or she can perform their duties at a high level or they may face not being able to continue with their claim.  · Disclaimer Treatment, this requires an employer to explain there actions if they terminate of refuses to hire an older qualified employee, while at the same time hiring a younger person. This requirement has presented difficulty for the courts.  · Employers say in the matter, this is where the employer must prove that they did not hire or terminated an older employee because of other reasons. The burden of proof now shifts to the employer to present a legitimate and nondiscriminatory reason for their actions against the employee. They must prove that there are good reasons for their actions.  · The EEOC identifies what an employer must prove in an age discrimination case brought under the Age Discrimination in Employment act as; the age limit is reasonably necessary to the essence of the employer’s business. All or most all of the individuals over that age are unable to perform the job’s  requirement adequately or some of the people over that age posses a disqualifying trait that cannot be ascertained except by reference to the age of the employee. This element of proof allows an employer to exclude an older worker from a position that may be unsafe to some older workers. This information can be obtained by OSAH databases that have included worker age as being part of the reasoning for their actions.  · Disparate treatment and disparate impact. One court case that has helped define this act is the case of Steen v. Sun Oil Company. Paul Steen was discharged by Sun Oil Company after working for them for 19 years. Steen claimed that that he was fired because of his age, but Sun Oil rebuts by standing that Steen’s discharge was necessary action in the company’s overall reorganization process. Steen had statistics that proved that an average age of employees retained was 35 and the average of the employees that were let go was 48. Steen also had a letter from the company that stated a plan of the reorganization would be † a better age distribution of executive personnel†. This court case is similar to many that have used the Age and Discrimination in Employment act as grounds for suit in court cases. One recommendation that I would have for management to follow is not to have interest in the age of employees. If they can perform the job at a high level then they are good enough to remain a part of the company. I have seen in many cases in the job I have now of where many of the most valuable employees are often those over the age of 50. They are often the employees with the most experience and act as a teacher to the younger employees.

Closing case #1 wireless bikes Study Example | Topics and Well Written Essays - 750 words

Closing #1 wireless bikes - Case Study Example Therefore, technology is able to get right resources to the right place and at the right time (Baltzan, 2014). Hence, the company can comfortably operate in a free environment without being tied to physical location. Providing immediate data Access provides value when mobility permits activities to be conducted at where required. Wireless networks are capable of supporting a broad variety of immediate data access alternatives, from collecting usage data through RFID technologies when driving near a water meter to including complete internet access on mobile device or laptop. The company is able to get a status report as well as other important information on the transaction of the bike. Increasing monitoring and location capability helps in minimizing losses from damage and theft, gathers information from difficulty-to-reach or remote locations, enhances safety as well as makes probable a new wave of customized services. The RFID tags allow the tracking of the bikes from booking to using and returning the bike. LBS devices send storm information from the bike and help in locating it when there is a problem. Improving workflows involves using wireless technology, provides the opportunity for redesigning as well as simplifying those processes for being cheaper, faster, and more responsive. This also helps in eradicating redundant activities, redistribute tasks, and integrate activities and services. The company gets original data as the transactions with bike users go on. Both the user and the company interact freely as well as faster. Providing mobile business opportunities involves offering an advantage of making a purchase through the internet from anywhere, and anytime. In addition, wireless system offers consumers with the capacity to get information as well as order commodities and services faster and with ease employing a mobile device. Providing alternative to wiring occurs as

Technology and Organizational Behavior in the Future Paper Assignment

Technology and Organizational Behavior in the Future Paper - Assignment Example More research aimed at further improving the technology levels is ongoing (Schein, 2010). The article herein will examine the current effects of technology on the organizational behavior and apply these to predict future impacts. The article considers both the positive and negative effects of technology on the organizational behavior. Specifically, the paper will consider the AT&T Company. AT&T Company is an electronics company specializing mostly in the production of mobile phones. The company is highly committed to providing satisfactory working environment to their customers. The company has so far upgraded its technological components aiming at improving employee satisfaction, information distribution and products. The second annual general meeting in 2011 conducted to discuss how the company could embrace technology on their various operations yielded diverse results. The company proposed to create YouTube channel for employees, leverage social networking to expand its market, use quick videos to inform employees, and create Twitter accounts as a medium of information distribution. Most of the company’s objectives aimed at improving employees’ access to information through social media such as Facebook, Twitter, and YouTube. These proposals could have both positive and negative results depending on the management’s approach. The company proposed to improve their Information Technology (IT) levels to promote job satisfaction and organizational culture thereby improving productivity. Improved IT will ensure smooth management in all the company’s departments such as the finance, human resource, manufacturing and security departments (Murphy, 2003). The company will also minimize errors and mistakes brought about by humans while operating the tools used in manufacturing and designing purposes. Furthermore, the company will get a more competitive advantage in the global market as the management will readily get updates of

Should or Should Not Doping Be Allowed in Sports Essay

Should or Should Not Doping Be Allowed in Sports - Essay Example On the other hand, the misuse of drugs is also detrimental to the health of competing athletes. In general doping devalues the integrity and image of sports. Doping has elicited vicious debate from both the medical and sporting aspect. While others question where the integrity of sport falls, when household personality in sport finds themselves in difficult places when discovered to have used performance enhancing drugs, others enjoy the use of performance enhancing drugs (Wiesing 168). In competitive sport, doping has been considered an unethical venture that does not emphasize the integrity of sports. Several high-profile athletes – men and women have had their career thrown to the doldrums after having been found guilty of doping or making a public statement on doping. On the other hand, proponents of doping claim that doping in sports is necessary especially for those superstars who feel that they need to remain on top of their game and they would want to do that at all costs. The essence is that they would not want to lose their fame in sports and for that reason, they resort to doping. They are role models, icons and revered names to their fans and that is what they fear losing (Eber 345). This paper looks at doping in both contexts as to whether it should be allowed or not in sports. It also gives relevant examples of athletes who have thrown away their integrity in sports after being discovered to have used doping substances. While doping is consider ed as a contrary action to fair play, there are several athletes who believe in fair play. Certain competitive athletes stress on the need for fair play, and they are considered conditional cooperators because are guided by the values and principles of fair play. In other words, they do not take drugs because they believe their competitors do not use them as well. The biggest problem, however, becomes coordination of their intentions that would wander and resort to using performance enhancing drugs in competitions (Devine 637). Doping has become a global problem because of many international sporting events world over. Most international sports associations guided by International Olympic Committee (IOC), have for a long time worked on ways of stopping the spread of doping, but they have met resistance. As expected, the introduction of testing, education programs and other medical treatment, would reduce the behavior. Unfortunately, the efforts have managed to bear little fruits bec ause undetectable and more powerful doping techniques have come up. There are several doping techniques

Imagine being a leader in a small-to-mid company Assignment

Imagine being a leader in a small-to-mid company - Assignment Example e cost is not equal for all but largely depends upon lifestyle-related habits such as excessive liquor consumption, eating habits leading to obesity, smoking because such people needs additional healthcare giving rise to insurance costs. This raises the burden of employer because they need to pay at least half of the insurance cost for each employee as a contractual obligation while offering job to a prospective employee. It becomes imperative that some policy framework, in the matter related to insurance cost, needs to be prepared and implemented that distinguish employees based on their lifestyles. In a free-market economy, costs need to be shared judiciously - in line with the benefits derived by employees. Market can always adjust, while providing full healthcare benefits to workers, by providing lower wages to them so that the total cost to employer remains unchanged but that cannot be done due to minimum wage act in operation. Another alternative is to reduce the number of workers so as to keep the total wage bill constant. When wage rate is allowed to settle on its own without any external interference such as minimum wage act, these issues do not crop up. Quite often, economists have given their expert opinion that the minimum wage act creates market distortion in employment generation process harming weaker section of the society. Survival of the organization largely depends upon how fairly everyone is treated based on their contribution to the organization and the costs incurred on them. Usually, most employers do engage themselves in cost-benefit analysis while providing employment to any employee. The commercial wisdom entails that burden of health insurance cost must be shared appropriately – in proportion to the benefits garnered because lifestyle approach of each employee greatly differs. It will not be out of place to mention that giants such as IBM provides rebates to workers on insurance costs who follow healthy lifestyles and penalizes those

Digital Evidence ethics and computer forensics Essay

Digital Evidence ethics and computer forensics - Essay Example The perpetrators can be the staff in the companies or even the student. When it comes to ethical issues, somebody or the culprit may want to run away from the issue saying that he or she has not committed any offence since no child has gotten access to the material. As per the joint act, a child in this case is somebody who is blow the age of 18 years while child pornography is any form of material that shows or that depict a child doing something that is related to sex. It includes exposure of a child’s private parts such as the genitals or the pubic areas. In addition, an adult disguised to be a child involving himself or she in a sexual conduct is also considered a crime. Digital images of a real child or a fictitious child engaging the same conduct is also considered a crime Case study In 2007, there was a case in high court in United States concerning a university student who was distributing phonographic material within and outside the campus. In the case the student was charged with possessing materials that can be harmful to the children or even an adult who is not pleased with the content of the material. According to the joint act, a child in this case is somebody who is blow the age of 18 years while child pornography is any form of material that shows or that depict a child doing something that is related to sex. It includes exposure of a child’s private parts such as the genitals or the pubic areas. In addition, an adult disguised to be a child involving himself or she in a sexual conduct is also considered a crime. Digital images of a real child or a fictitious child engaging the same conduct is also considered a crime Case study In 2007, there was a case in high court in United States concerning a university student who was distributing phonographic material within and outside the campus. In the case the student was charged with possessing materials that can be harmful to the children or even an adult who is not pleased with the con tent of the material. According to the joint act, a child in this case is somebody who is blow the age of 18 years while child pornography is any form of material that shows or that depict a child doing something that is related to sex. It includes exposure of a child’s private parts such as the genitals or the pubic areas. In addition, an adult disguised to be a child involving himself or she in a sexual conduct is also considered a crime. Digital images of a real child or a fictitious child engaging the same conduct is also considered a crime. Source: National Juvenile Online Victimization Study http://www.missingkids.com/en_US/publications/NC144.pdf Ethical issue The ability of an individual to navigate within the web pages and the links that are related to a website give him a chance to fully follow you. Underlying this belief is the perception that virtual crimes are actions in cyberspace, with its shared virtual community and virtual citizens, and consisting of a mixtur e of real identities, alter egos, clones and even virtual beings. Hence, it is fundamentally different from crimes committed in the physical world. As such, the application and standards of criminal laws for the virtual community should be markedly different from those commonly applied in the courts of the physical world. Though their views appear futuristic and far-fetched at this point in time, the potential for its full or partial adoption may be foreseeable. Already, there are serious talks of the creation of cyber-courts to administer and dispense cyber-justice, which may entail punishments that are unique to the medium and that may not have a real world equivalent (Rittinghouse 2009) Investigation technique Finding substantial evidence was quite cumbersome because the internet use provides to the person who has the intention to stalk. The agencies that enforce laws need to review the law in order for them to come up with new tools and mechanism to combat this crime. The more p ressing and disturbing idea is that the person committing these crimes has the resource for example the skills and expertise on the internet use and he or she is determinant to frustrate or rather humiliate the victims. Research has shown that such perpetrators can decide to do so because of vengeance. Research has shown that stalkers are more experience in terms of age education and professional background. The gender also has