Prehistoric Life During the Cenozoic Era

Machiavelli, Hobbes, And Locke - 1791 Words

Cindy Kim Godrej Leslie Cox November 24, 2014 Paper 2 By looking at the readings of Machiavelli, Hobbes, and Locke, there are a few distinctions between how the modern thinkers viewed politics versus the way the ancient thinkers believed politics should be. There are many topics both modern and ancient thinkers discuss in their writings, such as the purpose of politics, the science of politics, human nature, as well as the ideal regime. By doing so, these thinkers’ views on political topics such as these illuminate how they thought politics should work and who should be able to participate in the activity of politics. Purpose of Politics To begin with, an important theme to discuss is what the modern thinkers believe is the purpose of politics. Machiavelli believes that the purpose of politics is the glory and stability of the state, in which we will refer to as â€Å"statecraft†. Hobbes believes in the security of the population to be the purpose of politics. Hobbes wants ensure that the people’s live s are secure and that there is no opportunity of leaving them vulnerable to each other. Locke wants to protect certain natural rights: life, liberty and property. However, when Locke discusses in protecting and engaging people into politics who own property, it excludes the people who do not harbor property; which, at that time, was a majority of the population (234). Hobbes and Machiavelli are both interested in imposing order and avoid chaos. On the other hand,Show MoreRelatedHobbes, Locke, Rousseau, and Machiavelli Essay1855 Words   |  8 PagesHobbes, Locke, Rousseau, and Machiavelli The thirteenth through the eighteenth century brought profound changes in the political realm of Western civilization. Beginning with the Scientific Revolution and only advancing during the Renaissance, secularization and skepticism lead to changes in not only the intellectual life of Westerners, but also to their politics. 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Lsi Paper Leadership and Organizational Free Essays

LSI Paper   Leadership and Organizational Behavior Anne Peters 07/21/2012 My primary thinking style with the highest percentile is being competitive at 99 percentile. I actually never realized this aspect about my thinking style but now it all makes sense. In the past I have been so busy winning and showing other people losing that I totally forgot to pay attention on my own performance, I guess glory isn’t that important, what really important is how I achieved it. We will write a custom essay sample on Lsi Paper Leadership and Organizational or any similar topic only for you Order Now At home, I’ll always be busy competing with the siblings and at work I was always comparing myself to others, hence not paying attention on my performance. My Secondary thinking style is my Affiliative thinking style at 96 percentile. I totally agree with this as I do pay a lot of emphasis on relationships. I am very warm and open about meeting and interacting with new people from different cultural backgrounds and have a keen interest in learning different languages. This thinking style helped me develop good interpersonal skills. At home I have great relationship with my parents and siblings. At work I am always deemed as the favorite manager I am very understanding and friendly. My limiting thinking style would be avoidance-thinking style; I believe instead of dealing with the problems I usually walk away from them, which is not a good trait. A problem must be solved instead of letting it lingering in the back of your mind. I may be overly hard on myself. When I make a mistake, it is especially difficult for myself to forgive myself and move on. This can result in a fear of failure, and the feeling that I must avoid situations that carry the risk of personal defeat. I typically refrain from examining and expressing feelings, which could signal a more general pattern of withdrawal. For example in the past I have turned small problems into huge problems overtime since I didn’t feel like tackling them then and there. I had relationship problems and money problems because of my avoidance thinking style. In 2006 I was moving out of my uncle’s house and things went sour in between his family and mine, but since I was young and reckless I completely ignored the problem instead of dealing with it, later on the problem was huge and couldn’t be tackled anymore and till this day I have weirdness involved when meeting up with his family. Impact of my personal styles on my management style: Planning: When it comes to planning my competitive, perfectionist and achievement thinking style play a big role. Planning requires being competitive, you make sure whatever you are planning is worthy enough and efficient. Perfectionist thinking style helps it to be without flaws and no room for errors. Achievement style helps me to be somewhat confident and easily able to meet challenges. Organizing: Again the perfectionist plays a big role in organizing also. The humanistic style helps me in guiding other people towards organization and guiding them and supporting their effort. I feel organizing is not the strongest management area for me and I need to work on this skill. Leading: The thinking style of self-actualization, competitive, and power, plays a huge role in helping me lead. I am pretty self-actualized, which means I am really comfortable with myself and who I am. For being a leader one needs to be competitive otherwise you can’t lead if you have the mentality of â€Å"if we lose that’s ok, it’s more like no! We got to win! † I like being in charge and in control of a situation, it’s very typical of me, the sense of being independent makes me comfortable in a leading position. I believe in leading by example style of management, instead of telling people what to do a manager needs to show them how it’s done and then audit to make sure they are just as good as you or your best employee. Controlling: The power, competitive and humanistic thinking style plays a huge role of me being controlling in my work environment. A manager must manage, to be in control one needs to earn respect of their employees, to do so you need to work with them and not against them. Once you earn their trust, they will probably perform the same way whether you are supervising them or not. To be in control you don’t have to be a power hungry manager who always thinks he’s right, but more of a understanding people at their level and culture manager. It’s easy to get into employee’s comfort zone even if you know one thing about their language, ethnicity or culture. Once the barrier is down they respect you and controlling them becomes a lot easier. Genesis: I develop all this thinking style at quite an early stage; I was 21 when I first moved from Karachi, Pakistan to Chicago, United States. Since the beginning I was working a management position in a fast food restaurant and going to school because I wanted to and there was no obligation. The competiveness was there but as I worked the management position I developed numerous other thinking styles. The self actualized and humanistic style was developed with the helped of my parents; they brought me up with a lot of love and made me feel confident about every decision that I wanted to make. Having parents like mine makes a huge difference in one’s thinking style. I worked as a general manager at a fast food restaurant for quite a while and then was hired as a creative designer and HR for a new concept restaurant that was serving Lebanese food. This opportunity helped me polish my Humanistic, competitive, perfectionist and achievement thinking styles even more. And recently I moved to southern California to start another concept restaurant by leaving everything behind and taking another major change in my life hence making me a big risk taker. Overall I am pretty satisfied with my LSI results, although I have realized there are aspects I really need to work on, but then again nobody is perfect. The areas that I need to work on are: Conventional: I really need to follow my heart and Ideas more than just be by the book. Dependent: I shouldn’t be dependent on other people for approval, ometimes I need to do things on my own. Avoidance: I need to deal with problems right there and in the face instead of slacking. Competitive: Need to be a little less competitive and let other people get ahead and learn from them. Achievement: I need to work on my goals a little bit more, be more goal oriented than living day to day. Oppositional: Be a little less oppositional and be more open to other people’s ideas. I plan to learn to be a better management from this class and apply all these new thinking style I never know I had. Hopefully in the future I’ll be able to fine-tune all this style to become a better performing manager. Name:  Ã‚  D01673320| Date Survey Taken:  Ã‚  | Your LSI Styles ProfileThe raw and percentile scores in the table below and the extensions on the circumplex shown below depict your perceptions of how you think and behave. The CONSTRUCTIVE Styles (11, 12, 1, and 2 o’clock positions) reflect self-enhancing thinking and behavior that contribute to one’s level of satisfaction, ability to develop healthy relationships and work effectively with people, and proficiency at accomplishing tasks. The PASSIVE/DEFENSIVE Styles (3, 4, 5, and 6 o’clock positions) represent self-protecting thinking and behavior that promote the fulfillment of security needs through interaction with people. The AGGRESSIVE/DEFENSIVE Styles (7, 8, 9, and 10 o’clock positions) describe self-promoting thinking and behavior used to maintain status/position and fulfill security needs through task-related activities. Position| Style| Score| Percentile| 1| Humanistic-Encouraging| 35| 80| 2| Affiliative| 39| 96| 3| Approval| 28| 95| 4| Conventional| 25| 93| 5| Dependent| 23| 90| 6| Avoidance| 13| 83| | Oppositional| 15| 87| 8| Power| 13| 79| 9| Competitive| 29| 99| 10| Perfectionistic| 24| 75| 11| Achievement| 33| 63| 12| Self-Actualizing| 37| 93| The raw scores potentially range from 0 to 40. The percentile scores represent your results compared to those of 9,207 individuals who previously completed the Life Styles Inventory. For example, a percentile score of 75 means that you scored higher along a particular position than 75% of the other respondents in the sample and, in turn, indicates that the style represented by that position is strongly descriptive of you. In contrast, a score of 25 means that you scored higher than only about 25% of the other respondents and therefore indicates that the style represented by that position is not very descriptive of you. Your LSI Styles CircumplexFor detailed descriptions of each of these 12 styles,? click on the circumplex graphic in each of the 12 sections. Examining your CircumplexTo accurately interpret your LSI results, it is important for you to consider your score on each style in terms of its range (high, medium, or low) on the profile. The three ranges correspond to the percentile points in the circumplex and in the table above. | How to cite Lsi Paper Leadership and Organizational, Essay examples

Marketing and Management Contrasting Between two Companies

Question: Discuss about the Marketing and Management for Contrasting Between two Companies. Answer: Introduction The report is based on comparing and contrasting between two companies. The two organizations care considered here are CSL and Macquarie Group. The former one is an Australian blood and serum products organization whereas the second one is an investment banking group. Internationally, CSL is a biotherapeutics organization which is concerned with the deliveries and development of innovative biotherapies. It helps the people of Australia with life-threatening medical circumstances to live a better life. CSL has major facilities in Australia, United Kingdom, Switzerland, United States of America as well as Germany. The organization employs around sixteen thousand employees working in more than thirty countries. On the other hand, the Macquarie Group Limited is related to global investment banking as well as differentiated financial services. Headquarter of this bank is situated in Sydney, and it is considered as the largest Australian investment bank. The business activities of this inv estment bank are prepared into six principle operating groups such as MSG or Macquarie Securities Group, Macquarie Capital, Commodities and Financial Markets, Banking and Financial Services Group or BFS, Macquarie Asset Management and Corporate and Asset Finance. Mission Statement The mission and vision of these two companies completely differ from each other. The mission of CSL is to provide safety and quality treatment to their clients. CSL are deeply committed toproviding the best possible services and therapies (Chapman and Chapman, 2002). Besides, the vision of Macquarie Group Limited is to bring together all the investments of the customers into one integrated and single digital tool. The digital tools help the customers to manage the wealth easily. Analysis SMART Analysis The full form of SMART Analysis is Specific, Measurable, Attainable, Realistic, and Timely. Each of these points has their significance (Zhang and Schmidt, 2013). The following points are described below on these two organizations. Specific Here, a target is fixed for improvements of a given area. The specific area for improvement of CSL is to provide the customers with innovative and technical therapies which are not harmful to the body but efficient as well (Royal Pharmaceutical Society of Great Britain., 2015). Human Plasma is used for the production of a wide range of life-saving medicines. For Macquarie, the target is to bring all the customers to invest using a unique digital tool. Measurable In this section, a concrete criterion is established to measure the progress towards the achievement of each goal. The objectives the CSL and Macquarieare measurable and can be achieved. Since the objectives of Macquarie are unique and single and so it can be achieved. On the other hand, CSL has many objectives. The objectives vary according to the type of treatment. Attainable The goals and objectives CSL and Macquarie are assignable, and they are appropriate (Ensler, 2007). The stakeholders of these companies will be responsible for achieving the objectives, Realistic During this year 2016, the biotherapeutics industry reports that it is an innovative technology to heal human beings from death and provides a long-lived life. Therefore, it is a great opportunity for CSL to work as a biotherapeutics industry (Phillips Freeman, 2010). The results and resources are realistic. Besides, Macquariecan provide the customers with banking and financial services. Therefore, these services are realistic. Timely In this part, the results that can be achieved from the objectives of these companies are time-consuming (Kumar Singh, 2016). These organizations take years to achieve their goals because their goals are not ordinary. Their goals are made only to serve customers with care. Values of the organization The values of CSL serve as a tool in decision making in diverse business. The values are innovation, integrity, customer focus, superior performance and collaboration. CSL Company is very passionate about meeting the requirements of their clients (Kloks et al., 2015). They seek better ways of doing activities, and they are honest and ethical during their service. The members of this organization can be work together to achieve better results. Their primary motive is to provide superior performance regarding service to patients. On the other hand, Macquarie Group realizes the opportunity and respect different ways of thinking and the contribution of others. The bank seeks to recognize the opportunities and realize it for their clients, shareholders, people and the community (Hollington, 2007). The organization also encourages ingenuity, entrepreneurial essence, and innovation. They support their people to accomplish and succeed. Macquarie attempts to be a pre-prominent supplier of financial services for future purposes. However, the company perceives that their accomplishments to date are judged, and their mission for development is endless. The society of Macquarie is represented by the way by which they work and act together. The organizations believe in six principles such as commitment to the client, strive for profitability, integrity, teamwork, highest standards and fulfillment of their people (Florczak, 2002). These responsibilities are vital for continuous growth along with prosperity. Corporate Social Responsibility At first in CSL, the Corporate Social Responsibility is concerned with the conduction of ethical business. It is also concerned with the contribution to social, environmental, economic and health of the communities (Hunnicutt, 2009). The organization believes in taking responsibilities, and these responsibilities are crucial for the sustainability of the organization. During 2009, the organization established a Corporate Responsibility Steering Committee to facilitate the development of Corporate Responsibility priorities as well as to drive continuous improvement, awareness, and integration ("Corporate Social Responsibility", 2016). The priority areas of CSLs Corporate Responsibility is based on research and development of new medicines foe unmet requirements of the clients. At the organization, the employees are dedicated to the development of protein-based medicines. These medicines treat and prevent severe human disease. It is important for continuous sustainability and growth of the organization. The priorities also provide a positive working environment for their people by compromising a belief of mutual respect and trust (Ginn, Khalili, Lever, Brocchini, 2014). At Second in Macquarie Group Foundation, the organization gives backing to group associations internationally every year through financial reinforcement, volunteering, and abilities sharing, overwhelmingly in the areas in which Macquarie works. The work of the company is fundamentally affected by the exercises of Macquarie staff with attention on limit working inside the group division and expanding social and financial versatility.Since the organization's formal foundation in 1985, the Foundation's principal target strengthens non-benefit associations inside the groups Macquarie staff work and live. Moreover, some Macquarie's grant partner accepts a Foundation gift, and the advantage from volunteer and fundraising supports from Macquarie staff. The daily donations made through the Macquarie Giving system and had a Macquarie staff part serving on their board. It is a persevering component of the Foundation of the company. It empowers us to assemble profound and long-term associations with inventive and well-run group associations around the world. Stakeholders mentioned in their corporate statement The actions, policies, and objectives of an organization impact the stakeholders. Examples of stakeholders are government, employees, creditors, directors, unions, suppliers, owners and the community (Henry Holzmann, 2008). The stakeholders are responsible for bringing resources in the business. The organizational employees have a special inclination regarding sharing the message of the company they represent. Each stakeholder has his specialized venue to help communicate the corporate message of a particular company. Stakeholder engagement in CSL The stakeholders of CSL consists of patients, plasma donors, employees, shareholders, media, consumers, health professionals, license partners, in-license partners, suppliers, regulators, policy makers, research partners and customers. The organization concerns the engagement of stakeholders as the foundation of Corporate Social Responsibility. The engagement of stakeholders covers numerous various activities from the provision of information along with the educational material to the providers of health service (Corporate social responsibility, 2007). They do to active collaboration with and support the structured dialogue and patient organizations with the representatives of the stakeholders. The organization maintains an open dialogue with their stakeholders and applies various methods to achieve customer surveys, visits to major suppliers, meetings with the government customers, studies amongst the healthcare experts and at last periodic surveys of employees. Stakeholder engagement in Macquarie Group In Macquarie Group Limited, there is wide range of stakeholders who are responsible for corporate communications. The stakeholders of Macquarie Group consist of investment analysis, shareholders, governments, media, rating agencies, the wider community and staff. These stakeholders maximize their understanding of the organization and enable the organization to understand the expectations of Macquaries key stakeholders.Macquarie objects to promote a future profitability, drive superiority as well as the sustainable value of shareholder while meeting stakeholder's expectations of sound corporate governance (Fernandez, 2004). From the history, it has been found that the organization has encouraged their businesses and staff for pursuing opportunities. The others operate with a framework of strong risk management. Conclusions Biotherapeutics are often known as biopharmaceutical. It is a science which is concerned with the treatment of patients by biological means. The use of chemically produced medicines affects human beings in several ways. These chemically produced medicines have side effects on human beings. Therefore, the use of biological medicines is not only useful for humans but also efficient and long lasting. On the other side, people spend money on these therapies and for that they use the bank. Today's banking infrastructure is developed technologically, and it is very useful for the people who are using it. Fast transaction systems made peoples life easier. References Chapman, N. Chapman, J. (2002).Digital media tools. New York: John Wiley. Corporate social responsibility. (2007). London [u.a.]. Corporate Social Responsibility. (2016).IJSR,5(1), 1829-1831. https://dx.doi.org/10.21275/v5i1.nov153197 Ensler, E. (2007).The treatment. New York: Dramatists Play Service. Fernandez, J. (2004).Corporate communications. New Delhi: Response Books. Florczak, C. (2002).Maximizing profitability with safety culture development. Amsterdam: Butterworth-Heinemann. Ginn, C., Khalili, H., Lever, R., Brocchini, S. (2014). PEGylation and its impact on the design of new protein-based medicines.Future Medicinal Chemistry,6(16), 1829-1846. https://dx.doi.org/10.4155/fmc.14.125 Henry, E. Holzmann, O. (2008). Financial statement presentation.J. Corp. Acct. Fin.,20(1), 79-83. https://dx.doi.org/10.1002/jcaf.20455 Hollington, R. (2007).Shareholders' rights. London: Sweet Maxwell. Hunnicutt, S. (2009).Corporate social responsibility. Detroit, MI: Greenhaven Press. Kloks, C., Berger, C., Cortez, P., Dean, Y., Heinrich, J., Bjerring Jensen, L. et al. (2015). A fit-for-purpose strategy for the risk-based immunogenicity testing of biotherapeutics: a European industry perspective.Journal Of Immunological Methods,417, 1-9. https://dx.doi.org/10.1016/j.jim.2015.01.003 Kumar, S. Singh, S. (2016).Developability of biotherapeutics. Boca Raton: CRC Press. Phillips, R. Freeman, R. (2010).Stakeholders. Cheltenham: Edward Elgar. Royal Pharmaceutical Society of Great Britain.,. (2015).Medicines. Pharmaceutical Press. Zhang, S. Schmidt, R. (2013). Large rotation FE transient analysis of piezolaminated thin-walled smart structures.Smart Mater. Struct.,22(10), 105025. https://dx.doi.org/10.1088/0964-1726/22/10/105025