The Classical Greek And Roman Education - 1256 Words

As middle ages came to an end the feudal system decayed, the western world embarked on a transformation that would forever alter its identity. A profound change of ideologies in art, culture and intellect sparked a revolution that dismantled medieval society and propelled European culture into the modern era. This cultural and intellectual movement began primarily in Italy and later spread to the rest of Europe. The period of innovative change is called The Renaissance. The word Renaissance originates from the French word, rebirth. The Renaissance is considered a crucial and pivotal period in Western Civilization. The cultural phenomena took hold of practically every facet of society. However, it was largely considered a time of the resurgence of the classical Greek and Roman education and wisdom which many believed were lost to the Middle Ages. Italian scholars believed the middle ages to be a dark time, a time considered a period of stagnation in which education, literature, and t he arts did not progress and declined. Humanism was the intellectual movement of the Renaissance period, in which individuals concentrated on life in the present rather than life after death. Two major works from the period of the Renaissance, at different ends of the spectrum, illustrated this new way of thinking; a self-consciousness to the here and now as opposed to the predominating theme or focus of the Middle Ages, the afterlife. Giovanni Pico della Mirandola’s Oration on the DignityShow MoreRelatedEssay about Latin Literature in History1232 Words   |  5 PagesLatin Literature in History Greek literature was one of the numerous Greek accomplishments from which Romans drew immense influence. 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Benefits Of A Competitive E Commerce Essay - 2008 Words

With the way in which today’s technology and business industries are changing many consumers and potential target audiences look to give their attention to whomever is willing to provide the best and better services. During this era of highly competitive e-commerce, business must do whatever is necessary to remain above their competitors. At this point all industries, are competing to see who has what it takes to be on top in the present as well as their future plans to better attract more clients; during the process of trying to be number one, many business industries examine all the risk factors that they are willing to explore in order to push their companies in succeeding. Each industry wishes to leap into business world carefully with a predetermined business plan that emphasizes a course of action for economic success plan out a way for their industries to prevail as supreme; but what are the pros? What are the cons? The three major industry realms which will be explored will be the Lodging, Restaurant, and Music industry. Music Industry: The music industry commenced with artists just selling singles, then it remodeled over to individuals buying albums, and from then on, iTunes started to sell songs for just cents .The music industry never fails at having the entire world within its grasp.; The music world encompasses multiple and wonderful genres that people are in tune with as well as connected with., but oftentimes you can not help wonder if the industry hasShow MoreRelatedApplication Of Electronic Commerce ( E Commerce ) On Small Medium Enterprise ( Sme )1455 Words   |  6 PagesImplementation of electronic commerce (e-commerce) on Small Medium Enterprise (SME) In this globalization era, new businesses are emerging and developing very rapidly where competition between businesses are becoming more aggressive. 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The Mission and Vision of McDonald’s

Question: Discuss about the Mission and Vision of McDonalds. Answers: Introduction With the changes taking place in the world, new challenges and issues are coming inform of companies and organizations who are dealing in global world. At present time, there is a requirement of skilled and knowledgeable leaders who have the ability to guide and motivate the employees to bring new achievements in the organization. The focus of McDonalds is to hire such leaders in their organisation to reach to new heights. There is not only the need of leaders but also to develop leaders in their own organization who can manage the staff and customers. The mission and vision of McDonalds is to deliver the value of the company to every customer who visits the McDonalds restaurant. In order to achieve this, the company is trying hard and making new strategies and effective leadership styles to have competitive advantage in the industry. It is a company who believes in offering good career plans and opportunities to its employees. For this, they try to retain them by providing satisfactory salary and other facilities (Datta, Guthrie, Wright, 2005). The motive of this report is to deliver the theories and approaches of the leadership that can help the company like McDonalds to gain their goals and objectives. There are various types of recognition schemes that are used by this company and to create future leaders. The aim is to develop and implement these theories on McDonalds leaders. It is the fact that the food and beverage industry is facing many challenges due to competition in the mare like pizza hut, dominos, KFC, etc. (Collins, Smith, 2006). Recognition scheme It is one of the relevant schemes for every organization. Recognition schemes helps in retention of the employees as it guides how to retain the most efficient and effective employees in the company. It is a great relief to the companies whose turnover is very high. It deducts the percentage of turnover. McDonalds thinks that the strategies are not that effective to retain the employees for a longer period of time so they want to change their recognition schemes as they are facing failures in managing their human asset and employees. There is more chance to lose the talented employees from the company when the recognition schemes are not applied carefully. The benefits of this scheme are reduction in the turnover of the employees, attachment of superior and subordinates, neglect of the minor issues, recruitment cost deduct, effective team members, customers service improved, hiring of talented individuals in the organization, etc. (Schuler, Jackson, 2005) Supports to McDonalds culture and attract future leaders The culture of McDonald does believe that future growth can take place through showing path of growth and opportunities to the team members. It can help them to motivate and take initiative in the organization. McDonalds is introducing new policies for diversification and also provide respect to all the cultures. But in earlier times, the policies were not that attractive and the employees remained unsatisfied that resulted in higher rate of turnovers. The leaders can be created through respect, learning, knowledge, participation, and sharing process. All the above written activities help the McDonalds in creating future leaders and provide those ways to showcase their skills (Becker, Huselid, 2006). It is observed that McDonalds is an organization which is quite dedicated in identification of the employees who are capable to be a leader and they train them accordingly. These employees are trained so that they can become future leaders. McDonalds tries to bring the trust, good relations, and belief between the employees and leaders. McDonalds offers training and development programs, coaching, education, workshops, seminars, and illustrate them about the famous leaders. In this way they broaden the thinking of eth employees. The trainings include internal and external trainings whereby the knowledge related to intercultural, leadership values, etc. are delivered. There are also online mentoring programs to provide leaning to the employees. A fact about the McDonalds restaurant that is revealed during this study is that it has 25 % women and minority employees working. This shows the diversification and its importance to McDonalds (Dowling, 2008). McDonalds is quite successful in implementation and planning of the strategies and schemes to develop the leaders. The aim is also to promote motivation and employee engagement. In order to develop the future leaders, the company tries to boost the performance of employees. There are many reward scheme and programs provided by McDonalds to achieve the motivation of the employees (Bartunek, Rynes, Ireland, 2006). It is one of the smartest organizations that understand the value of recognition scheme as it helps in achieving the trust and contribution of the employees. Timely, they provide rewards and recognitions to the employees to have outstanding performance and satisfied workforce. Recognition scheme is quite good for McDonalds but many times it pressurize the managers to evaluate and analyze the performance of the employees every month. This is very time taking and expensive source of recognition of employee performance (Lengnick-Hall, Lengnick-Hall, Andrade, Drake, 2009). McDonalds restaurant is doing well as the competent and core advantage is good enough as compared to other food chains. From the extracted at and research, it is found that the company is planning to expand the business operations in the new markets so that the sales can increase. The leaders of McDonalds restaurant are competent and skilled enough to handle the employees. They are also capable of satisfying the needs of customers (Jiang, Lepak, Hu, Baer, 2012). In McDonalds, the recognition scheme had been taken place in the year 2013 and there are many changes that have taken place. McDonalds motivation and recognition scheme Restaurant of the year Restaurant of the quarter Awards related to the service provided Bets employee award that is monthly, quarterly and also yearly Various bonus schemes Recognition of the business managers Ray Kroc award Presidents award With the help of these recognition schemes, McDonalds has become successful is retention of the employees for a longer period of time. These recognition schemes also give stress and issues to the managers like time consumption of the managers in maintaining record of the employees performance, issue cell, etc. but at the end of process, McDonalds will enjoy the benefits through recognition schemes (Ghoshal, 2005). The theories applied by McDonalds restaurant Maslow theory of needs The theory of needs suggested by Maslow discuss about the needs and requirement of an employee or a human being. The fulfillment of such needs leads to satisfaction of the employees that are classified into five stages. This theory states that these five stages are the major factors of satisfaction and motivation of a human being. The starting of this need theory is from the basic needs (Allen, Bryant, Vardaman, 2010). So the five stages are Physiological needs The basic needs without which a human being is unable to survive on this earth are termed as physiological needs. These needs of the employees are fulfilled by McDonald through providing them lunch, water facilities, meals, etc. (Litzky, Eddleston, Kidder, 2006) Safety needs: It is the second stage of Maslows needs of hierarchy in which the need is to fulfill the safety needs like security of the employees, job security, medical and life insurance, sick leaves, protection, safe environment, etc. (Mayer, Gavin, 2005) Social needs Social needs come under third stage in which the fulfillment of social needs is required social needs are related to the bond, friendly environment, helping employees, familiar relations, etc. that leads in employees good performance and productivity. Self-esteem This stage leads is the highest satisfaction of the employees as it provides maximum satisfaction to them. At this stage of hierarchy needs, the managers are leaders motive is employee engagement. This can be achieved through believing in the skills and knowledge of them and valuing their ideas, skills, and abilities. The McDonald believes that the brand image of this company is so high because of its employees. The managers and leaders also appreciate the work of the employees can give them financial and non financial rewards (Gardner, Cogliser, Davis, Dickens, 2011). Self actualization It is the last stage of Maslows hierarchy needs that is achieved by the employees themselves. In this stage, the employees achieved what they want to achieve. They are already satisfied and reached to the stage of self actualization (Duran, MacDonald, 2006). So, with the effective use of this theory, the leaders of McDonalds can motivate the employees to perform better. It is also a true fact that a human being can never be satisfied so it is a complex situation for the managers and leaders to fulfill the needs and wants of the employees and make them satisfied working with McDonald. Contingency theory Contingency theory is one of the most valuable theories among all as it will help the McDonalds in their recognition scheme. Through the structure of this theory, McDonalds can fulfill the needs and wants of the employees of McDonalds. it is very relevant for a restaurant chain like McDonalds to have a systematic management of the dynamic behavior, motivation, cooperation innovation, pen management system, etc. at all the stages of the employees. According to this theory, McDonalds must adopt a specific structure for the incentives and other financial benefits of the employees. The motive of this theory is to combine the structure of the employees with the needs of the employees. According to various researches, it is found that the motivational factors keep changing according to the time and structure of the organization. The motivational factors are influenced by the external and internal sources (Bennis, 2007). In the current scenario, there are various competitors of McDonalds like pizza hut, dominos, KFC, vendees, etc. So it becomes more important for McDonalds to bring competitive advantage in the company. This can be done through effective management of the internal source that is human asset of the organization. The productivity and performance of the employees are directly related to the motivation and satisfaction (Gardner, et.al. 2010). This theory also has some negative impact on the employees as it is possible that they feel neglects and lees valued. This is because they did not get any reward or appreciation form the company. Though, with effective analysis and implementation of this theory, McDonalds can motivate and decrease the turnover rates for a longer period of time. Adairs model To enhance the recognition scheme in the company, McDonalds use this Adair model. It is a theory that is an action centered leadership model. The motive of this structure is to help the company to frame a model by which the leaders are motivated by their own skills, knowledge, communication, enthusiasm, commitment, etc. the applicability of this model takes place by asking the leaders to form a team of him and to analyze the need so the employees and ultimately fulfill those needs. The three pillars of this model are enthusiasm, commitment and communication. This model describes that there must be a balancing situation between all the three elements. This theory describes that an individual is not a leaders from his r her birth. Instead of this, he is grown in a way by providing trainings and skills of development so that he will become a successful leader in future (Day, et.al. 2014). The leaders who are developed through situations are capable to adapt various types of styles of leadership easily and they change their styles depending on the situation and condition of the company. McDonalds believes that leaders must have good personality and character and due to this approach, many talented individuals left the organization. Still the company is continuously using this theory which helps in some cases (McDonald, 2012). It is the fact that the approaches and theories used by McDonalds cannot be applicable on the nonprofit organizations like spastic centre. There are many differences between a profit making and nonprofit organization. The McDonalds is a restaurant and food chain whose main motive and goal is to earn profit and earn revenues whereas; spastic centre is purely a nonprofit organization. It looks forward to the welfare of the society and needy people rather than making profits. The aim of spastic centre is to provide shelter to the spastic people as the institution is for the advocacy, disable individuals and care provider for the people suffering for spas (Dinh, et.al. 2014). Whereas, McDonalds is one of the biggest food chain whose aim is to provide good quality food and in return they earn profits. The services and products delivered by McDonalds are merely for profit earning motive. There is a huge difference between the leadership styles, approaches, policies, and strategies of spastic centre and McDonald (Piwowar, et.al. 2008). The major difference between the spastic centers leaders and McDonald leaders are that the focus of McDonald leaders is on the quality of food, sales, revenues, performance, customer satisfaction, reduction in the rates of turnovers, growth and development of the team members, etc. while, the motive of leaders of spastic centre is to spread social welfare among the people of the society, they try to address the problems of the ill people, etc. in this way, a clear difference can be made on the McDonald and spastic centre (Bass, Bass, 2009). There is a vital role played y the leaders of nonprofit organization but they are quite different from the leaders of McDonald which is a profit making organization. The approaches of human resource department play a crucial role in the development of nonprofit organization. The leaders of spastic centre take decision keeping in mind about the welfare of the individuals while in McDonald, the leaders make decision by focusing on the profits. The activities performed at the nonprofit organization and the hiring of leaders takes place through a combination of hiring, selection, personnel recruitment, screening of individuals, orientation of new employees, decision related to the compensation, etc. hence, it is clear that the task performed by the leaders and managers of NGO is not that easy. It is as hard as profit making companies. They also have to manage between the taxation policies, legal documentation, etc. (Finkelstein, Hambrick, Cannella, 2009) Conclusion A conclusion on the present study after making all the researches and analysis on McDonald, t can be said that McDonald restaurant is an organization that has on o the most effective leaders as they develop them internally. Compatibility is one of the core and competent advantage of this company which is very relevant for every food chain restaurant. As McDonald deals in international market, it has to face emerging situations and the leaders have to face international challenges and issues. The global markets are very dynamic and innovative and have the capacity to challenge big and established organization. McDonald also faces all the challenges but with effective leaders, the company is able to cope up every tough situation. The major success of this company is due to the effective leaders of the company. In this way, the company tackles the crucial problems and issues. References Allen, D. G., Bryant, P. C., Vardaman, J. M. (2010). Retaining talent: Replacing misconceptions with evidence-based strategies. The Academy of Management Perspectives, 24(2), 48-64. Bartunek, J. M., Rynes, S. L., Ireland, R. D. (2006). What makes management research interesting, and why does it matter?. Academy of management Journal, 49(1), 9-15. Bass, B. M., Bass, R. (2009). The Bass handbook of leadership: Theory, research, and managerial applications. Simon and Schuster. Becker, B. E., Huselid, M. A. (2006). Strategic human resources management: where do we go from here?. Journal of management, 32(6), 898-925. Bennis, W. (2007). The challenges of leadership in the modern world: introduction to the special issue. American Psychologist, 62(1), 2. Collins, C. J., Smith, K. G. (2006). Knowledge exchange and combination: The role of human resource practices in the performance of high-technology firms. Academy of management journal, 49(3), 544-560. Datta, D. K., Guthrie, J. P., Wright, P. M. (2005). Human resource management and labor productivity: does industry matter?. Academy of management Journal, 48(1), 135-145. Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., McKee, R. A. (2014). Advances in leader and leadership development: A review of 25years of research and theory. The Leadership Quarterly, 25(1), 63-82. Dinh, J. E., Lord, R. G., Gardner, W. L., Meuser, J. D., Liden, R. C., Hu, J. (2014). Leadership theory and research in the new millennium: Current theoretical trends and changing perspectives. The Leadership Quarterly, 25(1), 36-62. Dowling, P. (2008). International human resource management: Managing people in a multinational context. Cengage Learning. Duran, N., MacDonald, K. (2006). Information sources for food studies research. Food, Culture Society, 9(2), 233-243. Finkelstein, S., Hambrick, D. C., Cannella, A. A. (2009). Strategic leadership: Theory and research on executives, top management teams, and boards. Oxford University Press, USA. Gardner, W. L., Cogliser, C. C., Davis, K. M., Dickens, M. P. (2011). Authentic leadership: A review of the literature and research agenda. The Leadership Quarterly, 22(6), 1120-1145. Gardner, W. L., Lowe, K. B., Moss, T. W., Mahoney, K. T., Cogliser, C. C. (2010). Scholarly leadership of the study of leadership: A review of The Leadership Quarterly's second decade, 20002009. The Leadership Quarterly, 21(6), 922-958. Ghoshal, S. (2005). Bad management theories are destroying good management practices. Academy of Management learning education, 4(1), 75-91. Jiang, K., Lepak, D. P., Hu, J., Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal, 55(6), 1264-1294. Lengnick-Hall, M. L., Lengnick-Hall, C. A., Andrade, L. S., Drake, B. (2009). Strategic human resource management: The evolution of the field. Human resource management review, 19(2), 64-85. Litzky, B. E., Eddleston, K. A., Kidder, D. L. (2006). The good, the bad, and the misguided: How managers inadvertently encourage deviant behaviors. The Academy of Management Perspectives, 20(1), 91-103. Mayer, R. C., Gavin, M. B. (2005). Trust in management and performance: Who minds the shop while the employees watch the boss?. Academy of management journal, 48(5), 874-888. McDonald, M. (2012). Market Segmentation. John Wiley Sons, Ltd. Piwowar, H. A., Becich, M. J., Bilofsky, H., Crowley, R. S. (2008). Towards a data sharing culture: recommendations for leadership from academic health centers. PLoS Med, 5(9), e183. Schuler, R. S., Jackson, S. E. (2005). A quarter-century review of human resource management in the US: The growth in importance of the international perspective. Management Revue, 11-35.

Zora Neale Hurston Langston Hughes The Dispute that Ruined their Relationship

Table of Contents Introduction The Conflict of Zora and Langston Conclusion Works Cited Introduction The copyright dispute, which arose between Zora Hurston and Langston Hughes, broke the intimate friendship of these two writers and possibly their long and productive partnership. It occurred when they were working on a play called Mule Bone, which was a comedy about the life of African-Americans. Zora Neale Hurston and Langston Hughes had a lot in common. Both of the writers took their part in the so-called â€Å"Harlem Renaissance† – a social, intellectual, and artistic explosion that happened in Harlem, New York, in the 1920s. It should be pointed out that this issue can be interpreted from legal and moral points of view, and this case may be of great interest to literary scholars and lawyers.Advertising We will write a custom critical writing sample on Zora Neale Hurston Langston Hughes: The Dispute that Ruined their Relationship specifically for you for only $16.05 $11/page Learn More The Conflict of Zora and Langston We need to take into consideration the fact that almost any argument, put forward either by Langston Hughes or Zora Neale Hurston, cannot be proved, and this circumstance immensely complicates the case To explain this conflict, we should first explain the nature of their co-authorship as it may throw at least some light on various aspects of their tensions. First, Hughes claims that he developed the plot of this play, did some characterizations and dialogues, whereas Hurston was supposed to recreate the atmosphere of Southern life as the action of Mule Bone took place in Florida (Hughes as cited in Hemenway, p 137). It is rather challenging to define Zora Hurston’s role when we look at this claim. We can suppose that she was working on the speech of the main characters, their humor, accent, and so forth. For quite a long time, the process of writing was quite productive, but at the very e nd, they came to a sharp disagreement. Initially, Hurston decided that they should take a short recess and finish the book afterward. However, since that time, the Zora and Langston never saw each other ever again. Despite numerous Hughes’ numerous attempts to re-establish their cooperation, Hurston refused even to speak with him. Furthermore, she gave the manuscript to the publishing house and stated that she had been the only author (Leach, p 50). In one of her letters to Hughes, Zora Hurston wrote to Hughes, â€Å"Now about the play. It was my story from beginning to end. It is my dialogue, my situations. But I am not concerned about that† (Hurston, as cited in Hemenway p. 142). Thus, we may say that she was somewhat unwilling to listen to any of his counter-arguments. Some critics believe that this conflict was caused by a quarrel between them (Hemenway, p 137-140), but we do not know it for sure. Apart from that, it is supposed that they could not agree on several details of the play: some scenes and personality of a few characters. At any rate, in later years, none of them decided to take legal action and go to the court. This is what we know at this point.Advertising Looking for critical writing on literature languages? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is rather difficult to return a verdict about this collision. From a legal viewpoint, both of them have equal rights for this play. Judging from their statements, Zora and Langston made similar contributions to the process of creation. Hughes wove a plot, singled out the main themes, created characters, whereas Hurston worked out almost each of the scenes and dialogues. However, only a close analysis of their drafts can give a more accurate answer. Besides, we cannot rely on the testimonials of the friends and relatives of Langston and Zora, as these people will always be biased against one of them. This conflict may also be discuss ed from a moral perspective because the behavior of the co-authors was somewhat controversial. On the one hand, Hurston sent the text of the play to a published and a theatre without Hughes’ permission, claiming that she made a significant contribution, and this can be regarded as a very dishonest act. Almost any person would have been offended by such a statement and especially a writer. On the other hand, Hughes also made attempts to contact several stage directors and publishers, but he never asserted that he had been the sole author of Mule Bone (Leach, p 55). Apart from that, it was he who tried to restore their relations and continue work on Mule Bone. So, to a certain degree, we can argue in his favor. But we do not know everything about the relationship between Langston Hughes and Zora Neale Hurston (and probably no one does). Still, some scholars believe their partnership was not exactly business-like and they felt deep affection for one another (Hemenway, p 50-60). This interpretation of the dispute between Hurston and Hughes is based mostly on conjectures rather than facts. Conclusion This essay aims to analyze the copyright dispute between Zora Neale Hurston and Langston Hughes, that arose while they were working on a play called Mule Bone. On the whole, this is one of those situations when one side of the conflict has to take a step toward reconciliation. Unfortunately, no one did it. Of course, one can argue that Zora Hurston should not have been so inflexible in her unwillingness to see Hughes. Still, we have no right to accuse her of stubbornness because there is no accurate information as to what happened between these people. Such accusations may be erroneous in their core, as the true nature of their literary and personal conflict remains unknown to us. We just know that, despite all the similarities   between Langston Hughes and Zora Neale Hurston, their relationship was ruined forever. Finally, the Mule Bone, the play that could h ave become one of the most important in the history of American literature, was never completed, and this is the main reason why their dispute attracted so much attention.Advertising We will write a custom critical writing sample on Zora Neale Hurston Langston Hughes: The Dispute that Ruined their Relationship specifically for you for only $16.05 $11/page Learn More Works Cited Hemenway Robert. Zora Neale Hurston: a literary biography. Springfield: University of Illinois Press. 1980. Leach Laurie. Langston Hughes: a biography. NY: Greenwood Publishing Group, 2004 This critical writing on Zora Neale Hurston Langston Hughes: The Dispute that Ruined their Relationship was written and submitted by user Nathanael Gentry to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.