LYNDON B JOHNSON ================ Johnson Was Born On Aug. 27, 1908, N

LYNDON B JOHNSON ================ Johnson was conceived on Aug. 27, 1908, close to Johnson City, Tex., the oldest child of Sam Ealy Johnson, Jr., and Rebekah Baines Johnson. His dad, a battling rancher and dairy cattle theorist in the slope nation of Texas, gave just a questionable pay to his family. Politically dynamic, Sam Johnson served five terms in the Texas governing body. His mom had shifted social interests and put high an incentive on training; she was wildly yearning for her youngsters. Johnson went to state funded schools in Johnson City and got a B.S. degree from Southwest Texas State Teachers College in San Marcos. He at that point educated for a year in Houston before going to Washington in 1931 as secretary to a Democratic Texas congressman, Richard M. Kleberg. During the following 4 years Johnson built up a wide system of political contacts in Washington, D.C. On Nov. 17, 1934, he wedded Claudia Alta Taylor, known as Woman Bird. A warm, canny, eager lady, she was an e xtraordinary resource for Johnson's profession. They had two little girls, Lynda Byrd, conceived in 1944, and Luci Baines, conceived in 1947. In 1933, Franklin D. Roosevelt went into the White House. Johnson significantly respected the president, who named him, at age 27, to head the National Youth Administration in Texas. This activity, which Johnson held from 1935 to 1937, involved helping youngsters acquire business and tutoring. It affirmed Johnson's confidence in the positive capability of government and won for him a gathering of supporters in Texas. In 1937, Johnson looked for and won a Texas seat in Congress, where he advocated open works, recovery, and open force programs. At the point when war came to Europe he upheld Roosevelt's endeavors to help the Allies. During World War II he served a concise voyage through deployment ready with the U.S. Naval force in the Pacific (1941-42) yet came back to Capitol Hill when Roosevelt reviewed individuals from Congress from deploymen t ready. Johnson kept on supporting Roosevelt's military and international strategy programs. During the 1940s, Johnson and his better half created productive undertakings, including a radio broadcast, in Texas. In 1948 he ran for the U.S. Senate, winning the Democratic party essential by just 87 votes. (This was his subsequent attempt; in 1941 he had run for the Senate and lost to a traditionalist rival.) The resistance blamed him for misrepresentation and labeled him Avalanche Lyndon. Although tested, fruitlessly, in the courts, he got to work in 1949. Congressperson and Vice-President. - - Johnson moved rapidly into the Senate pecking order. In 1953 he won the activity of Senate Democratic pioneer. The following year he was effectively reappointed as congressperson and come back to Washington as larger part pioneer, a post he held for the following 6 years in spite of a genuine respiratory failure in 1955. The Texan end up being a savvy, capable Senate pioneer. A predictable riva l of social equality enactment until 1957, he created superb individual associations with ground-breaking preservationist Southerners. A diligent employee, he dazzled partners with his consideration regarding the subtleties of enactment and his ability to settle. In the late 1950s, Johnson started to consider truly running for the administration in 1960. His record had been genuinely preservationist, be that as it may. Numerous Democratic nonconformists despised his benevolent relationship with the Republican president, Dwight D. Eisenhower; others thought of him as a device of affluent Southwestern gas and oil interests. Either to relax this picture as a traditionalist or in light of internal conviction, Johnson moved somewhat to one side on some local issues, particularly on social equality laws, which he upheld in 1957 and 1960. In spite of the fact that these laws demonstrated ineffectual, Johnson had exhibited that he was a creative Senate pioneer. To numerous northern Democrat s, in any case, Johnson stayed a sectional up-and-comer. The presidential selection of 1960 went to Senator John F. Kennedy of Massachusetts. Kennedy, a northern Roman Catholic, at that point chosen Johnson as his running mate to adjust the Democratic ticket. In November 1960 the Democrats crushed the Republican competitors, Richard M. Nixon and Henry Cabot Lodge, by a limited edge. Johnson was delegated by Kennedy to head the President's Committee on Equal Employment Opportunities, a post that empowered him to deal with benefit of blacks and different minorities. As VP, he likewise attempted a few missions abroad, which offered him some restricted bits of knowledge

Evil Disney, Research Response to Henry Giroux Essay Example for Free

Fiendish Disney, Research Response to Henry Giroux Essay There are a lot of hotbed issues on how the Disney corporation’s sociological and socio political philosophies are installed into their items and how they influence kids, however not many inquire as to why Disney would put shrouded belief systems in their films/appears. What reasons would Disney need to program kids with obsolete ethics while attempting urgently to maintain a model picture of honesty? What practices has the disney company rehearsed that some would think about indecent or even illicit? To respond to these inquiries the accompanying issues must be investigated in more profundity: The history and activities of Disney from its initiations to the present,Walt’s severe â€Å"moral† code alongside the inheritance he deserted, the approaches of Disneyland alongside the corporation’s political, legal and practical force, Walt’s binds to the FBI and sorted out wrongdoing coops, and the spinning entryway legislative issues in our legislature. Disney’s powers have permitted them uncommon opportunities related with a privately owned business and the pandora’s box that is Evil Mickey. First,what is the Disney organization and how could it become? It was made practically without any assistance by Walter Elias Walt Disney. He was conceived on December 5, 1901, one of five youngsters. Walt had an adoration for drawing kid's shows at an early stage and even brought in cash as a kid by offering some of them to loved ones. At the point when he was 16 he joined the Red Cross as a rescue vehicle driver for WW1 subsequent to being refused assistance in the military for his young age. This devoted intensity that would later shape his kid's shows. At the point when he got back from the war he made a couple bombed endeavors at working in various liveliness organizations until he and his sibling, Roy, began the Disney Brothers Studio in 1923 subsequent to moving to California. Both of them thrived in spite of two significant mishaps getting one of the most impressive media aggregates today. Their first misfortune occurred In the late 1920’s. Disney discovered that Winkler and her better half, Charles Mintz, had fundamentally taken their whole undertaking when they took the rights to Oswald, an early character for his chuckle o-grams. Alongside everything except one previous representative, Iwerks, who would not leave Disney, ideally winning him worker of the year. (life story. com) Charles was unsatisfied with the creation costs for prior manifestations. At the point when Oswald turned out to be profoundly fruitful, Mintz recruited the entirety of the previous representatives in this manner giving the rights to the later framed Universal picture’s first creation. As indicated by his account, during this time Walt’s spouse was pregnant with their first youngster and Walt went into a profound discouragement guaranteeing it on â€Å"financial stress†. (sito, ch5) There is a ton of theory about this time in Walt’s life. Some state that the Mishpucka and the sorted out crowd had an impact into this(babbit); the horde, who at the time were amazing in the freezone of Hollywood, controlling associations, neighborhood law, land, film sets, and so forth. Time Magazine, Nov. 1, 1943, composed, In the observer seat in Manhattan’s Federal Court sat flat, Wily Willie Bioft (articulated Buy-off), blackmailer, panderer, work pioneer, and now star observer against eight ex-buddies, who are pursued with shaking $1 million from the film business Question: Was it genuine that Bioft once had a five-year plan for taking over 20% of Hollywood’s benefits and in the long run half enthusiasm For the studios themselves? Bioff (insightfully): If we’d endured that long, we would have. Question: Did you ever state you were supervisor of Hollywood and could cause makers to do anything you desired? Bioff: Yes-and I could make them move to my tune. In spite of the fact that Bioff turned over on his buddies and wound up getting vehicle shelled later there is no confirmation that Walt at any point worked with them or against them. The main connection among Walt and the Mishpucka/Mafia will be Mafia partner, Henry Cohn. After the main misfortune with Mintz Walt was intensely owing debtors and required some approach to skip back his business in the wake of losing almost everything except for his psyche. Henry offered to give Walt a credit. The idea of the mafia approaching over his head is one reason expressed for his extreme sorrow (RasmussenSito) The robbery of Oswald, was a surprisingly beneficial turn of events that lead to the formation of Mickey Mouse and later to make the universes first full length vivified film in 1937, Snow White and the Seven Dwarfs, which won 8 Oscars and made 1. 5 million in spite of being amidst a monetary emergency. (memoir. com) Opening up Disney to an entirely different domain of showcasing and demonstrating Walt the prevalence and intensity of his studios. The subsequent difficulty was the strike of 1941. Which was impelled by the terminating of previous leader of the Federation of Screen Cartoonists and later pioneer of the Screen Cartoonists Guild, Art Babbitt on May 28, which made 200 illustrators take to the streets very quickly. (Sitobabbit) Walt at an opportune time had found that purposeful publicity and open picture were vital to selling media, which is the reason he was so productive about keeping the inside of the working environment â€Å"Christian†. Walt had made the Federation of Screen specialists to all the more likely control his laborers, which was an association that normally met with him on issues, for example, wage expands, better hours, less film standards, and better workplaces. Since Walt was infamous for being somewhat coldblooded and requesting in the workplace. (rasmussen) Though when Art took in this he made the Screen Cartoonists Guild whose selecting designs were not the most pleasant techniques conceivable but rather it got them all to join â€Å"There were these intense association folks who said we couldn’t enter the entryway except if we joined, so we did. Under dissent I joined. On account of the new position arrangement my compensation multiplied for the time being. So I can’t whine about the association. † (sito) This was when association laws were solid under Teddy Roosevelt, as a general rule the law would support the individuals over the enterprise. This was likewise when many Mob supervisors were regularly additionally Union managers so it was a give and take circumstance. Associations were presently seen as less as a supportive obstruction among laborers and the enterprises to something insidious, something, Communist. With the Red panic well under way and individuals were blending communist philosophies in with socialism. In spite of the fact that as of now the possibility of socialism was very well known the manner in which patsies were during the denial age. It was doing very well in the underground of society. Indeed, even inside Disney there was socialism, Walt even idea socialist fomenters were the offender to the 1941 strike. sito) This all obviously is the final product of long periods of abusive guideline under Walt alongside fortifying associations requesting better compensation and working conditions. Walt loathed those whose thoughts floated more towards the left wing which would fit the picture of the exceptionally preservationist man he was. In the workplace a worker could be terminated on the spot for any sort of social infraction. On the off chance that a worker reviled or made any kind of impolite commitment with a lady they would be driven out and obviously there was no drinking permitted in his office. Disney workers under Walt needed to get a lobby go to go to the bathroom or get up at all† obviously walt was known for his wraths, periodically shouting at craftsmen who had not met his amounts of 30 to here and there 60 feet of film in one day. He was likewise known to be an overwhelming consumer in his officeâ€Å"You could smell the gin on his breath regularly after lunch† (Sito) Walt affirmed about the strike in the hearings of the House Committee on Un-American Activities about this and considerably more calling them â€Å"Communist agitators†, among different less better than average things. sito) This obviously began the very much reported connection among Walt and the FBI from 1940 till his demise. He was elevated to full Special Agent in Charge Contact, which implied he had individuals under him discovering socialists and saboteurs, Ronald Reagan being one of his kindred agents under T-10. He and Reagan Blacklisted numerous essayists, entertainers and craftsmen for having a contrasting political conviction as that of the prevailing government. The FBI additionally accessed Disneyland to use as a stage for anything they desire. There is discussion online on sites that the FBI despite everything use Disneyland to screen remote nationals entering the recreation center since the danger of socialism does not have any significant bearing anymore. (HerbertSitoBabbitRasmussen) The relationship Walt had with the FBI and the capacity to boycott anyone he needed may buy in to Disney’s stunning ascent during this time as a media powerhouse(but that is just theory) This comfortable connection among Disney and the legislature has proceeded through the awesome universe of the rotating entryway governmental issues. A dismal present day relationship that is so regularly observed among governmental issues and privately owned businesses. Numerous who are in administrators in Disney will go into legislative issues and addition significant levels positions beginning as lobbyists and pressing their way into genuine places of intensity in the legislature. Marsha Macbride for instance, filled in as a FCC head of staff to executive powell for quite a long time before at some point in the late 1990’s she began to campaign for Disney and was a significant counselor in the clinton organization just as during the merger of time warner and AOL, which Disney wound up winning and picking up rights alongside money repayments in 2003. The following year she is filling in as the Executive Vice President for Legal and Regulatory Affairs at the National Association of Broadcasters and still is. (gov relations 1-3) Another is Lisa Caputo who served citigroup, disney vp of interchanges and as a bill clinton staff member (gov relations 5)or Susan Fox who functioned as a fcc counsel before going to work for disney as a counselor between the legislature on their divisions, for example, the Disney Interactive Media Group, Disney Channel, the Disney ABC Cable Networks

Aged And Confused

Aged And Confused If you live in Britain, or in a country sufficiently influenced by the British, you may have heard fireworks and smelled the smoke of bonfire. You may even think that you know the reason: the celebration of Guy Fawkes Night, during which our Anglo amigos let loose their pyromaniacal penchants. This is a common misconception. For what all of these millions of people across the continents are actually celebrating is not an event which grew out of the ancient battles for Anglicanism, but rather an even more historically significant and culturally stupendous event: my birthday. Today, I turned 25. Its an interstitial age. Im halfway to what is called middle age, and am a third of the way along a reasonably optimistic life expectancy. Im out of college myself, but people I went to school with are still in college, or, blinded by the bright lights of the Beyond, have reëntered as grad students. At work the interstitial space feels even more defined. Almost all my colleagues are older than me I love to accidentally remind Stu that he graduated from MIT the year I was born and Im still one of the young guys at the office. But yet the undergraduates whom I advise, and who work for me, think of me as being almost impossibly old, even though, had I attended MIT, it would have been contemporaneous with Chris, Rachel, and other 2012 bloggers. But rather than mourn my generational unmooring, Ive decided to  always look on the bright side of life. Being both an old person and a young person, it stands to reason, must magically confer unto me the insight of both. Im clearly twice as wise, or at least wise twice. I am confident this is how wisdom works. So with that established, here at 25 things Ive learned in my 25 years: People are basically good. If someone does something that seems rude or mean, even if there is not an excuse there is almost always an explanation. Knowing and understanding this can be much less satisfying, but much more fulfilling, than responding in kind. Sometimes its better to ask for forgiveness than to ask for permission, but only if you are really, really sure youll get and deserve the forgiveness. Always wash your hands. No exceptions. No amount of money, fame, or fortune is worth good health and general security, nor, past a certain point, can it procure it. You can buy fancy clothes and blue steel at the mirror in the department store all you want. But if youre naturally slackjawed like a morose cow and your posture looks like someone hit a chrome penguin with a shovel then they are not going to help. (Still working on this one). Pizza is properly eaten by folding it in two along its symmetrical axis and munching on it like a burrito. If you are not eating pizza this way then you are doing it wrong, or you are eating deep dish, which is a different way of doing it wrong. Sorry Chicago. You can confide in other people, and other people may confide in you. But dont confide in other people what other people confided in you. Thats not confidence. Thats gossip. One of the most satisfying feelings in the world is being a regular somewhere. It doesnt matter if its a deli, or a barber, or a bike shop. But few simple things can make you feel so at home as walking up to a lunch counter and found that someone is already making the sandwich you were going to order. Games, movies, books, sports, and soap operas are all the same. They arent done for their own sake. They are done with other people so that you can relate to them, talk with them, share with them something: a goal, a history, a narrative, or an experience. Dont miss this. Sometimes something hasnt been tried because its a bad idea. Sometimes something hasnt been tried because its a good idea but no one knows it yet. The important thing is to know how to recognize the difference. You can pick your friends. And you can pick your nose. But you cant pick your friends nose. Because then they wont be your friend anymore. Then whose nose will you pick? I thought so. See, you have to think about these things ahead of time. Most of the most important things in your life will be determined by complete serendipity. You cant plan it. You can only prepare for it. Learn to improv. Sometimes really, really awesome people have never been told that they are awesome. Change that. Dont aspire to be things. Aspire to do things. Saying I want to be this is too limiting.  Figure out the skills and interactions you enjoy (interpersonal contact, or high pressure, or working with your hands) and then find out what occupations, vocations, or diversions incorporate those skills. You may be surprised by the things you like to do, and the things you end up being. There is nothing sufficiently shameful about Spaghettios to make them not worth eating on a Saturday afternoon in your pajamas. Dont be afraid when you love someone. It is awesome. Yes, sometimes it will really hurt. Non, je ne regrette rien. A lot of people leave jobs, situations, or significant others they love so they can attain the fame or fortune to allow them them get a job, situation, or significant other they love. Thats kind of backwards. Sometimes you need to go backwards. Sometimes its ambition confusing ends for means. Learn the difference and youll be much happier. Dont call in to sports talk radio. No one benefits. Ever. Never, ever underestimate how vastly different other experiences in other parts of the world are. Travel sometime. It will make everything make so much more sense. A corollary: never, ever understimate how vastly different someone elses experience or perspective is. No one thinks like you do except for you. There is never a wrong time for hamburgers. Dont be afraid of coaching. You may be very good at what you do, but almost always someone can help you learn to be a little bit better. Even if they are outside your field. You just have to be able to recognize insights and transfer them appropriately. Structure unstructured time into your day. It is OK to do nothing in particular for awhile. If you dont occasionally shut off your brain it will burn out like a bulb. A proper sandwich is the highest form of civilization to which humanity can aspire. The most important thing you can do is find a community a job, a school, a club, a town where you feel a deep, profound sense of belonging. Home is where the heart is: if you have a big home, youll have a big heart.

Analysis Of Homer s Odyssey By Homer - 1095 Words

One literary technique that is widely and effectively used in Homer’s Odyssey is the digression. The digression is departure from the main storyline that does not alter the action of the story, but adds a layer of sentimental content to the plot which usually helps underscore themes central to the story. The digressions in the Odyssey are meticulously written with great attention to detail just like the rest of the epic, and they truly help readers grasp the important aspects of the story. The liberal use of digression in the Odyssey helps build a vivid image of the character Odysseus by highlighting his historical feats, providing context to his current situation, and giving allusions to his future and his destiny. One of the more†¦show more content†¦Clearly, this is no ordinary wine. The wine digression accentuates Odysseus’s hospitable and moral character while also providing plentiful information to the immediate course of Odysseus’s journey because it reveals his forthcoming battle against the Cyclops. Another instance of digression is the emotional moment when Odysseus meets his old dog, Argos. When disguised Odysseus and Eumaeus are approaching the palace, Odysseus takes note of the deprived condition of his dog. â€Å"It was Argos, long-enduring Odysseus’ dog he trained as puppy once, but little joy he got since all too soon he shipped to sacred Troy†¦ But now with his masters gone he lay there, castaway, on piles of dung from mules and cattle†¦ Infested with ticks, half-dead from neglect†¦ Odysseus glanced to the side and flicked away a tear† (364). This digression serves as a reflection of Odysseus’s current circumstances and also a former period in his life. Eumaeus tells Odysseus that â€Å"[He’d] be amazed to see such speed, such strength. No quarry he chased in the deepest, darkest woods could ever slip this hound. A champion tracker too! Ah, but he’s run out of luck now, poor fellow† (364). Argos used to be just lik e his caretaker, Odysseus, however in Odysseus’s absence, Argos has withered away. Both Odysseus and Argos are standing in front of their home, but feel a sense of homelessness. Argos faces neglect because he is a stray dog while Odysseus is

The Calm-Waters and White-Water Rapids Metaphors Used for Change Management Free Essay Example, 2000 words

The interruption that it comes across with is temporary. Kurt Lewin s 3-step change process is a comprehensive explanation of the metaphor. The three steps include unfreezing of the status quo, modification to the new state, and freezing the change again in order to make it permanent (Robbins and Coulter, 2007). Status quo constitutes a state of equilibrium. In order to break away from this state, it is pivotal to unfreeze; this encompasses the notion of making preparations for ushering in change. Unfreezing subsequently requires a change in either the driving forces or the restraining forces. Driving forces include those factors which can accelerate the pace at which change occurs. Contrarily, restraining forces form an obstacle to change. Thereby, the focus is on amplifying driving forces and cutting down refraining forces. After status quo has been abandoned, the next step is the implementation of the change. For the change to be long-lasting, freezing needs to be done again. Thi s would ensure that the new state would not revert back to its former form (Robbins and Coulter, 2007). Thus, the third step helps to buttress the change and make it permanent. We will write a custom essay sample on The Calm-Waters and White-Water Rapids Metaphors Used for Change Management or any topic specifically for you Only $17.96 $11.86/page White-waters rapids envision a dynamic environment in which the organization has to be flexible and responsive to change in order to stay at par with its competitors. A structured organization has minimal chances of surviving in such an environment because of the demands for accommodating to an uncertain future. For practical purposes, the predictable and smooth environment assumed by the calm-waters metaphor is not usually seen.

Cross Culture Free Essays

string(51) " hinder what are otherwise promising partnerships\." Introduction: Introduction Communication is the process by which information is transmitted between individuals and/or organizations so that an understanding response results. Simply we can say, Communication is an exchange of facts, ideas, opinions or emotions by two or more person. The transmission of the sender’s ideas to the receiver and the receiver’s feedback or reaction to the sender constitute the communication cycle. We will write a custom essay sample on Cross Culture or any similar topic only for you Order Now SENDERRECEIVER InputOutput [pic] Feedback Brain drain Brain drain Brain drain Fig- 01: Communication Cycle Culture is an idea in the field of management which describes the psychology, attitudes, experiences, beliefs and values (personal and cultural values) of an organization. Culture is a complex concept. In other words, culture is central to what we see, how we make sense of what we see, and how we express ourselves. Objective of the Report: The Primary Objective of this report is to analysis of cross cultural communication in IBM. The report has accumulated information to know about company’s cross cultural communication, to find out its positive and productive communication in their organization and does the work effectively. Methodology: Sources of data: †¢ Secondary Data: All the data and information are collected from secondary sources. Cross-Cultural Communication: The success of a business depends on its ability to communicate. Communication serves as the medium for instruction, assessment, interpersonal relationships, group interactions and all other interaction that takes place in business. With globalization, business is no longer constrained within the boundaries of a single country. Large business organizations have corporate offices in different parts of the world. They need to communicate in order to promote coordination. Also in multinational companies people from different parts of the world are employed. The way an individual communicates, is influenced by his or her culture. Hence in today’s increasing global economy, it is important for managers and employees at all levels to understand, appreciate, and manage the impact of cross-cultural communication in the workplace. As our world grows, expands and becomes increasingly more interconnected by various technological advances, the need for effective communication among various cultures is increasing. People from different backgrounds tend to perceive information differently. Hence, misinterpretation of information can lead to conflict. Cross cultural communication is of great importance through out the world. Though in our country, due to the lack of cultural diversity, cross cultural communication is not treated with that much importance. But still with the advancement of technology we have to interact with businesspeople in faraway countries and for this we need know about effective techniques of cross cultural communication Definition of Cross-Cultural Communication: To understand cross cultural communication first we need to know what culture is. Culture refers to a group or community with which we share common experiences that shape the way we understand the world. Cross-cultural communication looks at how people, from differing cultural backgrounds, endeavor to communicate. It is more frequently referred to as Intercultural communication. (Ramsey, 1999). Culture refers to all the knowledge and values shared by a society. The word culture is often considered in terms of nationality or one’s country of origin. Other more specific distinguishing characteristics of culture are region, orientation, socioeconomic status, gender, sexual orientation and preference, age, marital and parental status. Another approach to understanding the concept of culture involves the beliefs, values and norms that exist to guide an individual’s behaviors in solving common problems. Culture is the acquired knowledge people use to interpret experience and generate behavior (Porter, 1991). Culture is the shared customs, beliefs, and social structures that make up a society, including languages, rules, myths, family patterns, and political systems. (Boone et al. 1997). Cross cultural communication is a symbolic, interpretive, transactional, contextual processing tool with which people from different cultures create shared meanings (Berko et al. , 1997). When we speak to someone with whom we share little or no cultural bond, it is referred to as cross cultural communication. Our need to communicate across cult ure can be very beneficial personally and professionally. Within an intercultural setting, nonverbal and verbal communications are both prevalent in emphasizing the differences in cultures. The way we act and the things we say determine whether or not we belong in a certain culture. Nonverbal communication systems provide information about the meaning associated with the use of space, time, touch and gestures. They help to define the boundaries between the members and nonmembers of a culture (Hofstede, 1991). Hence, Cross Cultural Communication is the communication that takes place among people from different cultures. Cross cultural communication does not only mean face to face communication it includes all forms of written and oral communication. History of Cross-Cultural Communication: The need for Cross-Cultural communication was felt with the spread of global commerce. It is very tough to get the specific date when cross-cultural communication started. Initial initiatives in cross-cultural communication were taken in different countries in different time period. One of the pioneers of the computer industry, IBM started cross cultural communication in 1953. It was introduced by the CEO of that time Thomas J. Watson Jnr. According to Thomas it was the policy of IBM to hire talented people regardless of race, color and background. During 1978-83, the Dutch cultural anthropologist Geert Hofstede conducted detailed interviews with hundreds of IBM employees in 53 countries. Through standard statistical analysis of fairly large data sets, he was able to determine patterns of similarities and differences among the replies. In the year 1991, Geert Hofstede undertook the first global studies on how a specific business culture, at the time one of the most widely distributed companies, interacted with the local cultures of some 39 different countries. Another professional development initiative is IBM’s Shade of blues – a more in-depth program for managers who are engaged in cross-cultural business interactions or have multicultural teams. Recent Research on Cross-Cultural Communication: As people from different cultural groups take on the exciting challenge of working together, cultural values sometimes conflict. We can misunderstand each other, and react in ways that can hinder what are otherwise promising partnerships. You read "Cross Culture" in category "Papers" Oftentimes, we aren’t aware that culture is acting upon us. Sometimes, we are not even aware that we have cultural values or assumptions that are different from others. One of the major barriers in business communication is cultural diversity. Many communication researchers are trying to find out new and effective ways to improve cross cultural communication. In many cases patients face problems with both translation difficulties and not being able to see the type clearly. As a result they are sometimes unable to take their prescriptions correctly. Many of the pharmaceuticals around the world have been trying to solve this problem. Recently they have come up with a tool which can print instructions for taking medicine in 11 different languages on the prescription bottle labels. Patients no longer have to depend on translation from a friend or relative to make sure they are taking their prescriptions correctly. The languages include English, Spanish, French, Arabic, Korean, Chinese, Japanese, Hindi, Polish, Russian or Portuguese. The tool is also equipped to print a 20- point type versus the typical smaller type, for those patients who prefer larger printed labels on the bottle labels to easily identify their medicines and how to take them. On July 6, 2005 Mark Nash, an American entrepreneur created a cross-cultural website created especially for non-resident Indians and offshore call center personnel (Nash, 2005). The website www. intro2america. om was designed to provide information about American culture. It was also designed to provide information to call center personnel who speak with Americans on a daily basis as part of their job responsibilities. The site is designed to make the transition to American lifestyle easier and reduce the difficulties misunderstandings upon first moving to the States. The site provides useful information, which is related specifically to cross-cultural types of issues. Moving from an Asian culture to a Western culture can be challenging. The site was designed for the specific purpose of easing the transition to American way of life, for those who are moving to the United States (See Appendix for the sample of the website). To serve customers from diversified cultures, they have taken a great deal of effort and time to analyze what their customers around the globe want. To achieve this they are trying to understand their customer’s behavior, cultural and spending patterns when they fly with Malaysia Airlines. The airliner has successfully catered to the demands of wide variety global customers around the world. Application in the work place: IBM, the leading business organization in computer sector, has a huge diverse workforce from the very beginning. They have concentration to manage the cross cultural communication among these employees. Here we have selected IBM’s Australia branch to present as an example of cross cultural environment where employees are working together with their cultural differences. IBM has developed their cross-cultural program based on the legal requirements of Anti- Discrimination Act Racial Discrimination Act and corporate values. IBM’s policies on cultural diversity are based on years of corporate experience. It is a long-held view that by valuing diversity, it uncovers new perspectives, taps different knowledge and experience and generates innovative ideas, suggestions and methods. Three pillars that are in place to make up IBM’s diversity strategy are: †¢ Creating a work/life balance: Their strategy is to find the average working age of general Australians through statistical findings and fix age limit for average Australians. †¢ Advancement of women: They think women should contribute more to the workplace. So, they encourage participation of women. †¢ Integration of people with a disability: IBM authority thinks that they have a social responsibility for physically and mentally disable people. The authority always tries to create some opportunity of employment for those people. IBM’s most effective diversity programs combine ‘push and pull’ strategies. They have made good headway through company-led, top down practices such as formalized training or policies like floating cultural holidays. However, IBM’s progress comes about through the contributions by individuals who are passionate about diversity issue. Aside from IBM’s diversity team within human resources, three other groups within IBM have formally identified roles in the implementation of the company’s overall diversity strategy. These are IBM’s Diversity Council, diversity contact officers and diversity champions. The Diversity Council The main objective of the IBM’s Diversity Council, is to ensure that the contribution of employees from different background is properly encouraged and valued. Its key objectives are to enhance employee awareness, increase management awareness, and encourage the effective use of IBM’s diverse workforce. This is achieved through personal commitment, regular communication, by gaining support for the program from other IBM managers and influencing decision making. Under the guidance of the Diversity Council, a series of cultural diversity employee roundtables have been held to gather more face-to-face feedback and ideas from staff. These meetings have generated many practical ideas for increasing awareness of cultural diversity within IBM. Professional development IBM has a professional development program. The objective of this program is to ensure that the employees within the organization can identify and remove psychological barriers of diverse workforce and communicate effectively. The main focuses of this program are: †¢ Understanding the cultural bias of each team member and their impact on mutualperceptions. †¢ Determine the reasons why certain behaviors and communication styles fail in somecultures. †¢ Identifying approaches to address cultural gaps that could lead to misunderstandings. †¢ Handling issues about team decision-making, giving or receiving feedback and conflict resolution. Findings: IBM, One of the pioneers of the computer industry started cross cultural communication in 1953. †¢ They think women should contribute more to the workplace. So, they encourage participation of women. †¢ IBM authority thinks that they have a social responsibility for physically and mentally disable people. The authority always tries to create some opportunit y of employment for thosepeople. Recommendations: Considering research and the case of IBM, we have some recommendation here which will decrease discrimination and increase production by making the flow of cross-cultural communication fluent. Those recommendations are as follows: ? IBM should compare their policy for cross cultural communication with others, so that they can get some new ideas to implement in their organization. It will help them to update existing policies as well. ? Not only the HR department of IBM, but also all other employees of the organization should be involved in the process of making cross cultural communication easier. It will help the whole organization to become a good team. ? Training and raising awareness can improve mentality of the employees towards others. They will learn to respect and honor others differences. Place people from different cultures as team leaders. If diverse employees get opportunity to work and share success they will be highly motivated. Discrimination will be dissolved from them and the communication process will work freely. ? A good idea can be to focus different segments one after another so that every segment can achieve expected mentality. This process will form unity and emotion among the employees of the organization. Discrimination will be terminated and the total organization will work as one body. ? Each program introduced in the organization should honor the basic values of the organization. Every program should ensure that none of the employees are discriminated in terms of race, national origin or religion. Conclusion: From the above research we have seen that cultural communication plays a vital role for effective communication for companies around the globe. In our country due to the lack of cultural diversity we do not have to face the problems related to intercultural communication. Many of the successful companies having corporate offices have been able to coordinate their activities through out the world through the successful implementation of cross cultural communication. One of the fore runners in this sector is definitely IBM. IBM has independent division to come up with new policies and strategies to improve cross cultural communication in the workplace. Reference: Boone, L. E. , Kurtz, D. L. , Block, Judy R. (1997). Contemporary Business Communication (2nd ed. ). Upper Saddle River, New Jersey: Prentince-Hall. 67. Ramsey, James (1999). Available: http://encyclopedia. localcolorart. com/encyclopedia/Cross-cultural_communication/ (July, 17 2005). Carbaugh, D, (1990). Cultural Communication and Intercultural Contact. New York: Pergamon Press. 19. Berko, R. , Rosengeld, L. , Samovar, L. (1997). Connecting: A Culture Sensitive Approach to Intercultural Communication. Fort Worth, Texas: Harcourt Brace. 121. Porter, R. , and Samovar, L. (1991). Communication Between Cultures. Belmont:NTC Publishing Group. 273. Payne, C. (2001). Culture and Communication. Available: http://www2. mhc. ab. ca/users/cpayne/portfolio/cultcomm/default. htm (July, 29 2005). A ppendix [pic] A sample website dedicated to understanding cross-cultural types of issues. [pic] ———————– Idea Letter, Fax, Phone call, E-mail etc. Idea How to cite Cross Culture, Papers Cross Culture Free Essays Improving the efficiency of Japanese-American Seating Inc. Students: Shi SU (Roy) 2807992 Azam Hayat Bosan 2879742 Jiale Chen (Carlos) 2804167 Subject: International Business – Cross Cultural Management – 7928IBA Date: 24th April 2013 Word Count: Executive summary – 242words Report – 3246words Executive Summary In 1987, Banting Seat Corporation and Kasai formed a 35-65 joint venture, Japanese-American Seating Inc. (JASI) in Canada. We will write a custom essay sample on Cross Culture or any similar topic only for you Order Now This report analyses the key management issues which influencing the company’s high-efficiency production. Our report identifies three management issues. First, JASI was producing under â€Å"kanban† system. This system was relatively new in North America. Cooperation from suppliers and workers would be necessary for this system. However, due to some historical and cultural difference, JASI was not adaptive enough to â€Å"kanban† system. As a result, unfamiliarity with â€Å"kanban† system was weakening JASI’s efficiency of production. Secondly, decision-making is an important part for any business organization which make organization going. As a joint-venture, Japanese and American have significant difference in their decision-making environment. In Japanese culture, decisions are made by upper level. While in American culture, decisions are taken from down to up. The cultural difference is making the process of decision-making slow and weakening the efficiency of organization. Third, despite there is still some different opinion between Japanese managers and American managers, as the reason of the conflict of their different culture of the hierarchy, JASI has already decided to hire a project administrator. the more time JASI spend on this management issue the less time they can use to solve other issues, and this leads to the reduction in company’s efficiency. After the managment issues analysis we came to the conclusion and some effective recommendations. Table of Contents: Title page†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 1 Executive Summary†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 2 Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5 Purpose†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Scope†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 Case background†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 Outline †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 6 Key management issues †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 7 Implementation of â€Å"kanban† system†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 7 Efficiency of decision making weakening JASI’s performance†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 0 Project coordinator†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 14 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 18 Summary of recommendation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 20 Appendix†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 21 Reference†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 22 Introduction Purpose Based on the operating situation of Japanese American Seating Inc. (JASI), this report will identify three management issues which are weakening the efficiency of JASI. In order to improve JASI’s efficiency, recommended solutions to these issues will be given as well. Scope During our analysis we have been careful to consider that Japan and America are significantly different with regard to culture. These differences are reflected not only between countries, but also conflicts between Japanese and North American managers of JASI. There may be other management issues in JASI but this report will only focus on three issues that related to the efficiency. Moreover, the recommendations in this report are solutions for current issues. Case background For maintaining Banting Seat Corporation’s position of leadership in the automobile seating industry and expanding Kasai’s products overseas, these two companies formed a 35-65 joint venture, Japanese-American Seating Inc. (JASI), to exclusively supply seats on a JIT basis to Orion Manufacturing Corporation in 1987 and the plant was located in Canada. At the start-up period, the problem that JASI faced was caused by its production system, â€Å"kanban† system. This Japanese production system was considerably new in North America and it needed skilled workers and cooperation from suppliers. However, JASI did not get these supports so it was weakening the efficiency of production. After Needham took the position of general manager, the conflict between Japanese managers and North American managers appeared. Department managers were Japanese and they were looking for consensus when they made decisions. Nevertheless, it was hard to get to. As a result, this issue made the decision-making process of JASI considerably long. It was weakening JASI’s efficiency of making decisions. Japanese managers claimed that the company should hire a project coordinator who was able to make new projects smoother, less costly and better quality. Needham did not agree because this position would increase budget and the responsibility of project coordinator could be separated into pieces, then handled by different employees in the company. This issue was weakening the efficiency of decision-making as well because there were some problems, which were more important, need to be settled and it increased the conflict between department managers and general manager. Outline These three issues will be separated. In relating to JASI and comparing perspectives of history, culture and character between Japanese and North American, analysis of each issue will be given respectively. Following the analysis, solutions and recommendations will also be found. Key management issues Implementation of â€Å"kanban† system Analysis JASI adopted the JIT production system known as â€Å"kanban†. However, since it was a new production model at that time in North America, workers and suppliers were not familiar with this model. As a consequence, JASI was not producing in the expected way and thus, the efficiency of production was weakened. There were three reasons for this issue. The first reason was Japanese and American companies adopted kanban system in different time. JIT was originated in Japan by the Toyota motor company in 1950s (Beasley n. d. ). The philosophy of JIT system is producing â€Å"only what is needed, when is needed, and in the amount needed† (Just-in-Time n. d. ). For meeting the requirement of JIT, kanban system was generated. Kanban system is a classic tool to achieve Just-In–Time production and the core value of JIT is the core value of kanban system. Kanban system helped Toyota become a world-class and successful vehicle manufacturer in the world. After the success of Toyota, kanban system spread to other Japanese companies (A Brief History 2005). However, kanban system, as well as the philosophy of JIT, was introduced into America in 1980s (Aycock 2003). American companies started to conduct under kanban system approximately 30 years later than Japanese companies. As a result, at the time the joint venture was formed, American companies were beginners of kanban system. The second reason was the different philosophy to achieve cost control between Japanese and American enterprises. Due to the abundant resources of North American, companies held the believe that mass production was the effective way to reduce cost (Chandler 1977). Mass production is able to reduce the fixed cost of every product so the unit cost decreases. In contrast with North America, Japan is a country that is lacking of natural resources. This situation determines that mass production is not suitable for Japanese companies. This was why Toyota recognized that copying American model was not appropriate for them and generated kanban system. The core value of JIT are minimizing inventory and maximizing quality. In this way, waste of production minimizing and cost decreases naturally. The third reason is the different culture between Japanese and North American. Kanban system requires a lot of training, for workers and suppliers. Workers need to monitor inventory levels and suppliers need to operate under JIT principles. In a word, clients, manufacturers and suppliers have to cooperate as a whole team. Kanban was easier to be adopted in Japan because Japanese character is featured by cooperation and obedience (Ishida 1974). Unlike Japanese, North American is more independent and this was why Nomura found it difficult to persuade North American suppliers to operate in JIT model. Solutions Two possible solutions are identified: 1. JASI stopped adopting the kanban system and switch to the mass production model or, 2. JASI insisted on operating under kanban system. Whereas, JASI offered trainings to workers and suppliers to help them to be more adaptive to kanban system. Recommendation It is recommended that JASI should insist on operating under JIT basis. Since most managers were from Japan, they were familiar with the kanban system. In consequence, it would be easier for them to manage the company under a familiar system. Moreover, Kasai Kogyo Ltd was the bigger share holder of JASI, so they would hardly change the production model. Thirdly, JASI was the exclusive supplier on a JIT basis to Orion Manufacturing Corporation. If JASI was not producing under JIT principle, it might not be able to deliver the required products to Orion or increase the risk of high inventory. Actually, as the deepening of product diversification, mass production would not be flexible enough to meet the requirement of vehicle manufacturing industry. In contrast, kanban system is able to produce small batches of goods with low cost. In a word, kanban system would be more suitable for vehicle industry in the future. For implementing the kanban system, cooperation of workers and suppliers is vital. Skilled workers help to reduce defects. Defects increase the cost of JASI while high quality is the core value of JIT. As a result, negotiations with Canadian Auto Workers (CAW) would be very important during this period. Negotiation strategy needed to be carefully prepared in order to avoid the loss of skilled workers. In terms of suppliers, training would be necessary. It was necessary for JASI’s suppliers to recognize the concept and the core value of kanban system and JIT. JASI could compare mass production and JIT production and point out the future and advance of kanban system. In other words, JASI needed to persuade suppliers that they were able to benefit by operating under kanban system. Efficiency of decision making weakening JASI’s performance Analysis First of all significant difference in the decision making process of American and Japanese is because both countries have different culture background and those culture difference are reflected in their communication and decision making process Richard (Pascale t Richard 1978). Because of the different culture background there have different management system or different working environment, for example American prefer individualism (country individualism 2009) and Japanese prefer collectivist (country collectivism 2009), American prefer informal and Japanese prefer formal. Japanese culture is formal. With its historical background, hierarchy prefer (Country hierarchy 2009) slow decision and formal communication. Japanese do their work in prescribed way after thinking a lot in that matter. They are more dependent on each other and study suggests that amongst Japanese people there is much more harmony (country collectivism 2009). When Japanese make a decision they have many ideas from so many perspectives. In Japan there is little room for opportunity their planning is in a prescribed manner. Mostly Japanese prefer hierarchical (Country hierarchy 2009) in which there are more workers and decision making process is centralised to top position manager, everything is in their hands. Japanese people are fond of the formal way of communication and it takes time to take any decision irrespective of the value of the real time. American is informal, less hierarchy (Country hierarchy 2009), fast decision and Informal communication. Americans are less conservative and usually saves time and make their decision so quickly. They have narrow span of control they don’t have centralised decision making they are more inclined towards decentralization in which they distribute the responsibility to their lower staff as well. They encourage innovation and new ideas and which they think will be their key assets in future. They prefer informal communication in which they use to negotiate freely to others. They don’t depend on others and want to work independently (country individualism 2009) . American and Japan have other major differences. For example, America has more resources; they don’t think too much and don’t waste time in their planning. They make quick decision after realising that it’s a best decision they will make. Japan on the other hand have, lack of resources, they have to import goods, which is a time consuming process. They don’t want to take risk in fast decision making, instead they will research any product before a deal is finalised. By Hofstede (1980, 1984, 2012) (Appendix 1), studies clearly illustrates that culture affects people’s beliefs and behaviour. The distinction in mindsets for decision making authority is the actual point in the problem of JASI’s chain of command. Mostly decision making in Japan is centralised and hence there is narrow span of control within companies. Hofstede (1980, 1984, 2012) suggests that Japan is famous for their strong hierarchy culture therefore the managers believe that JASI wants a professional manager to direct the linkage between several departments. America has dispersed its rights for any decision making to lower level of workers within any organisation. Furthermore, America is more focused towards decentralized their decisions making and pay more emphasize on providing feedback and giving recommendations and to distribute the information with the employees. Solution Given that the two decision making styles of the JASI Japanese and North American Management are quite different, it would be hard to accommodate both the methods. A good alternative to reach a solution is to formulate a middle ground between the two processes. This means finding a decision making process that is a mix of the two and at the same time takes the advantage of efficiency of the North American style and combines it with the positive team spirit and drive created by the consensus style of the Japanese. While there may be some initial resistance, in this manner, neither parties feels that their ways are being set completely aside in favour of the other and it may also foster a more cohesive unit as both decision making styles are merged. Recommendation One way to resolve this is to make use of a method of decision-making that is a voting based majority style. Here the entire team takes a vote when a decision is put forward and each person gets a single vote, if the decision manages to gain two-thirds majority vote in its favour, it is passed. If there is less than two-thirds of the majority it is then reworked and voted again, similar to the way it is done in a consensus. This acts as a midway decision-making style that falls between the North American and Japanese style. In this manner, it incorporates the consensus method of the Japanese to a certain degree but at the same time allows the North Americans to keep a certain amount of their flexibility in terms of quick decision making, since it is not everyone who has to be made amenable to the decision. The North Americans are already used to decision making through advice taken from the subordinates. The Japanese management’s consensus is only different because everyone must agree so while there are likely to have some misgivings on the matter, they will not likely find it too difficult to adjust to. Project coordinator Analysis The debate on the issue of that whether company should hire a project coordinator may likely to cause harm to efficiency of JASI. They have agreed to hire a project coordinator to launch projects and follow them through to completion, however, differences still exist. Japanese managers believe that they should expand the role of the materials department and restore its original position. They also think that as a commercial production company, a lot of responsibility of the material department has been dispersed in various other departments, and the key of a better project management is to focus on the function of the materials sector. Therefor, they strongly agreed with to hire a project coordinator. Creating such a position would mean that everyone will know the status of the ongoing projects. Moreover, it will be smoother to start a new project with low cost and better quality. However, Needham do not want to break the budget in the early stages of his inauguration. Secondly, the project coordinator as a new employee in company can not immediately into the role of coordinator to services for the company. Third, the hierarchy and the right of this position can not be easy divided in company. Last, this position is fundamentally no longer necessary. The main reason for this difference is the different culture of the hierarchy and the right in Japan and US company. Peterson (1995) think that culture and the role stress are closely linked, it often derived from a confusion of roles and always led to conflict of roles. Robert (2005) supports this notion, he think the right distance and individualism of the cultural elements are all closely linked with role stress. The hierarchy and the right problems are common in all cultures, but its value and impact showing a big range of different. According to Hofestede (1980) the hierarchy is closely linked with the cultural environment, attaches great importance to the authority tend to have a complex hierarchy structure Hofstede (1980, 1983, 2001) (Appendix 1) and Trompennars (Trompennars and Hampton-Turner, 1998, 2000) indicated that culture influences behaviours and beliefs. The difference in attitude to authority is the main point of the JASI’s hierarchy problem. In Japan, hierarchical of right is vertical highly centralized by decision-making of the company, but in United States, the hierarchical of right is diffused by every part of the company (Country hierarchy 2009). Also that Japan was the fourth country which have a strong hierarchy culture (Country hierarchy 2009), so Japanese managers think JASI need such a project coordinator to concerned the situation and coordinating the relationship between the various departments. However, the United States is inclined to neutral about hierarchy, and attaches great importance to consultation and information sharing with employees. Solutions There are a number of solutions that will address the problems in JASI. Firstly, it should first understand the true idea of the employees from different cultural backgrounds, and through discussion to appeal to different ideas, learn from each other, and then to know each other. Secondly, company can organize staff training. Staff can understand the company’s corporate culture by training in a cross-cultural company. At the same time, staff which from different cultures can share their culture towards integration of culture, which they respect and understand the culture from each other. This cultural infiltration based on a learning organization. Recommendations First of all, the company has decided to hire a project coordinator, it would have to refine the functions of this position. Manager should explained the scope of management and functions of this position to the staff. It is aim to avoid unclear or overlapping of functions so as to achieve the goal of improving the efficiency of the company. Second, company can use decision-making meeting or video conferencing which hold include Japanese managers, Needham, project coordinator, chief financial officer and other important sectors to discuss and solve the company’s current situation and problems of production to achieve the goal of increased efficiency of the company. Conclusion There are three main issues which are negatively affecting efficiency of JASI. These three issues which are, the question of the implementation of kanban, the decision-making processing at JASI and whether or not to hire a project manager at JASI. While these issues continue they are a cause of friction between the Japanese and American management which may be related to other deeper issues, but these are the particular issues that this paper was focused on. While there are multiple solutions to these issues, the recommendations are as follows. For the question on the implementation of the kanban system, which is the process that the Japanese have been using and were trying to implement in JASI, the recommendation given was to continue to implement it as it allows for greater production at lowered costs. In the case of the second issue that of the differing decision-making processes of the Japanese and American management. The Japanese management follows a consensus style of decision-making which is a lengthy and time-consuming process. The American management, on the other hand, follows a less lengthy process where they only seek advice from their subordinates before coming to a decision. The recommended method of decision-making is a voting based majority style. If there is less than two-thirds of the majority it is then reworked and voted on again, until a majority is reached. It also acts as something similar to both the North American and Japanese styles making it easier for both to adopt. The decision to hire a project manager has been made; however, there are still questions between the two managements on how best to proceed. The difference lies in that the Japanese want to expand the role of the incoming project manager while the Americans are hesitant as that would give a lot of responsibility to a new employee. Given this the best solution is to clarify the functions of the role to avoid overlaps and to initiate discussions designed to improve the efficiency of the organization as a whole. Given the implementation of these suggestions the overall efficiency of JASI is likely to improve as production and decision-making are streamlined and the organization structure and roles are more clearly defined and the company moves towards a more efficient new phase in its progress. Summary of recommendation 1. JASI should use the a method of voting which based majority. Decision will be passed when they gain two-thirds majority vote. 2. JASI should use a midway decision-making style that falls between the North American and Japanese style. 3. JASI should insist on operating under JIT basis. Kanban system is able to produce small batches of goods with low cost. 4. For implementing the kanban system, JASI should focus on cooperation of workers and suppliers. 5. JASI should refine the function of the position of project coordinator, such as scope of management. . JASI should use decision-making meeting or video conferencing which include all managers and project coordinator. Appendix: [pic] United States in comparison with Japan Source: Geert-hofstede. com/united-states. html Reference: A Brief History of (Just-in-) Time (2005), viewed 5 April 2013, http://www. strategosinc. com/just_in_time. htm Aycock, J (2003), A Brief History of Just-In-Time, ACM Computing Surveys, Vol. 35, No. 2, pp. 97 -113, viewed 4-7 April 2013, http://web. csie. cgu. edu. w/~jhchen/course/PL2/A%20brief%20history%20of%20just-in-time. pdf Beasley, J, E (n. d. ), Just-in-time (JIT), viewed 5 April 2013, http://people. brunel. ac. uk/~mastjjb/jeb/or/jit. html Chandler, A, D (1977), The visible hand: the managerial revolution in America business, Belknap Pr. Engle, Robert L. , and Melvin Prince. 2005, â€Å"The impact of role strain on work and life: A cross-cultural comparison† Insights to a Changing World Journal, (1):1-13 Hofstede, G. H. 1980, â€Å"Culture’s consequences: international differences in How to cite Cross Culture, Papers

Josquin Desprez free essay sample

Years after Joaquin Deserters death, his music was distributed all throughout Europe and Germany. A quote from Todd M. Macomb, who wrote a discography about Desires, helps one to understand why his music became so popular and it says, The clear textures and text declamation which Squall employed set the stage not only for the next developments of technical harmony, but for the clarity and conciseness demanded by the Counter-Reformation of Palestinian et al. As well.Jonquils output displays a rare combination of innovation and accomplished chemical mastery, and has retained for him a position as the most prominent composer of the early sixteenth century, perhaps the high point of Western music as a whole. This simply meant his music was recited clearly and concisely. He was doing things that no other composer had done to music. He also improved the techniques other composer had been using for years. We will write a custom essay sample on Josquin Desprez or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This statement by Macomb sums up the reasons Desires was honored so much for his music _ HIS style allowed him to compose over a hundred motets and many other works while he was alive.Polyphonic imitation was a common technique in motets. Polyphonic imitation is where one musical line shares or imitates the same musical theme as the proceeding line. One song by Desires, titled Eave Marl- Virgo Serene, uses polyphonic Imitation all throughout the piece. This piece describes his work the best. One said, With his strict canonic opening and subsequent structural interplay, this song is a perfect example of his style. The songs meaning comes from when the angel Gabriel told Mary about Jesus birth.Hail thou that art highly favored, the Lord is with thee: blessed art thou among women. (Luke 1 :28) is a scripture from the bible that is quoted in the song. Centuries later the song is still very popular. Since Desires, many many composers have remade the song Eave Marl. I have heard the song played In theatre, at weddings, church, and now for a music assignment. Out of all the renditions of Eave Marl the version by Beyond Knowles has made this song one of my favorite songs. Now that have heard Jonquils original version I see that Beyond was nowhere near close to assembling this song.The most Important aspect of the song is the Imitation of the soprano voice to alto to tenor then bass and her rendition was more Like a solo with a different meaning. Through his music Joaquin Desires influenced many composers of his time and he still continues to influence composers of modern times. To some, n Renaissance music. Joaquin Desires brought to the table polyphonic imitations Inch are still used today in chorus. Today Deserters work that happened centuries ago are still the influence for some artist today.