Sony group corporate

Sony group corporate INTRODUCTION Strategic management Strategic management can be defined as consisting of the analysis, decisions and actions an organization undertakes in order to create and sustain competitive advantages. Key attributes of Strategic Management Directs the organization toward overall goals and objectives. Includes multiple stakeholders in decision making. Needs to incorporate short-term and long-term perspectives. Recognizes trade-offs between efficiency and effectiveness. Strategy can be developed at many levels in a multi-layered organisation there may be: Corporate level strategy Business level strategy Functional level strategy Corporate level strategy describes a corporations overall direction in terms of its general philosophy towards growth and the management of its various business units. Such strategies determine the type of a business a corporation wants to be in and what business units should acquired, modified and sold. This strategy addresses the question what business are we in? Devising a strategy for a multidivisional company like Sony involves at least four types of initiatives. Establishing investment priorities and steering corporate resources into the most attractive business units. Initiating actions to improve the combined performance of those business units that the corporation first got into. Finding ways to improve the synergy among related business units in order to increase performance. Decisions dealing with diversification. Business level strategy deals with decisions and actions pertaining to each business unit. The main objective of a business level strategy is to make the unit more competitive in market place. This level strategy addresses the question how do we compete? Although business level strategy is guided by upstream corporate level strategy business unit management must craft a strategy that is appropriate for its own operating situation. Miles and Snow (1984) identified four modes of strategic orientation: Defenders, Prospectors, Analysers and Reactors. These strategies can help explain why companies facing similar environmental threats or opportunities behave differently and why they continue to do so over a long period of time. In turn the different competitive or business strategies influence the down stream functional strategies. Functional level strategy pertains to the major functional operations within the business unit, including research and development, marketing, manufacturing, finance, and human resource productivity and addresses the question how do we support the business level competitive strategy? The three levels of strategy corporate, business and functional form a hierarchy of strategy within in a large multidivisional corporation. Different levels of strategy of Sony Sony Corporation was founded by Masaru Ibuka and Akio Morita in 1946, now having head quarters at Minato, Tokyo, Japan. Sony is one of the biggest electronics in the world with revenue 7.7 trillion yen. Sony are making products like Consumer professional electronic equipments, Communication information-related equipments, Semiconductor, Electronic devices and components, Battery, Chemicals, Sony Pictures Entertainment, Sony Music, PlayStation and Blu-Ray devices. Sony Corporation as a giant organization has divided its organization into five main business units as Sony Pictures, Sony Computer, Sony Music Sony Ericsson, and Sony Financial. Sony Corporation has its own corporate strategy, and the each of its five business units having their own business strategy. Corporate Strategy Business level strategy Functional level strategy In Sony Group Corporate Strategy Update FY2008 FY2010 Sony has set out some goals and revealed about its corporate strategy. In particular, the company will focus on strengthening core businesses, enhancing network initiatives and leveraging international growth opportunities to build for the future and drive further growth and profits. Main considerations in the strategy of Sony are, Further strengthening the core business Network initiatives Capitalize on Growth in BRIC Countries and Other Emerging Markets Environmental Initiatives Financial Strategies for the Mid-Term A good strategy always leads an organization towards success and improvement, in the other way a bad or inefficient strategy always takes that organization into losses and bad reputation. As we know that Japanese are good at management and most of other countries are try to implement Japanese management techniques. The term is a Japanese word adopted into English referring to a philosophy or practices focusing on continuous improvement in manufacturing activities, business activities in general, and even life in general, depending on interpretation and usage. Sony Corporation was good at strategic plans by applying these management strategies. As we discussed earlier a bad or inefficient strategy leads the organization into bad reputation, in the case of Sony they are failed to implement an efficient strategy which Sonys net profit for the July-September quarter for 2006 falling 94% to 1.7 billion Yen, compared to 28.5 billion Yen for the same period last year. From there they are tr ying to implement better strategies and to regain their reputation and brand value and to regain their number one position in electronics industry. Portfolio approach to strategy Portfolio approach was one of the early approaches to chart strategy and allocate resources in multi-business organizations. As corporate strategists jumped on the diversification bandwagon they soon found a challenge in managing the resource needs diverse businesses and their strategic missions, particularly in times of limited resources. Responding to that challenge the Boston Consulting Group pioneered an approach called portfolio techniques that attempted to help managers balance the flow of cash resources among their various businesses while also identifying their basic strategic purpose within the overall portfolio. The top managers at larger farms need a method for spotting product lines that deserve more investment as well as lines that arent living up to expectations. So they conduct a portfolio analysis, in which they evaluate they evaluate their companys products and divisions to determine which are strongest and which are weakest. Much as securities analysts review their portfolios of stocks and bonds, deciding which to retain and which to discard. Strategic business unit (SBU) Strategic business units are the key business units within diversified firms. Each SBU has its own managers, resources, objectives, and competitors. A division, product line or a single product may define the boundaries of an SBU. Each SBU pursues its own distinct mission and often develops its own plans independently of other units in the organization. BCG matrix To evaluate each of their organizations SBUs, marketers need some type of portfolio performance framework. A widely used framework was developed by Boston Consulting Group. This market share/ market growth matrix places SBUs in a four quadrant chart that plots market share against market growth potential. The position of an SBU along the horizontal axis indicates its market share relative to those of competitors in the industry. Its position along the vertical axis indicates the annual growth rate of the market. After plotting all of a firms business units, planners divide them according to the matrixs four quadrants as shown in the figure. Stars represent High market share and High growth rate. These products or SBUs are high growth market leaders. Although they generate considerable income, they need inflows of even more cash to finance further growth. Cash cows command High market share in Low growth markets. Marketers for such an SBU want to maintain this status for as long as possible. The business produces string cash flows, but instead of investing heavily in the units own promotions and production capacity, the firm can use this cash to finance the growth of other SBUs with higher growth potentials. Question marks achieve Low market share in higher growth markets. Marketers must decide weather to continue supporting these products or SBUs, because question marks typically require considerably more cash than they generate. If a question mark cannot become a star, the firm should pull out of the market and target other markets with greater potential. Dogs manage only Low market share in Low growth markets. SBUs in this category promise poor future prospects, and marketers should withdraw from these businesses or SBUs as quickly as possible. In some cases these products can be sold to other firms where they are better fit. Drawbacks of BCG matrix Ignore the dynamism of markets. Omit the true value of competitor activity. Competitor reaction is not embraced in the model and the related concept of market share does not substitute for the strategic dimension known as sustainable advantage. Refer only to one dimension of market attractiveness (market growth) and omits other valuable dimensions such as nature of competitors, potential size, company capability and barriers to market entry. Exclude the interrelationships between SBUs which are so important in building strategy. Be essentially deterministic in nature, in that service position within one of quadrants demands a strategic direction which is well rehearsed from previous experiences. BCG fails to recognise that strategic direction also relies on marketing acumen and creativity which might suggest a risk strategy in given circumstances rather than the predictable route. GE matrix To overcome the drawbacks listed for the BCG matrix a portfolio approach evolved which is GE matrix. GE matrix is similar to BCG matrix but in GE matrix it is having nine cells for more accurate analysis and also it take Industry attractiveness and Business strength as the parameters. Industry attractiveness is determined by parameters Market size Industry rivalry Demand variability Market growth rate Industry profitability Global opportunities Macro environmental factors Business strength is determined by Market share Distribution channel access Profit margins relative to competitors Brand equity Growth in market share Production capacity Conclusion Here in this report we discussed about different levels of strategy and how the flow of hierarchy works in organizations. We also discussed about Sony Corporations corporate strategy and the other levels of strategy and how Sony implementing its strategy. Portfolio approach to strategy development is widely used approach while developing a strategy, BCG matrix is one of the most popular portfolio approaches to strategic development. Here we also discussed about pits and falls of BCG matrix and we also discussed about GE matrix and how it overcome the drawbacks of BCG matrix. References Burgelman RA, Christensen CM Wheelwright SC, 2004, Strategic Management of Technology and Innovation, 4th edn, McGraw-Hill, Boston, Human Resource Management: Theory and PracticeBy John Bratton, Jeffrey Gold Strategic Management: Creating Competitive AdvantagesBy Gregory G. Dess, Marilyn L. Taylor Formulation, implementation, and control of competitive strategyBy John A. Pearce, Richard Braden Robinson http://www.quickmba.com/strategy/matrix/ge-mckinsey/ Tourism marketing: a collaborative approachBy Alan Fyall, Brian Garrod Contemporary MarketingBy David L. Kurtz Strategic management: a fresh approach to developing skills, knowledge and creativity By Paul Joyce, Adrian Woods

Leadership Style and Its Impact on Employees

FACULITY OF GRADUATE STUDIES MBA PROGRAM THE BANK MANAGERS' LEADERSHIP STYLE AND ITS IMPACT ON EMPLOYEES' JOB SATISFACTION IN THE SOUTH OF WEST BANK BY AFNAN MOHAMMAD AMER ADVISOR DR. SHARIF ABUKARSH This thesis is submitted in partial fulfillment of requirements for the degree of Master of Business Administration (MBA), College of Graduate Studies, Hebron University. 2009 1 2 ACKNOWLEDGMENT I would like to express my appreciation to those who provided valuable advice and assistance during preparation of this thesis My appreciation to my Advisor Dr. Sharif Abukarsh for his guidance and support. And my appreciation to all the Bank anagers who allowed me to conduct the research in their branches My appreciation to every one helped me to make this piece of work completed.3 DECLARATION No portion of the work referred in this study has application qualification for to been submitted another this or as degree any or other university or institute of learning. 4 an DEDICATION This piece of w ork is dedicated to all my family members, especially to the great father I have, to my precious mother, my best friend Akram, and my lovely kids; zaid, Sanad, Manar and mohammad, for their patience and supporting. To them and to everyone who participated, helped, and encouraged me o complete this work, I dedicate this thesis 5ABSTRACT THE BANK MANAGERS' LEADERSHIP STYLE AND ITS IMPACT ON EMPLOYEES' JOB SATISFACTION IN THE SOUTH OF WEST BANK Job satisfaction is one of the most important human resource-related outcomes, Further; organizations that have more satisfied employees are likely to be more productive and profitable. Among determinants of job satisfaction, leadership is viewed as an important predictor and plays a central role. This study recognizes the types of the existing Bank managers' leadership style in southern part of West Bank and its impact on employees' job satisfaction from the view oint of its employees. All the employees of (20) Bank branches in the southern par t of West Bank which are (390) employees, were the target population of the research. The researcher developed one questionnaire used as a primary source consists of of three collecting main data, parts: the this first questionnaire part contained questions about the employees demographic variables, the second part is about the indicators of the current leadership styles of the Bank managers in the southern part of West Bank and the third part is a bout the job satisfaction of the Bank employees. One hundred distributed employees in to twenty a the three tratified Banks of questionnaires systematic southern 6 part have sample of of West been the Bank. Eighty nine questionnaires were returned which make the respondents rate (72. 4%). The results of the research highlighted a strong positive relationship between democratic leadership style and employees' job satisfaction, a slightly weak positive relationship employees' between job autocratic satisfaction and leadership a strong style and negative relationship between the laissez fair leadership style and employees' job satisfaction.7 CHAPTER ONE THE PROBLEM AND ITS BACKGROUND 1. 1 Introduction Job human satisfaction is resource-related ften-studied topic the one outcomes, in of the and most important perhaps management and the most industrial psychology. Further, organizations that have more satisfied employees are likely to be more productive and profitable. Job satisfaction, characteristics likely such result as customer low together and in with environmental other turnover satisfaction, other characteristics, organizationally reduced positive valued absenteeism and organizational job satisfaction, job will outcomes productivity, effectiveness. (kim 2004) Among determinants of leadership is viewed as an important predictor and plays a central role. Leadership is management function, which is mostly directed towards people and social interaction, as well as the process of influencing people so that they will a chieve the goals of the organization (Rad and Yarmohammadian, 2004).By using appropriate leadership styles, managers can affect employee job satisfaction, commitment and productivity. Leadership style can be viewed as a series of managerial attitudes, behaviors, characteristics and skills based on individual and organizational values, leadership interests 8 and reliability of employees in different situations (Mosadeghrad, 2003). And because of the historical development of the Banking ector in Palestine which was, initially, marked by weakness and deformity in its structure and activities due to the political circumstances that Palestine went through. Apparently, there was an immense need for building a strong Banking system able to meet the economical and financial requirements of Palestine. And this strong Banking system mainly depends on the human force that like any business must be satisfied previously in mentioned, the work employee's place. job And as it was satisfaction is affected mostly by the managers' leadership style. (Parker, 2003) 1. 2 The Paradigm of the Study Independent variables Dependent variableManagers' Leadership style Job satisfaction Autocratic style Democratic style Laissez-fair style Employees' demographic variables †¢ †¢ †¢ †¢ Sex Academic qualification Salary Hierarchy level Moderator variables 9 F igure 1. 1: Conceptual framework There is one independent variable: managers' leadership style, which will affect the dependent variable: employees' job satisfaction. There are three leadership style indicators (autocratic, democratic, laissez fair), In addition, there are four moderator variables: employees' sex, their academic qualification, salary, and hierarchy level, that will affect the strength of the relation etween the dependent and independent variables. (Kenny, 1986) 1. 6 Objectives of the Study This study aims to accomplish the following objectives: 1. To explore the leadership styles of Bank mangers in s outhern part of West Bank. 2. To identify the best style achieving of high level job satisfaction that to be recommended and followed. 3. To explore the impact of sex, academic qualification, salary, hierarchy level, in determining the job satisfaction of the south West Bank employees. 4. To explore the level of job satisfaction of employees in south West Bank Banks. 1.3 Statement of the Problem Most of the time the success or failure f any business in general and Banking in particular is determined by the efforts and by the hard work done by its human workforce. And since one of the important factors influencing the employees activities and job satisfaction is the leadership style of their managers, a study of the 10 leadership style of the Bank managers and its relation with the employees satisfaction is essential for these managers to identify their styles and its impact on their employees performance, which will directly affect the Banking performance, with all its implications on the Palestinian economy. In order to accomplish the main objective of this study, nswers to the following specific sub-problems are sought: 1. What are the primary leadership styles of the Bank managers from the view point of its employees in southern part of West Bank? 2. What are the most remarkable characteristics of these styles from the view point of the employees? 3. What is the employees' job satisfaction level in southern part of West Bank? 4. What are the most remarkable characteristics of the employees' job satisfaction in southern part of West Bank?5. Is there a clear relationship between Bank managers' leadership style and the employees' job satisfaction in southern part of West Bank? . Is there a particular sub items in managers' leadership style or styles that result in the highest job satisfaction for the employees in southern part of West Bank? 1. 4 Null Hypothesis Based on the problem statement mentioned above, the research hypotheses for this study are as follow s: 11 1. There is no significant relationship between the leadership style of the Bank managers and the job satisfaction of its employees in southern part of West Bank. 2. There is no significant difference in the level of job satisfaction demographic of Bank employees variables (sex, in relation academic to the qualification, alary, hierarchy level). 1. 5 Significance of the Study Job satisfaction is an essential aspect of the human resource- related outcomes. And because of its significance in an organization, job satisfaction is perhaps the most often-studied topic in management and in industrial psychology (Kim 2004). And since job satisfaction is highly affected by managers' leadership style.The significance of this study is underlined as this study is the first in Palestine according to the knowledge of the researcher done in the Banking sector The importance development of of this Banking study sector, lies and in its studying mpact on the factors that may improve or hinder e mployees' job satisfaction. On the customers level, the more employees satisfaction, means the insurance of a better service, from one hand, and on the other hand , the well being of the Banking employees will have its clear effect on the Banking sector success,12 which the customer will directly feel; as a success in major economy key player. The results of this research will highlight the effect of management style on the job satisfaction, which will be an additional contribution to the national literature that will help in a better planning for future developmental lans of the Banking sector in Palestine. 1. 7 Scope and Limitation of the Study The time scope: the time of the research from January, 2008 to March, 2009. The place scope: The research will be composed of all the Palestinian Banks in the southern part of West Bank (Hebron, Bethlehem, Betjalah). Human scope: all the employees of the Palestinian Banks in the southern part of West Bank will be the population of the resea rch. Limitations of the study: 1. Some of the subordinates did not have time to fill the questionnaire in due time, and because of that it took the researcher more than planned to collect the data. 2.Some of the branch managers were reluctant or refused to cooperate, due to the contradiction of the excepted results of the study with their interests. 13 Banks framework table 1. 1 The working Banks in Palestine according to Palestinian Monetary Authority. Bank number Bank name 1 Arabic Bank 2 Cairo Amman Bank 3 Alquds Bank for Development and Investment 4 Palestine Islamic Bank 5 Arab Islamic Bank 6 Palestine Investment Bank 7 Bank of Jordan 8 The Housing Bank for Trade and Finance 9 Jordan Ahli Bank 10 Egyptian Arab land Bank 11 Bank of Palestine PLC 12 Al Rafah Microfinance Bank 13 Commercial Bank of Palestine 4 Palestine International Bank 15 Al-Aqsa Islamic Bank16 Arab Palestinian Investment Bank 17 Jordan Commercial Bank 18 Jordan-Kuwait Bank 14 Bank number Bank name 19 Union Ban k for Savings 20 HSBC Bank Middle East Limited 21 Principal Bank of Development and Agricultural Source(Palestinian Monetary Authority web site (http://www. pmapalestine. org) 15 1. 8 Definition of Terms Bank: a commercial institution that keeps money in accounts for individuals or organizations, makes loans, exchanges currencies, provides credit to businesses, and offers other financial services. (Macesich, 2000) Bank manager: manager of branch office of a Bank. (Macesich, 2000, p. 80) Leadership: ultimately about creating a way for people to contribute to making something extraordinary happen (Kouzes and Posner 2007) Autocratic leadership style: A leadership style where the leader solves the himself/herself problem using the or makes information the decision available at by the time.(Richard and Robert, 2009) Democratic leadership characterized by group style: a style participation in of leadership decision-making where the leader shares the problem with the relevant team members as a group. (Parker, 2003) Laissez fair leadership style: It s one in which the manager provides little or no direction and gives employees as much freedom as possible. All authority or power is given to the employees and they must determine goals, make decisions, and resolve problems on their own. (Richard and Robert, 2009) Job satisfaction: and an attitude (Cranny, 2002) 16 towards one’s job First line supervision manager: of a An middle individual manager who and is works under the responsible for managing the daily activities of a group of workers (Abas, 2003) Southern Part of West Bank: Bethlehem, Betjala and Hebron 17 CHAPTER Two REVIEW OF RELATED LITERATURE ANDSTUDIES This chapter international studies includes about literature, the topic of local the and research, which is collected by reviewing different books and studies from different university libraries. The chapter has two parts; the first is about literature of leadership style and job satisfaction, whereas the second is about international and local studies related to the topic of the research. 2. 1 Literature Review of the Leadership Style In this part, the literature and theoretical framework about the leadership style is provided. 2. 1. 1 Leadership Concept In a competitive and quickly changing business nvironment, the effective leadership becomes one of the most critical needs and requirements (Pierce and Newstrom, 1995). Leaders need to hold visions, values, assumptions and paradigms that are oriented, empowered in agreement workforce successful. (Kotter, 1990) 18 in with having order to a team- be most Many researchers have defined leadership (Specrtum, 1999) defined leadership as the ability to influence others to achieve a specific goals and objects. Another definition influencing a of leadership is of persons achieve group to the process the of required goals of an organization. (Shachleton, 1995) There are some asic elements shape the concept of leadership, which are: 1. The ex istence of a group of people working in a certain organization. 2. The existence of a leader from the group who got the ability to influence their actions. 3. The existence of a specific object to obtain. (Kan'an, 2002) The ends of leadership involve getting results through others and the means of leadership involve the ability to build goal-oriented teams. (Richard and Robert, 2009) Finally the researcher defines the leadership as the ability to influence a group of people or a community to achieve specific goals. 2. 1. 2. Sources of Leadership Strength Where does the leader's power come from?Do leaders have it? Or do followers give it them? As we shall see the answer may be both†. (Richard and Robert, 2009, p. 138) 19 The sources of leadership that gives the power and authority to a leader are 🙠 Parker, 2003) †¢ Expert power: Is the power of knowledge, some people are able to influence others through their relative expertise in particular area. †¢ Referent power: refers to the potential influence one has due to the strength of the relationship between the leader and the follower. †¢ Legitimate power: is based on the official authority that a person got in the organizational structure Reward power: involves the potential to influence others due to one's control over desired resources like the power to give raises or promotions. †¢ Coercive power: the opposite or reward power, is based on expectations of punishment for not doing the expected duties and work. 2. 1. 3 Types of Leadership Leadership style is an approach of giving direction, motivating people and implementing plans. As there are many leaders, there are different leadership styles. A good leader uses the right leadership style according to the situation.There are three types of leadership styles that vary in terms of decision making (Nathant, 2007) . Autocratic style 20 2. Democratic style 3. Laissez-fair style 1. Autocratic Leadership The autocratic style is chara cterized by maximum control by the leader on the group members (Bernhard & Walsh, 1990) This leadership style is based on the notion that enlisting people in decision making processes encumbers the efficient running of a business. (Zowelif, 1996) Autocratic leadership goes beyond decision making; it involves attempts to dominate or force values and opinions on followers. The predominant use of economic values should relate to autocratic leadership. Because they are supported in their decisions by the strong logic of efficiency’ these executives have confidence in their own decisions and feel less need to involve subordinates in the decision-making process. Subordinates may perceive these leaders as dominating and likely to force their values and opinions on others, tell others what to do, and make decisions in an overbearing way (Nathant, 2007). Autocratic leadership is best applied to situations where there is little time for group decision-making or where the leader is the most knowledgeable member of the group. (Berson and Linton, 2005) This leadership style surly has some major drawbacks, which are: 21 1.Increased workload for the manager: By taking on as much responsibility and involvement as possible, an autocratic leader naturally works at their full capacity, which can lead to long term stress and health problems and could damage working relationships with colleagues. 2. People dislike being ordered around, they also dislike being shown very little trust and faith. 3. Teams become dependent upon their leader: After becoming conditioned to receive orders and act upon them perfectly, workers lose initiative and the confidence to make decisions on their own. This results in teams of workers who become useless at running operations if hey loose contact with their leader. (Rad, 2004) In summary, an autocratic leader retains full authority, responsibility, and is concerned primarily with task and goal accomplishment and he/she uses one way communicati on pattern with the group. A leader using this style displays little trust and confidence in employees who generally fear their leader. 2. Democratic Leadership Democratic promotes the Leadership sharing of is the leadership responsibility, the style that exercise of delegation and continual consultation. The democratic leader acts as a part of the team, he/she receives the employees thought and suggestions with respect

Whispered Essay Samples for College Entrance Secrets

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Modern Architecture - The Best Buildings of the Century

Toward Intentional Interviewing and Counseling - 1652 Words

Chapter 1 Toward Intentional Interviewing and Counseling INTRODUCTION: WHAT IS THE â€Å"CORRECT† RESPONSE TO OFFER A CLIENT? * There are many potentially useful responses in any interviewing situation. * Reflecting the client’s emotions can be helpful. * Selecting one aspect to focus on can be useful, and then later you can examine other dimensions by asking an open question. * Our tasks: * Respect the client * Use appropriate skills and strategies * Seek to alleviate stress INTERVIEWING, COUNSELING, AND PSYCHOTHERAPY * INTERVIEWING * The most basic process used for information gathering, problem solving, and psychosocial information giving. * Short term – only one or two sessions * Example:†¦show more content†¦* Development and growth are the aim of all that we do; change * Search for strengths and resources that will empower the client. * Relationship Story amp; strengths Goals Restory Action * As you listen to stories, simultaneously search for more complex, unsaid stories that may lie behind the initial narrative. BOX 1-1 (page 18) * The word â€Å"problem† implies difficulty and the necessity of eliminating or solving the problem. Problem may imply deficit. Not all problems can be solved. * Considering client issues as â€Å"problems† can get in the way of a positive relationship. The words â€Å"concern† or â€Å"issue† suggest something we all experience constantly. These words also suggest that we can deal with it (positive standpoint). * Terming a â€Å"problem† a challenge is a call to our strengths and an opening for change. * Help clients define their goals clearly and the positive assets they already have to resolve their issues. Then you can help them restory with a can do self-image. 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These behaviors are easy to remember with the help of the acronym SOLER. S Face the client Squarely O Adopt an Open posture L Lean toward the other person E Maintain good Eye contact R Try to be relatively Relaxed (p. 134-135) Attending behavior. The professional can also prove they are engaged in responsive listening through attending behavior. Attending behavior is implementedRead MoreGroup Counseling Reflection Paper4779 Words   |  20 PagesGraduate Studies in Counseling Reflection CPY 540 Paladino: Advanced Theory and Practice of Group Counseling As I reflect upon my experience as a group leader in this class, I learned that therapeutic factors can be group driven or facilitated by the group leader. Cohesion stood as a vital aspect of an effective group, and I realized that as a group leader I needed not only to facilitate the group but to remain as a vital part of the group to assure cohesion. By subsisting as an effective group

Too Big To Fail †Andrew Sorkin, Book Review Free Essays

Too Big to Fail is the book that has most clear explanation event by event about the biggest financial crisis since the Great Depression. Even though Too Big to Fail is Andrew Sorkin’s first book, he made it possible to most of readers understand what really happened in 2008 with the failure of Lehman Brothers and the resulting misfortunes. Coming out in less than a year after the disaster, the book covered the whole catastrophic event, thanks to the meticulous research and countless interviews (made by the author) with those involved in the hassle. We will write a custom essay sample on Too Big To Fail – Andrew Sorkin, Book Review or any similar topic only for you Order Now The title of this book basically covers what is spoken throughout the course of the story; companies that believed to be Too Big to Fail. Sorkin starts writing about the months after the sale of Bearn Stearns that was a global investment bank and securities trading and brokerage sold in 2008 to JP Morgan Chase at the low price of 2$ per share then introducing us to the collapse of the Lehman Brothers and finally leading us to the bailout or how the government officially call it; TARP or Troubled Asset Relief Program, a program that was announced on 9-19-08 by Secy Paulson that basically consisted in a series of grants and outright purchases of illiquid assets that would extricate the problem areas weighing down the economy. In addition, money funds were to be guaranteed. The details that make the history so interesting are the detailed information provided by the book of the behavior, personality and way to make decisions of the main characters. Sorkin focus seems to be almost exclusively on the human failings and human suffering on Wall Street that the fall of Lehman Brothers caused. In the story there are no specific villains but plenty of arrogant, blind and irresponsible decisions taken by some. However there are some people such as Henry Paulson, Timothy Geitner and Ben Bernake that may be considered heroes for their wise way to make decisions on pressure moments. The book would be a handy guide to people who want a clear and concise picture of the series of decisions that led Lehman Brothers directly go to bankrupt and of course the resulting chaos that this situation meant to Wall Street and the rest of the world. The book pleased me personally because it was very realistic in all it was the attitude of each character on the problem itself. I liked how in some cases it became reflected how the main U. S. business leaders were unable to conceal their greed when it came defending their interests. How to cite Too Big To Fail – Andrew Sorkin, Book Review, Papers

The Formation of The United Nations Regional Organizations

Question: Describe about The Formation of The United Nations for Regional Organizations. Answer: The Formation of the United Nations Among several memorable episodes of the 20th century, the formation of the United Nations was one of the most important events that changed the course of history for the world. For the modern world of today, the United Nations is an embodiment of world peace and hope. United Nations serves as the platform for international security, global cooperation, discussions and dialogues and an avenue to give response to the security threats with collective measures. Up keeping of peace, international justice, growth in global economy, maintains of human rights and over all development of the human race of the entire world are some of the objectives of the United Nations. Around the world it takes global peacekeeping missions to fulfill the desired aim of global peace. After the devastations brought in the world by the two world wars and failure of the ineffective international bodies like the League of Nations, in 1945 the United Nations was founded to rectify the human follies and to bring s ome respite to the wounded mankind. At the end of the World War II, on 24th October 1945 was formed so that the world does not see such wars again (Weiss, 2011). The United Nations Organization has the objective to establish a synergy between different nations. Till now, it has been able to achieve its goals and objectives. However, there is a scope of improvement and there is certainly more that could be added to the roles and responsibilities of UNO. The history behind the formation of the United Nations is as remarkable as the role it has played until now and the visions it has for the future of our world. United Nations was formed on the basis of several prior alliances, which came before it to serve the common global purposes. At several times in history such international treaties have been made to deal with the current crisis or to come up with stringency plans for a situation. However, United Nations was formed with the vision of an ongoing international body that would come forward to deal with any crisis faced by the world-. The concept of this intergovernmental body was founded on the 17th century unit of the State, whose records are found in the history where many European countries came together in 1648 to end the Hundred Years War by the Treaty of Westphalia (Ginsburg, 2010). When the formation of statehoods started the Sates used the means of bilateral diplomacy as a mean to communicate with each other in case of any conflicts. This procedure saw a major change by the 19th century, when the multidimensional conferences on huge scales became new trend for the purpose of setting grounds for dialogue among Sates. In order to respond to the vast destructions caused by the Napoleonic Wars, four historically important conferences that happened in the period from 1815 to 1822. The Congress of Vienna was first such conference, which aimed to establish peace by the way of agreement among parties to stop violent events in the future. In the 19th century the conferences played major role in achieving the common international purposes (Nicolson, 2000). The Concert of Europe was one such example where the leaders of various European Nations came together around 30 times in more than one hundred years to solve serious international issues (Elrod, 1976). The major focus of this conference was security while at the same time River commissions emerged with an objective of controlling river navigation on the Danube and Rhine rivers. Likewise, the Universal Postal Union and the International Telegraphic Union were formed to take care of the growing request for intercommunication. With more people migrating and mingling because of increased trading, the spread of diseases such as cholera became major world concern. This issue commissioned six international conferences during the period of 1851 and 1903. The years 1899 and 1907 saw two major global conferences at The Hague, Netherlands for the purpose of peace. These confer ences saw involvement of non-European nations for the first time and also broke the dominion of strong nations making everyone equal and reducing significance of the great power nomenclature which began with the Concert. Although these historical conferences were not able to formalize a permanent organization, nevertheless they play important role in putting the foundation for recognized multidimensional discussion procedure. This was main motivation, which saw the creation of the Permanent Court of International Justice and the League of Nations subsequent of the Great War. While analyzing the formation of the United Nations, the formation of the League of Nations cannot be overlooked. With the World War I, the Concert of Europe came to an end. Though the end of the War saw beginning of two concepts, which gave birth to the League of Nations. The League of Nations combined the Concerts status of great authority supervisory commission and The Hagues concept of egalitarian universality. Soon the Council of League emerged as the executive committee, which granted perpetual positions to five major powers. The Assembly and Council, replicating the egalitarian model of The Hague perception, allowed identical voting privileges to every League member. The formation of League not merely amalgamated the two previous philosophies but further additional level was included by way of founding a perpetual Secretariat and planning systematic periodic assemblies to promote institutionalization of the collaboration, which was originated by precursors like the conferences , river commissions, and public unions. But, the League trial met several grave hindrances and the World War II made it completely redundant (Goodrich, 1947). During the years of the World War II, the people who still had faith in the idea brought in by the League were the President of the United States Franklin Roosevelt and the Secretary of State Cordell Hull. In this wartime Roosevelt coached his State Department workforce to reconstruct an outline grounded on the principles of the League. However, Roosevelt wanted this new organization to not merely give dialogues and consultation but also have teeth or the enforcement powers so that it can effectively stop violence. There was need of new organizational strategies to incorporate the executive council, plenary assembly along with the new concept of enforcement powers. The idea of this wartime alliance was picked by Roosevelt from the example of wartime association of great powers of Britain, China, the Soviet Union, and the US. The October 1943, the Moscow Declaration set the foundation stone where Roosevelt and Hull prudently arranged an arrangement amongst the foreign ministers of four to countries to ensure persistent assistance from them in the wartime. This was proposed to be accomplished by formation of an association whose main goal was preservation of global peace. This was an important move since these four major powers were looked forward to provide the military force to the organization to develop its enforcement powers. Also, concord of the complete Council was to be evaded. It was necessary that the decisions of the Council were obligatory on all the organization members in order to guarantee the firmness of the enforcement warning. The role of the United States was central in taking the initiation for formation of this new envisioned organization. The democratic characteristics of the US influenced the development of the theoretical evolution fundamental to the structure and phrasing of the Charter. Despite being the forerunner the membership of the United States was dependent on the approval of the Senate, therefore Roosevelt worked on to convey to the Senate through dialogues in a special committee which was led by Democratic Senator Tom Connally and Republican Senator Arthur Vandenberg so that he gets required support for his plan of a multidimensional perpetual organization. Roosevelt not only wooed the two political parties of America but also convinced his people along with coordinating his proposal on a worldwide platform with the key supremacies. Roosevelt called Dumbarton Oaks meeting for major world powers, after completion of initial planning for the new global organization (Hilderbrand, 2001). Following this meeting another was held after a few months at Yalta to resolve the matters left uncompleted at the Dumbarton Oaks meeting. In Yalta the level of heads of State, Roosevelt, Churchill, and Stalin met beginning February 4 to February 11, 1945. The word peace loving nations was given definition at the Yalta as those countries, which by March 1, 1945 affirmed war on the Axis powers. The question of membership was fundamentally fixed along with other matters were the veto, trusteeship and the capability of the General Assembly which were resolved at Yalta (Rusell, 1958). Further amendments were completed in the Dumbarton Oaks proposal subsequent to the Yalta meetings. This corrected manuscript was then circulated to the countries that were requested to meet in San Francisco in order to write the final Charter. Though, in February and March, the Latin Americans held the Inter-American Conference on the Problems of Peace and War, preliminary meeting in Chapultepec, Mexico. They came up with demands of for a sturdier General Assembly, universality of membership, and guaranteed representation for Latin America on the Security Council (Arend, 1996). UNO is often accused that the formation of UNO is just a hygiene step that the developed nations like USA has taken. In fact, the formulation of UNO was dependent on the inputs of developed nations. Finally, at the Conference at San Francisco the structure and language of the Charter for the new organization was settled. The name the United Nations was given to denote the united stand of the countries against the Axis powers. Along with the prime role of the United Nations as the organization to maintain global peace other issues that reached consensus in this meeting were membership in the organization, trusteeship, capability of the General Assembly and Security Council, the character of the Security Council and the authority of its members, use of the veto, the role of the Secretary-General and the outline for the use of power by the United Nations. 50 members then signed this Charter of the United Nations on June 26, 1945 at San Francisco and later Poland. Thus the total of initial members of the United Nations were 51. Ratification of the charter was individually done by all the nations and finally the United States Senate approved the Charter by vote of 89 to 2, on July 28, 1945. Truman ratified the final Charter by signing the ratification act. A majority of the initial fifty-one signatories was reached by October 24th, 1945, thus making October 24th as the birthday of the United Nations. By 27th December it was ratified by all initial members (The founding of the United Nations international cooperation as an evolutionary process, no date). Which began with merely 51 member states, today the United Nations has 193 strong members. United Nations has its headquarters in Manhattan, New York City with major offices located in Nairobi, Geneva and Vienna. The member states of the association sponsor it by voluntary and assessed aids. Along with its primary purposes of embracing the need of upholding global peace and security it works in direction to encourage human rights, protect the environment, nurture social and economic growth and provide humanitarian support in cases of natural disaster like floods, famine or situation of armed battles. The beacon of the world peace and progress of mankind is in the hands of United States. It is expected that there would be more changes in the structure of the United Nations with the change in the world economy. With the above discussion it can be said that the United Nations has had few major and tangible impacts on the developed and developing nations. One of the positive impacts of the formation of UN is the improvement of political conditions across the world. The United Nations has provided a platform where different nations can interact and solve the issues politically and this has ultimately reduced the chances of wars between the nations. For example, United Nations has a key role to act as intermediary where India and Pakistan can talk and resolve the Kashmir issue. The formation of United Nations also had positive impact on the social attributes and society at large. With the establishment of United Nations, governments of different nations have been successful to create a platform where the bridge between the rich and poor could be reduced. In the 20th century the role of UNO has changed and likewise the impact of UN has also changed. For example, today, the UN has an important role to play in the climatic conditions. By the middle of the 20th century, it was becoming clear that human action had significantly increased the production of these gases, and the process of global warming was accelerating. The common man and the society looks at the UN to establish a platform where different nations can have a similar energy and climate policy. It is expected that UN would have a framework in place that would foster sustainable development across various geographies and it would ultimately have a positive impact on society. It can be said that the United Nations is at the forefront to save the planet. The organization has conducted various international summits to ensure that the problem of climate change and global warming could be minimized. The United Nations has been acting as the central bridge for the communication acro ss different nations. This has eventually, increased the collective productivity of nations to fight with the issue of global warming, climate change and sustainable development and these issues are required to be resolved so that the society at large could be benefited. Five research questions: How has United Nations bridged the social gap between the nations? What is the role of United Nations to resolve the global political conditions? Does UNO have a role to manage the global economic crises? How can government of different nations use UNO as a platform to bring social justice? How is the role of UNO different for developed nations and developing nations? References Arend, A.C., 1996. United Nations, Regional Organizations, and Military Operations: The Past and the Present, The. Duke J. Comp. Int'l L., 7, p.3. Elrod, R.B., 1976. The concert of Europe: A fresh look at an international system. World Politics, 28(02), pp.159-174. Ginsburg, T., 2010. Eastphalia as the Perfection of Westphalia. Indiana Journal of Global Legal Studies, 17(1), pp.27-45. Goodrich, L.M., 1947. From League of Nations to United Nations. International Organization, 1(01), pp.3-21. Hilderbrand, R.C., 2001. Dumbarton Oaks: the origins of the United Nations and the search for postwar security. UNC Press Books. Nicolson, H., 2000. The Congress of Vienna: a study in allied unity, 1812-1822. Grove Press. Rusell, R.B., 1958. A History of the United Nations Charter: The Role of the United Staes, 1940-1945. Washington: Brookings Institution [1958]. The founding of the United Nations international cooperation as an evolutionary process (no date) Available at: https://acuns.org/wp-content/uploads/2012/06/The_Founding_of_the_United_Nations_-_International_Cooperation_as_an_Evolutionary_Process.pdf (Accessed: 29 July 2016). Weiss, T.G., 2011. United Nations and changing world politics. ReadHowYouWant. com.