...Role of India in WTO - 2025 India has aligned itself with WTO in the goal to reduce the trade barriers and tariffs to zero by 2025. World Trade Organization The World Trade Organization (WTO) is a global international organization dealing with the rules of trade between nations. The work of WTO moves around WTO agreements, negotiated and signed by the bulk of the world's trading nations and ratified in their parliaments. The goal is to help producers of goods and services, exporters, and importers conduct their business. Why Do We Need WTO? Conclusion • WTO- Its Need − to contribute towards international peace − is based on rules and has nothing to do with power of the nation − gives consumers more choice and a broader range of qualities to choose from − stimulates economic growth − allows disputes to be handled constructively 1. The main benefits of World Trade Organization are as follows: - 2. The system helps to contribute towards international peace, by helping the trade to flow smoothly and dealing with disputes over trade issues. 3. The system allows disputes to be handled constructively. With Global boundaries evading, more and more trade is taking place, and hence, leading to more chances for disputes. To put forth to the claim, around 300 cases have been filed since inception of WTO, and without peaceful and harmonious way to resolve them, they could have led to a political crisis. 4. It's a system, which is based on rules and...
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...Group Leadership and Conflict Summary Group Interaction Our group interaction was non-existent. Two of five group members posted to the discussion area by Sunday. What I believe was an issue was that it was just a discussion instead of a group assignment. At least with a group assignment, like a paper, we would have to collaborate to complete a task for a grade. I cannot really answer many of the other questions pertaining to the group interaction because of the lack of participation. Although, in past experiences with Learning Teams, things go very well. I have experienced conflict within most of the Learning Teams in the beginning and only once they were not resolved by the end of the first assignment. Conflict Styles The conflicts can be constructive and destructive depending on the situation. The collaborative groups utilize conflicts as an opportunity to provide innovative solution for an issue. The leadership capability of the group leader can develop a strategy to avoid destructive conflicts in a group. The conflicts can be broadly categorized into five groups based on two dimensions which are concern for own goals and concern for group goals. When group members give low priority for own goals and low priority for group goals then it can be referred as avoidance style of the members. When an individual in group gives high priority for group goals and low priority for own goals then it can be treated as accommodation style. When a team member gives little priority...
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...LEADERSHIP, MOTIVATION AND ORGANIZATIONAL CONFLICT MOST PRESSING TOPICS IN ORGANIZATIONAL BEHAVIOR Organization behavior is the study of behaviors and attitudes of people in an organization. After all human behaviors and attitudes determine effectiveness of any organization. The approach used in studying OB is the system approach. In other words, this approach interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives. In this paper we propose to study leadership, motivation and organizational conflict, as among the most pressing issues in organizational behavior. Further, we shall discuss how these issues can be addressed. 1. Critical role of motivation It is critical for managers to understand why and how employees are motivated if they are to make full use of a worker’s capacity to learn and perform. For a manager, motivating employees to learn and perform at their best is a complex and difficult challenge. No two individuals, that is, no two employees including the two who are doing the same job are alike. At any time two different individuals will have two distinct needs and desires. Moreover, what motivates an employee to perform well today may not motivate him the next year, or next week, or even next hour. However, a motivated set of employees represent tremendous...
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...Group Leadership and Conflict Summary SOC/110 July 27, 2015 Robert Holland Group Leadership and Conflict Summary In this week’s assignment we as a group, were to watch the two videos “Planning a Playground” and “Politics of Sociology”, discuss them as a group and write a summary. Being that this is my first online class that I have had to work with a group in I was very nervous about it. When doing discussions online, without prior physically meeting and getting to know one another, things can always take a turn that is not intended or needed. My team/group was great! Not only was the intent of our discussion clear but I also liked how we all posed questions within our discussions that made you really think. We challenged and discussed different views of these two videos which made the discussion that more intriguing. For the most part we viewed the videos in the same aspect but brought the creativity of thinking outside the box and it made the discussion even more productive. This by far has been a great experience with my team. Each discussion that has been transpired has come from and with a positive attitude and an open mind. We were able to take our time and really discuss things without being rushed. Upon some further reviewing, I just realized that we were missing two other team members. Not sure what happened but they never made it into the discussion. Although I haven’t mastered and I am still trying to learn my way into the different arenas of the online class...
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...SIXTY DAYS AFTER CORPORATE LEADERSHIP MODULE-THE ROLE OF RELIGIOUS LEADERSHIP IN CONFLICT PREVENTION AND RESOLUTION INTRODUCTION One day, a gentleman came to my office and in the course of our conversation he sought to convince me to become an Adventist. When I asked if he would like to become a Catholic instead, he immediately responded in the negative without assigning any serious doctrinal reasons. What was even more interesting was that he attended Catholic schools from the basic to the high school level. Next, to elicit his sociological reactions, I asked him to read a book by Bertrand Russell, a British philosopher. The book is titled WHY I AM NOT A CHRISTIAN. Without bothering to read even the first page of the book, he dismissively responded, “I don’t read such books; they are satanic.” I recognized immediately that he was in a state of dissonance, a state of conflict for he was sweating profusely in spite of the chilling temperature in my air-conditioned office: his psychological posture was that as an academic and a budding sociologist, he was supposed to read as widely as possible but reading books that would challenged the basis of his faith was asking for too much. So, the questions are: Why is religion such an emotive and volatile phenomenon? Why do people kill in the name of religion which often carries the message of peace, love and reconciliation? Why do people engage in apparently irrational behaviours in the name of religion? The answer is simple:...
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...SOC 110 TEAMWORK, COLLABORATION, AND CONFLICT RESOLUTION GROUP: WCICS178 DATES: October 28, 2008 November 4, 2008 November 11, 2008 November 18, 2008 November 25, 2008 INSTRUCTOR: Dr. Brian N. Hewlett Program Council The Academic Program Councils for each college oversee the design and development of all University of Phoenix curricula. Council members include full-time and practitioner faculty members who have extensive experience in this discipline. Teams of full-time and practitioner faculty content experts are assembled under the direction of these Councils to create specific courses within the academic program. Copyright Copyright ( 2003 by the University of Phoenix. All rights reserved. University of Phoenix® is a registered trademark of Apollo Group, Inc. in the United States and/or other countries. Microsoft®, Windows®, and Windows NT® are registered trademarks of Microsoft Corporation in the United States and/or other countries. All other company and product names are trademarks or registered trademarks or their respective companies. Use of these marks is not intended to imply endorsement, sponsorship, or affiliation. Edited in accordance with University of Phoenix® editorial standards and practices. Course Syllabus |Course Title: |Teamwork, Collaboration, and Conflict Resolution | |Course Schedule: |Tuesdays, October 28 – November...
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... there is one main thing you need to know: yourself. You need to know how you communicate, how you process emotions and how you appear to others. You need to know when you might be getting angry, or happy, and how to adjust your behavior to prevent you from doing more harm than good. You need to know what your strong points are and what areas you may need work on; and you need to know that you are not going to be the expert in everything and you need to know how to be okay with that. From the first sets of reading in our class textbooks, we started with the basics. Self-awareness, trust and understanding our ethics and values (de Janasz et al, 2012) kicked off one set of reading, while taking a look at how we are affected by and handle conflict (Griffith & Goodwin, 2013) lead off the other. While the two offered different contexts for examining ourselves, they both stressed the importance of knowing yourself and being able to recognize how we are affected by the things going on around us. Once we have a handle on this, then we can move on to leading, helping and motivating others. This final assignment asks us to take a look at something that takes this intrapersonal evaluation a step further. By using a theory developed by Argyris and Schon in the mid-1970’s we are asked to take a look at what we plan to do in a certain situation (espoused theory) and we actually do in the situation (theory-in-use) (Anderson, 1997). Common sense might indicate that the two usually go hand-in-hand...
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...Defining Millennials So how do you define the term Millennials? The term Millennials is usually considered to apply to individuals who reached adulthood around the turn of the 21st century. The precise delineation varies from one source to another; however, Neil Howe and William Strauss authors of the 1991 book Generations: The History of America’s Future, 1584 to 2069, are credited with coining the term. Howe and Strauss define the Millennial cohort as consisting of individuals born between 1982 and 2004. Overall, the earliest proposed birthdate for Millennials is 1976 and the latest 2004. Given that a familial generation in developed nations lies somewhere between 25 and 30 years, we might reasonably consider those the start and end points (techtarget.com). Millennials grew up in an electronics-filled, increasingly online, and socially networked world. They are the generation that has received the most marketing attention. As the most ethnically diverse generation, Millennials tend to be tolerant of difference. Having been raised under the mantra "follow your dreams" and being told they were special, they tend to be confident. While largely a positive trait, the Millennial generation’s confidence has been argued to spill over into the realms of entitlement and narcissism. They are often seen as slightly more optimistic about the future of America as other generations -- despite the fact that they are the first generation since the Silent Generation that is expected to be...
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...Running head: MANAGING WORKPLACE CONFLICT Managing Workplace Conflict: A Look at Leadership Styles Abstract Leadership styles play a large part in managing workplace conflict. These styles can help or hinder the actual conflict. This paper will look at several different types of leadership styles and discuss how these styles can play a role in resolving workplace conflict. Is there one style that is better than the other? When trying to resolve workplace conflict there are three steps that a leader should implement to successfully resolve the conflict, these steps will be discussed. In order to understand how leadership styles can affect workplace conflict one must first know what conflict is. Conflict is strong disagreement between people, groups, etc., that results in often angry argument or a difference that prevents agreement: disagreement between ideas, feelings, etc. (Merriam-Webster's collegiate dictionary (10th ed.), 1993). Conflict is not always a bad thing; it can be healthy for an organization to have some conflict. The approach from a leader’s perspective can help or hinder the initial conflict. Conflict is a normal part of everyday life. Just like breathing, conflict is going to happen at some point in your day. Many companies have teams that work closely together and this can be a breeding ground for conflict. When you have groups of people working together you are going to have many different personalities that come into play. Shetach (2012)...
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...you. Influence: the capacity or power of persons or things to be a compelling force on or produce effects on the actions, behavior, opinions, etc., of others (dictionary.com). 2. What is leadership and how does it differ from management? Ans. Leadership: According to Robbins and Judge,” Leadership is defined as the ability to influence a group toward the achievement of a vision or set of goals.”(2014) the source of this influence may be formal, such as that provided by managerial rank in an organization. But not all leaders are managers, nor are all managers leaders. On the other hand, management is defined as the act or skill of controlling and making decisions about a business, department, sports team, etc.(Robbins &Judge,2014) Difference between leadership and management are: All organizations need strong leadership and strong management for optimal effectiveness. We need leaders to challenge the status quo, create visions of the future, and inspire organizational members to achieve the visions. We also need managers to formulate detailed plans, and to create efficient organizational structures, and oversee day-to-day operations. The manager administers; the leader innovates. There is little difference in manager and leader is. There is little difference in leadership and management is: The...
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...Learning Team B Leadership Analysis To become a leader in the 21st century requires the tenacity to embrace change. For example, how information is transmitted, and how resources are allocated requires visionary leaders who are equipped with a broad range of talents and temperaments. According to Clawson (2006), "the more organizations are built around teams; the more old measures of performance become outdated" (p. 241). Leadership in the 21st century requires the tenacity to embrace change, and have a broad range of talents and temperaments. According to Wren (1995), “the only thing of real importance that leaders do is to create and manage culture, and the unique talents of leaders is their ability to understand and work with culture” (p. 273). In the past 100 years, researchers have studied the means, methods, and models of building and leading teams. The research on leadership models and behaviors emerged through the modernization of manufacturing and production of goods and services. Studies included the study of biographical characteristics of members, such as sex, age, education, marital status, race, religious affiliation, geographic region of birth, weight, and height are some of the data collected (Bass, 2010, p. 7). Moreover, the purpose of this essay is to give an overview of the team’s online assessment scores and how each team member’s leadership style translates into specific leadership behaviors and practices. In addition to the overview...
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...Reflective Leadership Plan Donald Graham University of Phoenix Reflective Leadership Plan I have had many leadership courses throughout my life, this course Leadership Theories and Practice has been the most profound for me. The theories and self-assessments have caused me to reflect on my current knowledge and application of leadership style and theories. I have discovered that my skills and mind set as it relates to leadership needs to develop and grow into the person and the leader I wish to be. I have developed the following action plan for the development and improvement of my leadership skills. Leadership Theory The assessment of my current leadership style or theory is the situational approach. Clawson (2006) described a situational leader as one who is concerned about the contextual factors of the nature of work required (p. 386). According to Hersey and Blanchard as quoted by (Clawson, 2006) the situational theory can be identified using a two dimensional grid of task orientation and people orientation. The situational approach used a contingent pattern of task and relations behavior with little evidence that this approached increased the effectiveness of the leader (Yukl, 2006). I have been an action or task orientated leader to this point in my life. I want to become a transformational leader to realize effective leadership. Yukl (2006) described a transformational leader as a leader that affects their followers to make necessary self-sacrifices...
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...Over the past five weeks, learning about leadership in a diverse society has given me clarity of the tools I need to become a more effective leader. In the short few weeks we focused on self-assessing leadership theories, management, time management, personality traits, conflict handling style, and emotional intelligence according to my type of leadership. Self-assessing each of these components has given me the proper tools to improve my leadership and I am intrigued about what I found out about myself on this journey to enhance my leadership skills. Discovering the tools needed from a combination of leadership theories management, time management, understanding my personality traits, understanding conflict handling styles, the importance of the emotional intelligence, using the instructor’s recommendations, and understanding the role of nurse informatics and its technology in healthcare has helped me better understand my leaderships strengths and how to repair my weaknesses. I have learned many different things about leadership, management, and time management. According to a 2014 article by MSc Nizar Said defines time management as, “The ability of a person to use the time function to accomplish the tasks in the exact timing” (Said, 2014). It is important to acquire effective time management skills to use time efficiently. This same article states, “Time management is recognized as an important component of work performance and professional nursing practice, as well as help...
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...BUS520 Week 11 Final Exam 1 and 2 BUS520 Week 11 Final Exam 1 and 2 BUS520Week 11 Final Exam 1 and 2 Download Answer Here http://workbank247.com/q/bus520-final-exam-1-and-2/6911 Question 1 According to the Ohio State leadership studies, a leader high in __________ is sensitive to people’s feelings and tries to make things pleasant for the followers. • Question 2 __________ make(s) a leader’s influence either unnecessary or redundant in that they replace a leader’s influence. • Question 3 According to the path-goal leadership theory, a manager is showing a participative leadership style when he/she __________. • Question 4 According to __________ approaches, individual behavior is constructed in context, as people act and interact in situations. • Question 5 Meindl referred to the phenomenon whereby people attribute almost magical qualities to leadership as _____________. • Question 6 The __________ that are driving organizations of all types and sizes can be found in organization-environment relationships, the organizational life cycle, and the political nature of organizations. • Question 7 The decision to construct a new overseas plant can be considered to be a(n) __________. • Question 8 Which of the following, refers to altruistic love? • Question 9 __________ is intentional and occurs as a result of specific efforts by a change agent. • Question 10 Another name for incremental change is __________. • Question...
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...(Home): I hereby confirm that the assignment submitted herein is my own original work. ------------------------------------------------- Signature of Student……………………………………Date:……………………………… For office use only: Date scanned and returned to student……………………………………………………. TABLE OF CONTENTS Page 1. Question 1 Motivation 2 1.1 Lessons about staff motivation 2 1.2 Details of motivation theory 3 2. Question 2 Conflict and negotiations 4 2.1 Identification of conflicts 4 2.2 Overall nature of conflict 5 2.3 Possible ways of dealing with conflict 6 2.4 Best way to resolve the conflict 8 2.5 Avoiding a conflict 10 3. Question 3: The Perils of Leadership 11 3.1 “Experts cannot agree if leadership is a trait, a characteristic, a role, a style, or an ability” 11 3.1.1 Definition of leadership 11 3.1.2 Strengths and weaknesses of the trait theories of leadership 11 3.2 Contingency leadership theories 13 3.3 Contention that sometimes leadership is irrelevant 20 4. Question 4: Groups and Teams 22 4.1 Identify and explain groups or teams 22 4.2 Lessons learnt from work experience 23 4.3 Advise on course of action to take 24 5. Bibliography or list of references 25 Question 1 Motivation 1.1 Lessons about staff motivation from the work practices of Uddevalla The people at Uddevalla were demotivated because of the anomaly of the working situation, which...
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