Radio Frequency Identification Technology

Questions: Assess the utilization of Radio Frequency Identification (RFID) technology.Your evaluative report ought to incorporate the accompanying: a) Briefly clarify how the innovation works. b) Explain the business or specialized issue the innovation is intended to settle. c) Identify the technologys confinements. Does it make any new issues? d) Evaluate in any event one associations execution of the innovation. e) Assessment of the technologys possibilities for achievement in the commercial center. Answers: 1. Presentation RFID or state Radio Frequency Identification Technology is to some degree like an innovation of scanner tags. The name is a portrayal of a little electronic gadget which is fitted alongside recieving wires and a chip. The chip saves up to 2,000 bytes or not as much as that. Presently when we state that standardized identifications and RFID are comparable, the speaker is attempting to state that the working of both is to some degree as comparative as both are required to be examined for removing the information. Both give data to an elite identifier for that specific chip (LLC, 2012). In any case, at that point, RFID framework has a few adjustments changed in it which permits it to accomplish crafted by important atm cards or standardized tags in a substantially less advanced way. That is, in a standardized tag of an ID card, visa or plastic and the market scanner tags should be examined at a specific scanner and in a particular way. The RFID innovation permits the client at a supermarket just to keep his pack inside a scope of 20 Ft close to the high-recurrence gadgets, and all the things will be filtered without expelling every single thing from the sack and checking it separately. The innovation has been around the bend for more than 50years, however we have had the option to arrive at the edge for creating this innovation as a control gadget as of late. 2. Working of the innovation RFID All things considered, the working of RFID doesn't comprise of any elevated level science rather it is an imaginative and modernized rendition of our everyday gadgets which will make our lives a lot simpler and the procedure of a bill making a lot simpler (There are numerous different points of interest of RFID). Presently let us talk about in insight concerning the constituent pieces of the RFID specifically Transceiver is required for deciphering the information, and it comprises of a decoder, Antennae is required for filtering signals, Transponder-it comprises of the RFID label which incorporates the encoded data. The recieving wires which are utilized for examining discharges RF signals at a fairly little range; this radio-recurrence does two thing. Right off the bat, it goes about as a mechanism for reaching with the transponder (for example the RFID tag) and also, it gives the RFIA required vitality for talking (just if there should arise an occurrence of the detached RFID) This is probably the greatest bit of leeway of the RFID labels for example they needn't bother with any outside operator for giving them the basic vitality required for working appropriately. Henceforth, they can be utilized for quite a while and perhaps decades (Cunning, 2010). The reception apparatuses utilized for filtering can be fixed anyplace, or they can even be handheld. In addition, these reception apparatuses can be formed into any shape according to the accommodation of the client. For, e.g., these radio wires can be utilized by fixing them as a door jamb, and they can screen what and who goes through the entryways. So when a RFID goes through individual radio wires field, the RFID chip gets initiated, and it sends the data on to its microchips from where the recieving wire can peruse and decipher the data in like manner. As priorly expressed session latent RFID chips, there are two kinds of chips which can be utilized for various purposes. These are:- Dynamic RFID chips-the primary favorable position of these chips is that they can be used by the client from an a lot further separation. In spite of the fact that, they have a constrained life expectancy. These chips are said to have a life expectancy of 10 years, yet it has been seen that the chips tend not to keep going for these numerous years. Detached RFID chips-these labels don't have the issue of life expectancy, and in addition, these chips are a lot littler in size. (corporate.target.com) 3. The specialized and business field related issues which can be unraveled by RFID There are a great deal of difficulties which can be explained and are being illuminated with the assistance of the RFID innovation. Probably the most huge advantages of the RFID innovation are that it isn't basic for the tag to be on the outside of the article (subsequently, it can't wear), the perusing length for these cards is underneath 100 milliseconds, it lessens the time which is a burn through by perusing each thing in turn by the standardized tag perusers. Making the whole technique considerably more liquid and faster, these can be utilized for following exercises of creatures explicitly the sniffer hounds by security organizations, these labels are rice-sized and are embedded underneath the skin, one of the instrument-production organizations began fixing RFID in the hand crafted guitars and has added these labels to in excess of 30,000 guitars as of now. This aides in limiting the burglary proportion for these costly hand-made guitars. (www.techweekeurope.co.in) 4. Impediments of the innovation A portion of the issues with the RFID innovation (Lopez, 2011) are that there are no regular justification for the standard set for RFID, the RFID framework can be upset effectively, the Readers signal cover happens when a few perusers cover one another, Tag impact this happens when a great deal of labels are available in a microscopic territory Security, moral and protection issues:- This segment will discuss the security and protection issues and a portion of these are that the labels can be perused considerably after the things have left the gracefully chain, these cards are hard to evacuate consequently; they stay on the item constantly, these labels can be perused with no information on the proprietor or client of the item, the one of a kind sequential numbers can be connected to singular Visas, henceforth, making the certifications defenseless. 5. Case model an organization utilizing RFID (Amazon) Amazon Despite the fact that the whole procedure is in beginning periods, Amazon has absolutely made forward strides for inserting the RFID innovation in its framework. The organization has fairly got hold of the bull (RFID) by the two its horns and has drawn nearer theAuburn Universitys RFID Lab for helping the organization in implanting the innovation in their system.The understudies of the University are helping the business to configuration, send and integerate the RFID innovation inside their offices. The organization is trusting that the educators and the understudies fundamentally center around the Amazons the most prime conveyance area in the territory of Atlanta alongside the new programmed satisfaction habitats arranged in New Jersey and Dallas (Smiley, 2016). As the senior VP of the Amazon, Mr. Clark said that Amazon centers around conveying items in rapidly, lower expenses and give the clients an open door for increasingly rich determination. According to Clark, RFID innovation is a medium through which Amazon will have the option to improve all the activities above. RFID likewise furnishes them with the capacity to put away merchandise into their storage facilities at an energetic pace. Additionally, it will give Amazon to follow the shipments to their clients in a vastly improved manner. Consequently, it tends to be said that Amazon will receive the rewards of RFID innovation and more than that, they have launched this system a lot sooner than numerous different contenders. 6. Breaking down the possibilities of innovation for achievement in the market The most recent couple of years have seen an expanded bond between the sensor innovation and the RFID. Not many of the normalization bodies like the IEEE and the ISO/IEC are creating altered and better particulars just as refreshing the prior standards to mirror this intrigue (Smiley, 2015). There has been a devoted and excited consideration given to limiting different normalization records just as bodies which have developed so as to stay away from the endeavors of duplication and accelerate the whole standardization process. In this universe of complex normalization, this interconnection of a few guidelines has made the procedure considerably more confounded to comprehend. This has been increasingly perplexing in light of the fact that a significant number of these reports are underway and advancement and getting refreshed normally. End At any rate, it is obvious that an ever increasing number of advancements are coming up for RFID and organizations can be seen messing with this innovation to remove the most extreme from its latent capacity and in the following 10years, we will see a great deal of run of the mill life things worked through RFID (Roberti, 2008). Amazon has been doing truly well with this innovation and numerous different associations have likewise come up to take this test of teaching RFID in to their frameworks. References Shrewd, M. (2010).How RFID works. Recovered June 11, 2016, Diary, R. (2015, May 29).Amazon declares a program with Auburn RFID lab. LLC, T. (2012).What is RFID?Retrieved June 11, 2016, Lpez, T. S. (2011). RFID and sensor mix measures: State and prospects. PC Standards Interfaces,33(3), 207213. doi:10.1016/j.csi.2010.09.002 Roberti, M. (2008, December ). The fate of RFID: Whats available for the up and coming age of RFID. Recovered June 11, 2016, Smiley, S. (2015, October 28).Four organizations utilizing RFID for flexibly chain the executives - RFID insider.

Essay Sample on Management in Japan

Article Sample on Management in Japan The executives in Japan, just as in some other nation, mirrors its chronicled highlights, culture and open brain research. It is legitimately associated with social and monetary arrangement of the nation. Japanese strategies for the board are fundamentally unmistakable from European and American. It doesnt imply that the Japanese work all the more successfully. It is conceivable to tell more probable, that fundamental standards of the Japanese and European administration lay in various planes, having a couple of purposes of intersection. The Japanese administration depends on cooperation. It utilizes all good and mental switches of effect on the individual. As a matter of first importance, honorable obligation to aggregate, which is practically indistinguishable from sentiment of disgrace in the Japanese attitude. Considering the way that Japanese expense framework takes a shot at getting citizen’s livelihoods and government assistance to some average worth, by dynamic financial instrument, government assistance definition in the public arena is insignificant, in this way it empowers to utilize sentiment of community as successfully as could reasonably be expected. Japanese technique for the board varies from European and US strategies as a matter of first importance by its course: fundamental subject in Japanese administration is HR. Target that Japanese top-troughs use to look with is to raise working proficiency over expanding profitability of work. In the mean time, European and American administration objective is benefit augmentation, with as low endeavors as could reasonably be expected. We can characterize such qualities of Japanese administration: Business ensures lead to dependability of labor and diminish worker turnover. Security fills in as impetus for laborers and representatives, it fortifies corporate network feeling, orchestrates relations between standard specialists and the executives. Discharged from squeezing danger of excusal and having a genuine open door for additional advancement, laborers get inspiration for reinforcing sentiment of partnership with organization. Dependability offers plausibility to expand amount of administrative assets, from one perspective, and purposely to coordinate their vector on the goals increasingly critical, than discipline upkeep, then again. Japanese Employment ensures give arrangement of deep rooted recruiting †remarkable event that is doesnt clear for European outlook. At the point when every single administrative level and laborers begin utilizing normal data database about firm legislative issues and action, environment of cooperation and basic obligation begins to create, improves communication and builds profitability. In this regard gatherings where engineers and regulatory specialists participate, get fundamental outcomes. Japanese administration likewise attempts to make normal base of comprehension of corporate qualities for company’s laborers, for example, subjective assistance need, participation among laborers and organization, collaboration and connection of divisions. The executives tries to develop and keep up corporate qualities at all levels. Japanese companys presidents talk about need of value confirmation all the more frequently. While overseeing make process their primary consideration getting precise information about quality. Individual consideration of the head comprises of affixing endeavors over quality control, and subsequently, running his zone of assembling with highest caliber Information social affair and its efficient applying to increment financial proficiency of assembling, subjective attributes of assembling and subjective qualities of creation is given uncommon sense. Consistently leader of the organization checks salary things, volume of production, quality and gross receipt, to see whether results are concurred with characterized values and to uncover future issues on beginning times of their appearance. To adapt to challenges and to help with taking care of issues arranged by their appearance Japanese regularly apportion the board staff directly in working territory. While issues are unraveling little developments are added and it prompts gathering additional curiosities. In Japan to help extra developments the arrangement of imaginative offers and gatherings of value is broadly utilized. Cleanness and request on fabricate is one of the basic factors that make Japanese merchandise of high caliber. Chiefs set such request that helps increment profitability and nature of work. As a rule Japanese administration is portrayed by accentuation on progress of human relations: coordination, community, high good characteristics of laborers and representatives, harmonization of relations in organization among laborers and the executives. On the off chance that you need a custom exposition, research paper, look into paper, proposal, thesis on Management, Economics, Business or other order don't hesitate to contact our expert custom composing administration.

Using PowerPoint Online to Make More Presentations

Using PowerPoint Online to Make More PresentationsAs the popularity of PowerPoint presentation online has increased, it's become a common task for students to have their own PowerPoint online. If you're a teacher or a manager who likes to impress your audience and make sure they understand all of the details, a video presentation can do the trick.It can also be the perfect for teachers to learn more about their students. Instead of an oral presentation that you've had to deliver hundreds of times, you can capture your speech in a powerful video format and teach it with the students. Plus, it allows them to see what you're really talking about in your speech, while being able to go back and review their work.A great idea is to have multiple versions of the same PowerPoint presentation online. Students can use a variety of cameras, wireless webcams and even laptops to take notes, send emails and keep files. So, there's no chance of anyone getting confused. Students can select different cameras and then edit them to reflect their personal preferences.An example of using a variety of PowerPoint online is to have a student get into a heated discussion about food. They may want to highlight foods that are delicious, go in depth about the ingredients used, talk about what other foods are liked by the class and so on. Having to flip through pages of their slides to see exactly what they want to highlight or what they want to talk about will confuse them and make it difficult for them to listen. So, use multiple versions of the same presentation, making it easy for them to move forward.Another idea to use PowerPoint online is for different departments within a company to use alternative presentation formats. For example, perhaps one department might have a set of PowerPoint presentations set up for the company website. Then, the second department might have PowerPoint online presentations set up for the other departments that need to do presentations over the internet. When using PowerPoint online, the possibilities are nearly endless. There are so many different types of presentations that using online PowerPoint presentations can help you make more presentations and explain them better. If your own work is long and needs to be shown again, having your presentations online can simplify the process and make it less time consuming.If you want to make your presentation online, it doesn't have to cost you too much. You can find some affordable software that makes it very easy to make presentations easily and quickly.

Overview of the Children of Helen of Troy

In Greek mythology, Helen of Troy was the most beautiful (mortal) woman in the world, the Face That Launched a Thousand Ships. But what was it like having her as a mother? Was she a Mommie Dearest nightmare or a doting dame†¦or somewhere in between? Hermione the Heartbreaker Helen’s most famous child is her daughter, Hermione, whom she had with her first husband, Menelaus of Sparta. Her mother abandoned little Hermy to run off with the Trojan Prince Paris; as Euripides tells us in his tragedy Orestes: She was â€Å"the little daughter she had left behind when she sailed off with Paris to Troy.† Orestes, Helen’s nephew, says that, while Helen was â€Å"away† and Menelaus was chasing her down, Hermione’s aunt Clytemnestra (Helen’s half-sister) raised the little girl. But Hermione was fully-grown by the time Telemachus paid Menelaus a visit in the Odyssey. As Homer recounts, â€Å"He was sending Hermione as bride to Neoptolemus, son of Achilles, that breaker of ranks of men, for he had promised her to him, and sworn an oath at Troy, and now the gods brought it about.† The Spartan princess was quite the looker, just like her mom—Homer claims her â€Å"beauty was golden Aphrodite’s†Ã¢â‚¬â€but that marriage didn’t last. Other sources have different accounts of Hermione’s marriage. In Orestes, she’s promised to Neoptolemus, but Apollo proclaims that her cousin Orestes—who holds her hostage for her father’s good behavior in the play—will wed her. Apollo tells Orestes, â€Å"Furthermore, Orestes, your Fate declares that you will marry the woman at whose throat you are holding your sword. Neoptolemus, who thinks that he will marry her, will not do so.† Why is that? Because Apollo prophesies Neoptolemus will kick the bucket at the god’s sanctuary of Delphi when the young man goes to ask for â€Å"satisfaction for the death of Achilles, his father.† Hermione the Home-Wrecker? In another of his plays, Andromache, Hermione has become a shrew, at least as it related to how she treated Andromache. That woman was the widow of the Trojan hero Hector, enslaved after the war and forcibly â€Å"given† to Neoptolemus as his concubine. In the tragedy, Andromache complains, â€Å"My lord abandoned my bed, the bed of a slave, and married the Spartan Hermione, who now torments me with her cruel abuse.† Why did the wife hate her hubby’s slave? Hermione accuses Andromache â€Å"of using drugs of magic powers against her, of making her barren and of making her husband despise her.† Andromache adds, â€Å"She says I’m trying to force her out of the palace so that I can take over as its rightful mistress.† Then, Hermione proceeds to mock Andromache, dubbing her a barbarian and making fun of her plight as her husband’s slave, cruelly quipping, â€Å"And so, I can speak to you all as a free woman, indebted to no one!† Andromache fires back that Hermione was as much of a shrew as her mom: â€Å"Wise children must avoid the habits of their evil mothers!† In the end, Hermione regrets her heinous words against Andromache and her sacrilegious plots to pull the Trojan widow from the sanctuary of Thetis (Neoptolemus’s divine grandmother), violating the right of sanctuary Andromache had invoked by clinging to Thetis’s statue. An undercover Orestes arrives on the scene, and Hermione, fearful of her hubby’s retribution, pleads with him to help her get away from her husband, whom she thinks will punish her for plotting to kill Andromache and her kid by Neoptolemus.   Hermione beseeches her cousin, â€Å"I beg you, Orestes, in the name of our mutual father, Zeus, take me away from here!† Orestes agrees, claiming Hermione actually belonged to him because they were engaged before her father promised her to Neoptolemus, but Orestes was in a bad way—having killed his mom and being cursed for it—at the time. At the end of the play, not only does Orestes take Hermione away with him, but he also plots to ambush Neoptolemus at Delphi, where he’ll kill the king and make Hermione his wife. Off-screen, they get married; with hubby number two, Orestes, Hermione had a son named Tisamenus. The kid didn’t have such good luck when it came to being a king; the descendants of Heracles kicked him out of Sparta. Under-the-Radar Rugrats What about Helen’s other children? Some versions of her story feature her abduction at an early age by the Athenian king Theseus, who’d sworn a pact with his BFF Pirithous that each of them would abduct a daughter of Zeus. The poet Stesichorus claims that Theseus’s rape of Helen produced a little girl, Iphigenia, whom Helen gave to her sister to raise to maintain her own virginal image; that was the same girl whom her purported father, Agamemnon, sacrificed to get to Troy. So Helen’s daughter may have been murdered to get her mother back. Most versions of Helen’s tale, though, feature Hermione as Helen’s only child. In the eyes of the heroic Greeks, that would’ve made Helen a failure at her one and only job: producing a male child for her husband. Homer mentions in the Odyssey that Menelaus made his illegitimate son Megapenthes his heir, noting that â€Å"his son [was] the dearly beloved child of a slave, for the gods, gave Helen no more issue, once she had borne that lovely girl Hermione.† But one ancient commentator says that Helen had two kids: â€Å"Hermione and her youngest-born, Nicostratus, a scion of Ares.† Pseudo-Apollodorus confirms, â€Å"Now Menelaus had by Helen a daughter Hermione and, according to some, a son Nicostratus.† A later commentator suggests Helen and Menelaus had another little boy, Pleisthenes, whom she took with her when she fled to Troy, adding that Helen also bore Paris a son named Aganus. Another account mentions that Helen and Paris had three kids—Bunomus, Corythus, and Idaeus—but sadly, these boys died when the roof of the family home in Troy collapsed. R.I.P. Helen’s boys.

Essay research study on gender differences - 1272 Words

Non-verbal communication is defined as communication without words. (Devito, 116) Throughout your interpersonal interactions, your face communicates many things, especially your emotions. (Devito, 125) Women are stereotyped in today’s society as to being more emotional than men in emotional settings. Not in all instances is this true, however, men feel they need to set a strong, domineering, display of their emotions and the way they react towards certain emotional situations. Gender display rules are a set of rules that usually either male or female follow in order to fit their specific gender script in society. It is stated in the textbook that women talk more about feelings and emotions and use communication for emotional expression†¦show more content†¦Each participant was tested on an individual basis in a sound attenuated room. Each student was placed 2 m from an overhead projector, which was used to display slides of flowers and snakes. The different slides wer e shown in blocks of six with pauses in-between each slide of one and eight seconds. (Thunberg amp; Dimberg, 2) nbsp;nbsp;nbsp;nbsp;nbsp;Facial EMG activity was measured bipolary over the Corrugator supercilli muscle region, with Beckman miniature Ag/AgCI electrodes filled with Beckman electrode paste. (Thunberg amp; Dimberg, 2). The researchers measured the muscle activity with a Colburn Hi Gain Amplifier, and the EMG signal was integrated with a Coulbourn Contour Following Integrator. All data that was collected was expressed in microvolts. The participants each had two Beckman Ag/AgCI electrodes attached to the second phalanges of the first and second fingers of the left hand to measure skin conductance. (Thunberg amp; Dimberg, 2) Furthermore, after the students saw each slide they were asked to rate how unpleasant they experienced the picture on a scale from 0 to 9, where 0 was not at all, and 9 was very high. nbsp;nbsp;nbsp;nbsp;nbsp;The EMG showed that males and females differed in their responses to the slides. Females displayed a larger reaction than males to the fear-relevant slides, where the males did not differ between any of the different slides. The results of the participants’ ratings presentedShow MoreRelatedResearch Study on Gender Differences1272 Words   |  6 Pagesemotional situations. Gender display rules are a set of rules that usually either male or female follow in order to fit their specific gender script in society. It is stated in the textbook that women talk more about feelings and emotions and use communication for emotional expression more then men, and because of this females express themselves facially more than men. (Devito, 148) The research article I chose to summarize for part two of the textbook is titled, Gender Difference in Facial ReactionRead MoreWhen separating men and women according to gender, most people would do it based on physical1300 Words   |  6 Pages When separating men and women according to gender, most people would do it based on physical appearance. Would you have ever thought that you can tell whether someone is man or woman according to psyche? Psychological gender differences have had a long history dating back for more than a century. The use psychological research on women began in 1879 which also marks the beginning of formal psychology. 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The first thing parents learned about their children before birth is the sex of the baby. This highlights the importance of sex and gender. Sex differences have long been a very important topic in psychology and in understanding why gender differences affect social developmentRe ad MoreGender Differences Between Psychological Androgyny Masculinity And Femininity Scores1722 Words   |  7 PagesAbstract This study aimed to test the idea that there are gender differences in psychological androgyny masculinity and femininity scores. Two hundred and twenty nine first year undergraduates (175 females and 54 males), completed one questionnaire measuring masculinity and femininity - Bems sex role inventory (BSRI). Results were analysed using independent t-tests, which revealed that males scored higher than females on the masculinity scores, whereas females scored higher compared with males onRead MoreThe Rate Of Ptsd Different Among Men And Women Returning From Iraq And Afghanistan1606 Words   |  7 PagesAnalyzing Dissonance in Similar Research: Is the Rate of PTSD Different Among Men and Women Returning from Iraq and Afghanistan? Post-traumatic stress disorder (PTSD) is a concern for many Americans, especially soldiers. The U.S. Department of Veteran Affairs reports that 11-20% of military personnel who have served in Iraq and Afghanistan struggle with PTSD (PTSD: National Center for PTSD). Thankfully, extensive time, effort, and money go into researching the disorder so that psychologists, psychiatristsRead MoreGender: Annotated Bibliography Essay1480 Words   |  6 Pages(2012). Gender Matters: Frminist Linguistic Analysis. London : Equinox. Gender Matters is a collection of various essays on feminist linguistic texts analysis, by Sara Mills. Mills develops methods of analyzing literary and non-literary texts, in addition to conversational analysis based on a feminist approach. The author draws on data from her collection of essays gathered over the last two decades on feminism during the 1990s. The essays focus on gender issues, the representation of gender in readingRead MoreEssay about Gender differences and autobiographical memories1599 Words   |  7 Pagesthe mundane to the profound, help form the self, they provide personal historical context or personal biography for who we are now: they are in essence a ‘database’ of the self.†(Conway, A and Holmes, E, 2005, p228) There has been research conducted into gender differences within autobiographical memories and although not fully understood it has become an apparent theme, that female participants provide more detailed, richer accounts of experiences relating to their memories. A greater emotional connectionRead MoreGender Differences Between Veterans Diagnosed With Posttraumatic Stress Disorder And How It Affects The Genders818 Words   |  4 PagesTopic: Gender Difference In Treatment For PTSD Bernardy, N. C., Lund, B. C., Alexander, B., Jenkyn, A. B., Schnurr, P. P., Friedman, M. J. (2013). Gender differences in prescribing among veterans diagnosed with posttraumatic stress disorder. Journal of general internal medicine, 28(2), 542-548. This research focuses on how medications are being prescribed for PTSD and how it affects the genders. Women have an increase occurrence of having depression and anxiety while men are likely to developRead MoreAbortion Is A Controversial Topic1097 Words   |  5 Pagesopinions among citizens concerning abortions can be related to many factors. Some factors that can polarize citizens’ public opinions towards abortion include laws, politics, religion, and gender. Laws have been established in many states to promote or hinder access to abortions. Medoff (2015) designed a study to determine if restrictive state abortion laws influenced unintended birth rates in the United States. The researcher obtained data concerning unintended birth rates in 2006 and compared

The Roman Politician Augustus

Question: The Roman politician Augustus rose from relatively humble origins to be the most influential governmental figure in Roman history. Shortly before his death, he commissioned a lengthy inscription of what he considered to be his accomplishments and ordered it to be placed in strategic areas across the Roman Empire. This text is known as the Res Gestae, The Things Accomplished or, in short, The Deeds. Read the copy of the Res Gestae. Choose one recurring theme in this document that signifies something of which Augustus seems especially proud. Can the Res Gestae be considered wholly a document of historical fact, or did Augustus also intend it to serve as propaganda? Given that he had founded not just a dynasty but an entirely new form of government, why do you think Augustus would have emphasized your chosen theme in his epitaph? Answer: The central theme of Res Gestae is the glorification of the achievements of Augustus with limited mention of the disappointments and limitations. This is quite evident from the mention of a plethora of achievements of Augustus right from the huge army he raised at a tender age of 19 that helped in establishment of peace in the empire. Additionally, he also emphasizes on the amount of wealth that was spent during his rule on enhancing the prestige of Rome(Morley 1999). It is evident that Ras Gestae is an attempt to serve as propaganda rather than serve as a unbiased historical fact narration. The biased nature is captured in the title itself that translates into The Deeds of the Divine Augustus. Further, the text is aimed at not informing the people of the day about Augustus but rather to serve as a propaganda literature for the future generations who should remember Augustus as an influential leader and thus ensure that his legacy continues in the minds of people (Katrina 2012). In o rder to reach a wider audience, there were several copies of the text so as to enhance the overall propaganda and establish the personal prowess of Augustus. This is also evident from the constant mention of the spent funds being personal funds so as to establish his commitment towards Rome along with his wealth and power. This text was not limited to Latin language but was also translated into Greek so as to ensure wider propaganda(Eck 2007). Hence, the emphasis on propaganda limits its usage as a reliable and authentic reference for the period. References Eck, Werner. The Age of Augustus. London: Wiley-Blackwell, 2007. Katrina. "Res Gestae Divi Augusti, 19-21." Ancient History First year Blog. November 12, 2012. https://brizzleancienthistoryfirstyear.blogspot.in/2012/11/res-gestae-divi-augusti-19-21.html (accessed December 26, 2015). Morley, Neville. Writing Ancient History. New York: Cornell University Press, 1999.

Study Guide free essay sample

Why is Fort Sumner signi? cant in relation to the Civil War? 2. List advantages held by the Confederates at the beginning of the Civil War? 3. List advantages held by the Union at the beginning of the Civil War? 4. Identify a copperhead. 5. Identify writ of habeas corpus. Why did President Lincoln suspend this during the war? 6. What were the three parts to the Union military strategy known as the anaconda plan? 7. Why was the confederate General Stonewall Jackson successful at the ? rst Battle of Bull Run? 8. Identify Union General, George McClellan 9. What was the purpose of the Emancipation Proclamation? 0. Describe the Economy of the north during the Civil War. 11. List hardships experienced by soldiers during the Civil War? 12. What is Andersonville? 13. Who did President Lincoln name as commandeer of union troops from 1864 to the end of the war? 14. Why did General William Sherman burn the city of Atlanta in 1864? 15. Identify Sherman’s March to the Sea. We will write a custom essay sample on Study Guide or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page 16. Describe â€Å"total war† 17. What did the Democratic platform consist of during the presidential election of 1864? 18. Why is Appomattox Courthouse signi? cant during the Civil War? 19. Who was the President of the United States during the Civil War? 20. How did John Wilkes Booth impact the history of the United States? 21. Identify the Battle of Shiloh. 22. Identify the Battle of Atlanta. 23. Identify the Battle of Antietam. 24. Identify the Battle of Gettysburg. 25. Identify the Battle of Vicksburg. 26. List characteristics of the Civil War. 27. What was the purpose for the Gettysburg Address? 28. Who was the President of the Confederate States of America? 29. List characteristics of the Union. 30. What was the signi? cance of the 54th Massachusetts during the Civil War? 31. List characteristics for Abraham Lincoln. 32. Know general facts about the Civil War. Study Guide free essay sample What theological concerns prompted Martin Luthers challenge of the authority of the Catholic Church? What specific reforms did he advocate? -The church was saying that you needed to be saved and you needed Catholic priest to be directly involved in your path to salvation. Luther put emphasis on an individual’s personal relationship with God through Jesus. What forces worked against such an empire in the sixteenth century? Pressures from France and Ottomans halted expansion of the empire 6) How did European monarchs increase their power in the early modern era? What are some of the common characteristics of the new monarchs? -Extended their rule by expanding their lands and territories. A monarch is the person who heads a monarchy, a form of government in which a country or entity is usually ruled or controlled by an individual. 7) What is the fundamental difference between absolute monarchy and a constitutional government? Rapid growth of major cities. We will write a custom essay sample on Study Guide or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Cities increasingly important as administrative and commercial center. 12) What are the characteristics of capitalism in the early modern age? What financial innovations supported the growth of capitalism in Europe? Joint-stock companies like EEIC and VOC organized commerce on a new scale. Capitalism actively supported by governments, especially in England and Netherlands. Protected rights of private property, upheld contracts, settled disputed. 13) What are some of the social changes that resulted from the growth of capitalism? What groups would have been most threatened by or resistant to these changes? Early capitalism altered rural society: improved material standards, increased financial independence of rural worker. Families more independent economically, socially, and emotionally

Vermont Trip Essays - 9, Free Essays, Term Papers, Research Papers

Vermont Trip Essays - 9, Free Essays, Term Papers, Research Papers Vermont Trip VERMONT TRIP: On behalf of myself, and many other students, I would like to formally address the Drug and Alcohol problem that accompanied the 1999-2000 school year Vermont trip. Many times I have heard stories about the infamous Vermont Ski trip, and the many illegal things that have occurred consistently throughout the years. To the best of my knowledge this behavior was ignored, overlooked, and typical of this trip. So in believing that this kind of partying was habitual, I decided to participate along with several others who had attended past trips. At first I was hesitant in bringing anything, but after a couple of conversations with certain individuals, I was convinced that it would be all right to do so without any punishment being enforced. Thus brought me to obtaining the single bottle I was bringing for a friend ,and I to consume with others, along with the other alcoholic beverages brought on the trip by my peers. This brings us to the time of departure for Vermont, on Thursday March 17, 2000. At approximately 11:50 PM I arrived to load the bus. At a little after 12:00 AM we left the Holley High School for Vermont, without A BAG CHECK by any of the seven chaperones. After a ten hour drive we arrived at our destination, Stowe Ski Resort. At around 4:30 PM we loaded the bus to go to the Courtyard By Marriot, the hotel in which we would be staying at for the remainder of the trip. Following our arrival we were given the room assignments, we then unpacked our bags quickly, and my roommates and I hid the alcohol that we each brought under our beds. After that a majority of us students went to the pool, and jacuzzi for a swim before our expected 7:00 PM dinner time. Dinner lasted for about a half an hour, to forty-five minutes, and soon after I then again went to the pool with a couple of people for another swim. Around 8:30 PM I returned upstairs to a friends room, where I then received a phone call from one of my roommates asking me if I planned on returning to our room to drink. I answered hesitantly, but after a little debating I decided to go back to my room. At that moment I only returned ,to change out of my swim clothes, before I headed back to the friends room. While I was in my room changing I was asked by two of my roommates to compare their drinks, and decipher which was better. This then proves that the alcohol, both mine, and my roommates, had already been out and consumed long before I first returned. After that, I went to my friends room and we both then returned to my room at about 9:00pm. Upon arrival we had found six other people in my room already there for one purpose. I then proceeded to ask one of my roommates where the bottles were, he then replied in the liquor cabinet, sure enough there I found all the alcohol moved from under the beds where I last knew it to be, into the place where I was storing my clothes. At that moment I removed the bottle from the cabinet to pass around to my friends. First I had opened the bottle so that everyone could smell the Butter Scotch aroma. After passing it around to all eight people including myself., we then all took one baby sip from the bottle. A few moments after that most of the people in my room decided to go take a swim. Then three female students left to go change into their swimming attire, leaving my friend, three of my roommates, and myself in the room. At this point the bottle had been sealed for a couple of minutes. I was then listening to one of my roommates tell a story, while the other two changed. During this short period of time there was a knock on the door, and Mr. Orbaker who was the ski trip advisor, walked into the room to see me holding the bottle in my hands. After I got done listening to my roommates story I then noticed Mr. Orbaker standing in the hallway staring at me. He then motioned for me to walk over to him, as I did he signaled for the bottle, grabbed the liquor and proceeded to say way to be

Becoming A Fashion Designer Is My Career

but what about the designer who made the clothing line? Does the designer get any recognition? Well as the designer you may not see that but me being the outsider looking into the fashion industry I see it all. The career of a Fashion Designer is and will be very demanding because it 's a very competitive job. Strong competition for jobs are expected because of the large number of people who seek jobs as fashion designers.The research will describe the career of a Fashion Designer, what is required†¦ wanted to work in the field of fashion. Growing up I always felt the need to look different. At a young age, I began to sketch garments with hopes that someday I 'll be a fashion designer, my clothing line will be popular and worn across the globe. Fashion is an extremely innovative and artistic industry that allows people to express themselves through clothing. My career goal, which I have worked towards since my freshman year in high school is to become a fashion designer and philanthropist. People†¦ recently made my decision on what career I want to pursue. It wasn’t always apparent to me, but I finally realized that I want to be a Dermatologist. I chose this career because I’ve always wanted to work in the medical field. However, I’m not one for needles and blood. This raises a little bit of a problem because that is mainly all that the medical field deals with. Despite that, dermatology doesn’t overly deal with these things - making it possible for me to choose this career. It is also something†¦ Fashion Designer People need clothes. That is just a basic fact. Fashion designers are the ones that design the clothes that people wear. Designing can be a long process. A design has to be done for an item, pick out the right fabrics and colors, and one may need to put together a sample product to see what it would be like. Without fashion designers, we would not really have clothes to wear. Being a fashion designer is important because they learn to make and design clothes so people can have†¦ order for myself to reach my ultimate career goal of becoming a Human Resources Manager in a large firm, that I personally develop myself to be especially rich in intrapersonal, interpersonal and organizational effectiveness. These skills play a critical role in all businesses in today’s society REFERENCE. Firstly, I must understand the prominence these skills have within the workplace and develop myself in order to succeed in the future. This portfolio will assess my intrapersonal effectiveness†¦ Learning is a lifelong process and in my view, there is no better job than assisting others in this process. The satisfaction in being instrumental to a learning cause is the only way I draw purpose to my living. I never knew I would be an Instructional designer when I applied for my Engineering degree in Computer Science. It was not until my first job as a software engineer that I realized how enthralling it can be to write training content. After finishing my fresher orientation I had a choice to†¦ During the summer before I began my eight grade year of high school, I decided to read an old medical encyclopedia of my grandmother’s. Little did I know, I would read this book day after day, eventually leading to the discovery of my chosen career path. From that summer on I knew without a doubt that I wanted to become a doctor. I finished high school with great enthusiasm as I knew next fall I would begin my first collegiate steps to fulfill my dreams of becoming a physician at the only university†¦ This time it’s different. I am the sole provider for my kids. Not having a degree is a major impediment to me moving much beyond my current position. For my family this means that we could be forever tied to a modest income. We may not be able to buy a home in a good part of town which would prevent my kids from being able to attend the best schools. There are so many things now that rely on me being able to achieve my career goal of becoming a department manager, and one day a partner or owner of†¦ I have found the courses I have taken at the University of Bridgeport to be quite constructive and insightful on my journey to becoming an educator. The one aspect I enjoyed in the courses was most of the instructors were either currently teachers or had some sort of teaching background. I found their authentic knowledge on teaching to be very informative. I extremely enjoyed some of their personal stories about their encounters and experiences in the field. As a student, you want someone with previous†¦ but what about the designer who made the clothing line? Does the designer get any recognition? Well as the designer you may not see that, but me being the outsider looking into the fashion industry I see it all. The career of a Fashion Designer is and will be very demanding because it 's a very competitive job. Strong competition for jobs are expected because of the large number of people who seek jobs as fashion designers.The research will describe the career of a Fashion Designer, what is required†¦

Colour theory Essay Example | Topics and Well Written Essays - 500 words

Colour theory - Essay Example RGB colour model is a colour that is based on light. These three colours are the three primary colours with green replacing the colour yellow. When the three colours are combined, then it becomes possible to produce any other colour. This colour model is only used with source of light and does not apply to printing (Albers 2006). CMYK colour model is the colour method that is based on pigments. The initials stand for Cyan, Magenta, Yellow, and Black. K stands for black. When the four colours are used, it becomes possible to achieve other colours. CMYK model cannot reproduce the same amount of colour as the RGB colour model. This is the reason why when printed yellow-green at times appears slightly muddy. This is the method employed by printers the world over. It is also an intelligent way or mixing paints (Albers 2006). Colour space is a helpful conceptual tool for comprehending the capabilities of colour of a digital file or device. Thus, when one is trying to make a reproduction of colour on another device, the colour spaces reveal whether one will manage to retain the highlight or shadow detail, the saturation of colour as well as, by how much wither of the two will be compromised. The process of keeping colour consistency in digital photography runs from the minute one takes a photo, uploads it to the computer, converting the same to jpegs and printing it using a variety of output technology. The process of editing an image involves the existing profile of the image. This is what is referred to as a working colour space.

Maritime operations( cellular container ships) Essay

Maritime operations( cellular container ships) - Essay Example Several people are involved in the loading or unloading of a ship. These people are such as the pilot who guides the ship to the dock where it will be loaded or unloaded. This person is important because, without them, the ships would run the risk of running aground or even colliding with each other in the chaos of looking for docking space (Kachel 2008). This person has a good knowledge of the waters and, therefore, is hired by the ship’s master to assist guide the large vessel. The pilot, therefore, serves to protect the ship as well as the marine life. There is also the role played by the ship’s master. This is a senior person in the hierarchy of command of the ship. He/she has the responsibility of ensuring that the cargo within the ship is safely conveyed to its destination and disembarked from the ship in the case of unloading a ship. The other instance that the ship is being loaded with cargo, the ship’s master has to ensure that the safety of the cargo as well as the ship and its crew is maintained. Aside from this, the ship’s master is in charge of liaising with the port appointed representative to ensure that everything is going well (Righetti and Rimaboschi 2008). This simply indicates the role that the ship’s master has to play in ensuring safety of the ship and ship’s cargo. As mentioned above, the ship’s master has to liaise with a port appointed representative. This individual is versed with the experience that the ship’s master will need to offload the cargo. As per the rules of the International maritime Organization (1996), he/she together with the ship’s master is involved in developing a plan that ensures that the entire process of offloading or loading the cargo goes on smoothly. Due to the knowledge of the port, the representative has to ensure that the unloading machinery is availed. The representative also has to see to it that the ship’s master goes through the safety plans and agrees to them. This

The Storms of Villette Essay -- Storms of Villette Essays

The Storms of Villette      Ã‚   In Charlotte Brontà «'s novel, Villette, Brontà « strategically uses the brutality and magnitude of   thunder storms to propel her narrator, Lucy Snowe, into unchartered social territories of friendship and love. In her most devious act, the fate of Lucy and M. Paul is clouded at the end of the novel by an ominous and malicious storm. By examining Brontà «'s manipulation of two earlier storms which echo the scope and foreboding of this last storm -- the storm Lucy encounters during her sickness after visiting confession and the storm which detains her at Madame Walravens' abode -- the reader is provided with a way in which to understand the vague and despairing ending.      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   A long vacation from school precedes the first storm and it is during this vacation, where Lucy is left predominately alone, that the reader feels the full depth and emptiness of Lucy's solitude. She says, "But all this was nothing; I too felt those autumn suns and saw those harvest moons, and I almost wished to be covered in with earth and turf, deep out of their influence; for I could not live in their light, nor make them comrades, nor yield them affection" (230). After a resulting fit of delirium and depression, Lucy attends confession at a Catholic church solely in order to receive kind words from another human being. It is at this low, after her leaving the church, that the first storm takes shape. Caught without shelter, Lucy falls victim to the storm's brute force. She remembers that she "...bent [her] head to meet it, but it beat [her] back" (236). However, though appearing destructive, this overpowering force serves to deliver he r into the hands of Dr. John and his mother, Mrs. Bretton, Lucy's godmother fro... .... We have seen 'what good' can come from a destructive tempest for Lucy and in such fashion, we can only assume that this good will come again. Lucy will be further united to her dear M. Paul and to herself. Brontà « has outlined this as the form to be followed and as readers, we must optimistically obey.    Sources Cited and Consulted:    Books:    Allott, Miriam. Charlotte Bronte: Jane Eyre and Villette. MacMilan, London; 1973    Brontà «, Charlotte. Villette. London: Penguin, 1985.    Nestor, Pauline. Critical Studies of Jane Eyre. St. Martin's Press, NY; 1992.    Websites:    Cody, David and Everett, Glenn et al. The Victorian Web. Brown University; 1993 http://65.107.211.206/victov.html    Bronte, Charlotte. Jane Eyre. Litrix Reading Room; 1999. http://www.litrix.com/janeeyre/janee001.htm#1   

Leadership Styles and International Teams Essay

â€Å"The only definition of a leader is someone who has followers† Peter Drucker This definition, from Peter Drucker has been a great inspiration source. It generates a lot of interrogations and guides us all along this document. It’s brief, clear and amazingly relevant. How to define a leader without thinking about the persons who permit to consider them as leader? It’s sometimes difficult to understand how some leaders became such important because of our disagreement with their idea, or actions. Dictators are the perfect example to illustrate it. There were, and are a â€Å"kind† of extreme Leaders. But we have to recognize their extraordinary charisma and skills to rise crowd. Technically speaking, they can be considered as model even if they abuse of this personal power to satisfy their own desires and needs (regardless laws and needs of the many). But this ethical problem brings us another question, what’s the difference between an efficient and a good leader? We think it’s only a question of moral and an efficient leader can’t be consider as a good one historically speaking. More generally, leadership implies influencing employees to voluntarily pursue organisational goals. Thanks to his charisma, a leader is able to achieve goal (or to make them achieve by others) whereas a manager is able to, thanks to his knowledge and his capacity to organize. But it’s also possible to be both of them, because managing is a skill that everyone could acquire. Not Leadership, which is a quality issued from your personality. So we have to question ourselves: What is a good leader? And try to become the best as possible thanks to your personality? Firstly, we are going to present the different leadership styles management we grouped in 6 categories. Then, we are going to study how to be a good leader in an international team context and finally the particularities of leading an international team. I/ Leadership styles 1. Autocratic leadership styles The leader defines roles and tasks; he takes unilateral decision without consulting any members of the team. He imposes actions to be taken. He expects immediate execution without objection. The autocratic leader doesn’t care about others’ opinion or suggestions. The leader decides for everything and everybody has to execute his decisions. Moreover he keeps as much power and decision-making authority as possible. This is a one-way communication: â€Å"I tell, you listen†. Skills used for this leadership style: influence, performance and initiative When to use autocratic leadership style? * When quick decisions need to be taken or there is a limited time for decision making. For example a competitor rival decided to launch suddenly its new product * When there is no need to team agreement * When high-level of management is needed and the need of motivation is not critical. * When new and untrained staff does not know which tasks to perform or steps to follow in the company. In fact sometimes the company hasn’t got time to form an employee or to explain to him what he has to do exactly in the firm What are the limits of the autocratic leadership style? * Employees are expecting to simply follow the orders, and they are not given any explanations. * Employees have little opportunities to give suggestions even if it is for the welfare of the organization. * Passive resistance of the team: disinterest, disagreement. Lack of motivation and desire. * Some people tend to use this style for yelling, using demeaning language, and leading by threats and abusing their power. * Sometimes this is not the authoritarian style which is used but unprofessional style called â€Å"bossing people around† which is worst and abusive and has no place in a company Example : The autority of Chritine Lagarde Christine Lagarde, 56 years old and currently director of the International Monetary Fund, is classified 9th in the ranking of women with the greatest  power in 2012 according to Forbes Magazine. She is now the woman of power par excellence, she is recognized by all for her natural authority, intelligence and effectiveness. She presides over the destiny of many countries. Christine Lagarde is not afraid to confront the economic crisis and to take important decisions, this is why she has got the surname of â€Å"Iron Lady of the global economy.† 2. Coaching leadership styles The coaching leader defines employee’s roles and tasks but he considers all their inputs and suggestion. He asks for ideas before he makes the final decision: a team engaged with feedbacks a good way to develop team members. The coach spends time with his employees and helps them to develop their strengths and skills, in line with their career. He seeks individual autonomy and building competent teams. This can have long-term benefits for the company, the leader and also the employees. This is a two way communication style between the decision of the coaching leader and the suggestions of the employees, the goal is to help and assist employees Skills used for this leadership style : Listening skills, development of others, awareness of emotions, empathy When to use the coaching leadership style? * Help an employee to improve his productivity, to develop his resources, to be more effective in autonomy. * To create a team and accelerate the performance of this team in the future * To increase the organization’s productivity, growth and the business results in a long term period * To provide guidance and to develop a long-term strength because if the employees receive the right support, the right help, it will be positive for them and for the leader. The company will be more effective What are the limits of the coaching leadership style? * Difficult to implement * It does not provide immediate results. * This style is difficult to implement because it is a guideline but at the same time the employee has got autonomy * This style does not work with employees who expect a precise list of tasks to execute (and therefore expect the micro-management) We did a case study of the coaching style of Richard Branson and his company : The Virgin group. It is set out in the Annex. 3. Participative leadership style This style involves the leader including one or more employees in the decision making process. The leader wants to create a team with his employees without hierarchy. He encourages the staff to participate at the decision making process : â€Å"What do you think?†. The leader keeps staff informed about everything that affects their work. He can organized some brainstorming to reap ideas or criticism a project. Moreover this style enhances the creativity and the innovation; it allows the company to benefit from collective intelligence. Using this style is a sign that the leader respect his employees, it allows them to become part of the team and allows the leader to make better decisions. If there is a problem, the staff will be involved in the solving process: â€Å"Let’s go to work together to solve this† Skills used for this leadership style: Teamwork and collaboration, conflict management, influence, empathy When to use democratic style? * Leaders want to encourage team building and participation. * Leaders want staff to be involved in decision-making and problem-solving processes. * Leaders want to provide opportunities for personal development and job satisfaction. * If the team must agree with a decision and is responsible for the outcome. * When the leader needs to use the skills and knowledge of his team in order to come up with decision. * When the leader is new and wants to have information on his team. What are the limits of the participative leadership style? * It is inefficient when it comes to getting quick results * It is inadequate in times of crisis * An employee very efficient can be impatient waiting the opinion of the community to proceed, and in contrast: evasive employees, who prefer not to be involved, may create problems. * Participative time consuming process of decision-making and today â€Å"time is money† Example : The participative style of Steve Jobs Jobs believed in his employees’ creativity comes from spontaneous meetings : â€Å"You run into someone, and ask what they are doing, you say ‘Wow,’ and soon you are cooking up all sorts of ideas†. Steve Jobs infused Apple employees a belief that they could accomplish anything, he enjoyed working with teams who trusted in themselves, who saw themselves as winners. He believed in team’s collaboration. Moreover he commented that â€Å"if a building did not encourage innovation, you lose the magic sparked by serendipity† 4. Laissez-faire/Delegating/ Free Rein/Hands off Styles Style Description: Laissez-faire leaders allow followers to have complete freedom to make decisions concerning the completion of their work. Team members control the day-to-day decisions and involve the leader when needed. It is key that the team understands when to get the leader involved. It requires the leader to trust people and their skills, and give the maximal freedom to team members. It allows followers a high degree of autonomy and self-rule, while at the same time offering guidance and support when requested. The laissez-faire leader using guided freedom provides the followers with all necessary materials to achieve their aims, but does not participate in decision making directly unless the followers request. It is said that the Laissez-faire leadership style, or we may call delegating/free rein/hands off styles, may be the best or the worst leadership style. If the leader just simply follows the meaning of â€Å"hands-off†, doesn’t involve participation or intervention at all, when he /she leads his or her followers, this style of leadership might become the worst. The two words laissez-faire and leadership are absolute direct opposites. The French term laissez-faire was originally used relative to mercantilism, and is defined in economics and politics as an economic system that functions best when there is no interference by government, and is considered a â€Å"natural† economic order that procures the maximum well-being for the individual and extends to the community. Leadership is defined as an interactive process that provides needed guidance and direction. Leadership involves three interacting dynamic elements: a leader, a follower(s) and a situation. The leader’s role is to influence and provide direction to his/her followers and provide them needed support for theirs and the organization’s success. This free leadership style is based on the premise that the leader and the team have a common goal, have a close and reliable relationship. Through the free leadership style, leaders show a high degree of trust and recognition to the team members, including loyalty and professional skills. Thus, the enthusiasm for the work of the team members is stimulated, and the team can work efficiently. Therefore, the primary factors that affects this leadership style, is the relationship between the team leader and members. When the team shares the same target and the common direction, and the leader has full confidence in his/her own team members, it may be assured to the team members to have free rein to carry out the project and the free style of leadership can be possible to be applied from the beginning to the end. When the members and the leader do not have a unified goal, or the team does not have a common direction or the same target to reach, the team members will take advantage of thi s free style leadership for its own sake, harming the interests of the whole team or making a violation of the leader. Because the free rein leadership style gives high degree of autonomy to the team members, and it is an expression of trust in the team members, including the affirmation of loyalty, expertise etc, once the atmosphere of freedom is broken in the leading process, or the relationship between the leader and the team was broken, there will be conflicting, affecting freedom leadership style until the relationship is restored again. Therefore, the implementation of the free style of the leadership, attention should be focused on that the goal is the same, as well as a close relationship with team members. Suitable Group: When the team is highly capable to analyze de situation and have a clear idea of the situation to be taken in a particular situation. * For example, this style can often be found in teams of professionals, such a team of doctors or engineers, as they form to achieve a goal or solve a problem. * When a close monitoring of a decision is not necessary. * When leaders have full confidence in team members. Unsuitable Group: Not suitable for employees with lower-skills and experience. Free members who are free to take their own decisions can lack of motivation. Moreover, there is no way to check if they do the right thing, this can lead to poor productivity. Decisions can have negative impact on the whole result. 5. Psychological Leadership Style Style Description: Leaders of this style occupy a special position in any group. A psychological leader motivates group, encourages and supports his /her group members, and takes care of the emotional needs of group members. For example, in a sport team, when a member begins, the leader might ask, â€Å"How do you like to be supported? Would you like us to be verbal with our encouragement? Would you like us to be quietly attentive and add our ideas when asked? Or what?† In this leadership style, the leaders play the role of spiritual pillar. He/she is the team leader, team representatives, and even the role of technology source. They are supposed to be all-powerful, all-knowing, invulnerable, incorruptible, indefatigable and fearless. The Leader is responsible for failure or success. He/she is the superman/superwomen or the guilty. If the President of the United State shows weakness, sickness or fear, the effect shows themselves soon in the stock market, as well as in political cartoons and letters to newspaper editors. So the leaders need to have a high degree of personal charm and quality, attract team members to work around him. This leadership mode, the team leader is the charm of the team, the team members to be able to join the team under the team leadership to become the pride. Therefore, in this case, because of the charm of the leaders, the team was able to attract a large number of talents to enrich the team’s strength. The team will gradually grow under the leadership and guidance of the leader. In this team, the centripetal force of the team depends entirely on the personal charm and personal abilities of the team leader. The team leader is like a magician. He continues to attract the attention of the team members, and unites the team members closely. However, this model of leadership has such serious dependence on the leader that any wrong decision of the leader’s will result in the error of the team direction. Moreover, the excessive authority of the leader also causes that no one can supervise or correct the errors of the leader. What’s more, once the leader leaves the team, the entire team will face the situation of losing its pillar and vitality. For example, Steve Jobs for the Apple team is not only an  effective leader, but also a psychological leader. Early, Jobs’ personal creative spirit brought vitality to the whole team. Later, for the reasons of the Board, Steve Jobs left Apple. As a result, the Apple operating nosedived and even faced a closure. And then, Jobs was hired to Apple once again. Thanks to his leadership, i series products were developed, and Apple came b ack to life. Since the death of Steve Jobs’, Apple product ideas have been questioned, because Apple lost its original creativity and vitality. Suitable Group When members are â€Å"ready†, this is the most effective leadership style. For example, when employees already know their weaknesses and hope to improve their performance, the employees are aware of the need to cultivate new capabilities for self-improvement. Unsuitable Group: When the team members refuse to learn or refuse to change their work. As a matter of fact, this style of leadership has an influence on the mind of the team member. If the members are not willing to accept inwardly, it is impossible to make the style of leadership work. 6. Situational Leadership Styles Style Description: The situational leadership theory is developed by Paul Hersey and Ken Blanchard. According to this theory, there is no single â€Å"best† style of leadership. Effective leadership is task-relevant, and the most successful leaders are those that adapt their leadership style to the individual, group or the situation. We can take some daily example to explain: because we know some people are always late, when we tell them the time to meet, we will make it earlier than others; on the first day of a new colleague, we try not to get angry with him/her, especially he/she is nervous. The Hersey-Blanchard Situational Leadership Model contains two fundamental concepts: leadership style and maturity level. Leadership style According to this theory, the leadership style, or we can also call the behavior pattern, includes directive (task) behaviors and supportive (relationship) behaviors. – Directive (task) behaviors: lead members to achieve the goal in one-way communication, like a commander of the group. Using methods as below, 1. Provide direction guiding, pointing out the direction of the team effort 2. Setting targets & telling members how to achieve them 3. Using evaluation methods & time lines to help members to get correct information 4. Defining roles, assigning responsibilities to each group member – Supportive (relationship) behaviors: help group members in two-way communication, like a coach in the team, these behaviors may include: 1. Asking for resources, raise funds, gaining time for the group 2. Solving Problems for the group, including technical problems, social relation problems, etc. 3. Encouraging members, listening to their thoughts, paying attention to their emotions, boosting their moral. Paul Hersey and Ken Blanchard classified all leadership styles into 4 behavior types, named S1 to S4: S1: Telling – is characterized by one-way communication in which the leader defines the roles of the individual or group and provides the what, how, why, when and where to do the task; S2: Selling – while the leader is still providing the direction, he or she is now using two-way communication and providing the socio-emotional support that will allow the individual or group being influenced to buy into the process; S3: Participating – this is how shared decision-making about aspects of how the task is accomplished and the leader is providing less task behaviors while maintaining high relationship behavior; S4: Delegating – the leader is still involved in decisions; however, the process and responsibility has been passed to the individual or group. The leader stays involved to monitor progress. Maturity Levels According to the individuals or the group, the suitable leadership style is to be chosen. The Hersey-Blanchard Situational Leadership Theory identified four levels of Maturity M1 through M4: M1: They still lack the specific skills required for the job in hand and are unable and unwilling to do or to take responsibility for this job or task. M2: They are unable to take on responsibility for the task being done; however, they are willing to work at the task. They are novice but enthusiastic. M3: They are experienced and able to do the task but lack the confidence or the willingness to take on responsibility. M4: They are  experienced at the task, and comfortable with their own ability to do it well. They are able and willing to not only do the task, but to take responsibility for the task. Developing people and self-motivation A good leader develops â€Å"the competence and commitment of their people so they’re self-motivated rather than dependent on others for direction and guidance.† (Hersey 91)[6] According to Hersey’s â€Å"the situational book,†[7] the leader’s high, realistic expectation causes high performance of followers; the leader’s low expectations lead to low performance of followers. According to Ken Blanchard, â€Å"Four combinations of competence and commitment make up what we call ‘development level.'† D1: employees are low in competence and high in commitment. D2: employees are described as having some competence but low commitment. D3: employees who have moderate to high competence but may lack commitment. D4: employees are the highest in development, having both a high degree of competence and a high degree of commitment to getting the job done. Advantages of Situational Leadership 1) The outstanding reliability. This model has been proved to be an effective method of leadership. Many enterprises tend to use this theory to train leader. 2) The situational leadership theory can be widely applied. It is developed for all types of team. Compared to other leadership styles, which focus only on a specific type of team, situational leadership theory has greater adaptability. 3) Situational leadership model is easy to grasp and apply. On one hand, the concept of situational leadership model is easy to understand, on the other hand, it can tell clearly what to do and what not to do in various contexts. 4) Situational leadership model emphasizes the flexibility of the leader. A successful leader knows how to adjust their leadership characteristics according to the characteristics of the team, to enhance the team’s efficiency. 5) Situational leadership model concerns not only about the leaders but also about the team members. The team members would be more confident and comfortable in their work. Disadvantages of Situational Leadership 1) In practice, it is not easy to classify the subordinates’ level. 2) How to match the actual style of situational leadership? Situational leadership model is just a general leadership style type. How to operate in practice to achieve the goal, it has not been specifically defined. 3) It is not mentioned, how much the demographics will influence the application of the different leadership styles. 4) Lack of support from the empirical analysis. So far there are just a few surveys or researches done to justify the assumption. II/Leadership Styles in Managing International Teams International: Managers as a team leaders How to be a good Leader that is the question? A leader is not a friend, not a tyrant but a fair man and a fair business man. His work consists in managing international teams, diverse cultures and personal differences. He has to distinguish himself as a reference, because working groups need leaders. Moreover, in a whole interdependent business world, Globalization has imposed as a global and required attitude and not only an economic reality any more. But there are different styles of leadership reflecting the diversity of the world. That is why, a leader has to find fundamental tools and establish a strong vision for successful leadership. He has to inspire, motivate and lead a whole team. And do not forget to adapt to different ideals to follow the same road map. It is an everyday-job. 1/ How are perceived Foreign Leaders? First to underline a global vision of Leadership, we need to know how are perceived foreign leaders in the different countries? Is everyone has the ability to be a leader? Is there only a global leader or a huge amount of domestic leaders? All these responses could help us to understand all the difficulty to be a leader and also the stake to be culturally savvy in order to manage an international team. Let us have a look on different domestic leaders: * In Gallic culture: A leader should be a strong authority figure with a high degree competence. * In French culture: The French follow a competent leader, the follow the highest position. The French managers are integrated within an authority network, pyramid of differentiated power  (hierarchical). * In German culture: Germans respect competence rather than personality with both individual work and collective work. Indeed creativity and rational outlook are essential for a career success mostly in an entity organized as a network of individual. * In American culture: Americans evolve in an autocratic system. They advocate worker participation in management decisions. * In Scandinavian culture: They need a participative Leader, Mostly for sharing data and information within the organization. * In Japanese culture: Japanese respect social positions, age and status. Indeed, Japan has a close proximity, and a culture built around the extended family (fundamental element of life in th e Far East) with symbols as the village, the rice field and so on. They points out the cooperative ethos of the East. Eastern culture allows people to play in any way that will benefit the team, encouraging the spirit and score goals. Japan for instance encourages innovation and enterprise with a shared vision of the nation. Communication and information sharing are cornerstones of the Japanese corporation through report for instance. * In British culture: Instructions disguised as request with a fairness attitude are crucial qualities for Leaders (interpersonal and subjective view in an organization where there is a network of relationships and where things get done through influence). * In Spanish culture: Courage and decisiveness with ability to solve issues are the best leaders’ requests. * In Italian culture: Personal relationships are fundamental (family model), recognizing personal confidence of the owner. In addition, The West prefers a culture based on smaller units, encouraged to think for them and to be self-sufficient, to encourag e competition. These differences are reflected in the management practices. Westerns need for hierarchical organizations with multiple layers of management perpetuating feelings of exclusion, isolation and competition. Westerners assign people through positions and tell workers what they can or cannot do whereas they argue that group cohesion is crucial to productivity and their systems of reward are based on individual effort, and appraisal systems viewed with cynicism because they are open to favoritism. They are Individualists and for them competitive culture prevails. 2/ What are Leaders’ tasks and Attributes to manage an international team? A leader has moved his/her perceptions of the game to win. He needs to know how to change in order to improve the efficiency of his/her team. And in the same time,  leaders have to assess his/her followers’ perceptions of the game’s boundaries, rules and definition of success, because conditions in the global market place are forcing reevaluating the meaning of teamwork, global partnership or e ven alliances. That is why leaders have to take into account the right signal. But how to read the right signals? Misinterpreting the wrong signal, they could lose business opportunities. That is why Observing, Searching and underlying cross-functional, cross-cultural issues in multinationals teams help improving team efficiency. Sometimes it requires other additional qualities: * Flexibility * Sense of humor * Patience * Sensitivity * Ability to check assumptions * Willingness to listen to others * Curiosity * Respect for difference * Trust in the ability of effective teams to outperform individuals It is more or less difficult according to leaders’ origins. Indeed for Americans it is really difficult, because they have different professional outlooks and backgrounds. And personal leading qualities are innate or acquired, sometimes, imposing to pay a role in order to achieve key requirements. Exposure to other countries can just as easily reinforce ethnocentrism as counteract it. International managers can learn many of the skills they need, which are the following and adopt key behaviors: a) Applying good judgment It is about becoming aware of diverse assumptions, spelling them out and checking to see if others share them. That is to say learn to confront without alienating, clarify without prejudging, give and receive feedback without being defensive, centralize information, belief, feel, perceptions and broadcast it. Moreover it requires checking behaviors and showing example, because Leaders have to be models. b) Reading cross-cultural cues It depends on high context gestures, facial expressions, tone of voice, nonverbal cues. It implies do homework on the culture in advance (dos and taboos), be prepared â€Å"spend hours in polite conversation before getting down to business in Japan or Mexico†. Indeed, that knowledge on different cultures is a bonus to capitalize on. Understand the difference between personal or cultural values, norms to adapt for Multinationals negotiations’ which differs according each corporate culture and history. Multinationals leaders have to develop ambiguity managing training courses and experience to be the most flexible as possible. They need to use their intuition and rationality to separate personal biases from probable facts. c) Finding a guide not to be manipulated but well-oriented A guide is a model figure that is followed. A Leader needs to be a guide and to the fit the corporation culture. It also infers sometimes becoming coaches or mentors, but not friends. Indeed a lack of proximity could reach a lack of efficiency and rigor. d) Reflecting as well as acting The international team leader has to be a model and act as one. Because of difference in players and game strategies they must make time to reflect as well as to act because they want long-run results. Moreover the mix of personnel is becoming increasingly international that is why they need to create an environment that rewards openness, frankness, engagement and teamwork. Do either one-to-one or group discussions to be more productive and have more creative results. The international team leader must decide when to use groups, how to compose them and how to orchestrate meetings so that power plays are controlled and personalities balanced. Adapting and changing, if necessary, from one-to-one management to an effective orientation in the global market place. HR staffs must build up their expertise to meet teamwork challenge. e) Modeling the process †Teamwork begins at home†. Leaders first examine their own internal capabilities and then buy or Make a flexible mobile cross-culturally competent team of professionals. f) Selecting the right people Through a set of international assignment criteria tailored to specific culture helps ensure success abroad, developing company-specific and country-specific personal profiles. g) Considering with shareholders Common decisions on the best objectives and elements for international human resources have to support plan through code signing. h) Training modification  With package courses leaders have to make sure people discuss their perceptions on what they actually see. Build the idea of differences because of gender, culture, organizations, age, personal learning styles. Indeed, when people work in groups, they need to make sure members are from a variety of backgrounds in order to cultivate diversity to teach people how to act and react without forgetting developing working rules that will allow each people equal air time. Furthermore, they have to encourage international managers to bring in actual team problems for discussion, role playing and reflection is substantial. Teamwork must be a driving value within the company and be appropriately rewarded. And HR Staff should develop an internal communication network, so that each employee is aware of how different teams work, what they accomplish and what knowledge and expertise they can share. Means as proper selection, training, support and incentives will get international teams outperform individuals. But how can we recognize the leader in any case? There is a practical test: take the right to apply sanctions, reward, put his/her veto, overriding individual’s decisions about corporation structure. i) Leaders’ Tasks (ability required):  * Simplify: Leaders have to resolve value conflicts among his/her followers. * Link action to vision: Leaders need to clarify and explain shared goals versus actions required in order to put a strategic and co-working framework. * Be different: Leaders must distinguish himself/herself from his/her followers (authority, hierarchy framework). They need to think to the answer of the following question:  « How do you see you leader?† Indeed, followers need believing in a â€Å"winner†, sometimes without any sympathy synonymous with expertise and success managing multinational teams. We can emphasize that leaders distinguish themselves with the following drivers balancing between firmness and severity: *  Expertise: depending on experience, knowledge and understanding of the world. * Personal qualities: energy, persistence, memory and insight. * Track record: past performance, reputation and ability to dealing with a situation nobody had faced before. * Vision: Traduce the corporate strategy; broadcast the road map of the group integrating followers through his/her presence. That is to say put image on action, identifying key common values and beliefs in order to the whole team can fell involved in. Inspire that vision giving an identity of each one linking through staff loyalty, implying the same aspirations. The leader’s vision need to be promoted throughout the organization and sustained thanks to every-day actions, with change if required. * * Have a vision: learn to communicate a vision to people, your team can follow: * Communicate it * Believe it * Follow it * Model it * Be passionate: Passion is contagious: â€Å"take your passion and make it happen† * Be a great decision maker: be quick, committed, analytical and thoughtful. * Be a team builder: let one of your team members to take responsibilities, don’t micromanage and make you available if questions arise. * Be a life-long learner: the world is changing and new resources become available every day. Leader must be aware of new technologies and to share it with your staff. * Communicate clearly: remember you have diverse listeners, make sure you tell everyone in the same way, the same message. * Give an expect respect: to earn respect, give it, and get it. * Be knowledgeable: leaders must be aware of everyday changes in business and discuss about it within the team, answer to up-to-day questions/concerns. * Be organized in order your staff be. Be exemplary. * Be positive: think positive to motivate and work in a positive and efficient way. Conclusion: To sum up, we have defined a leadership profile. Leaders are individuals who help create options and opportunities. They help identify choices and solve problems. Leaders build commitment and coalitions. They do this by  inspiring others and working with them to construct a shared vision of the possibilities and promise of a better group, organization, or community. Leaders engage followers in such a way that many followers become leaders in their own right. The varied demands of an increasingly complex world often require that leadership be shared by many of the members of a group, in ways appropriate for different situations. Be Aware, Be different! III/ Intercultural management: Leading an international team The last half century has seen enormous change impacting the way we work. The world is shrinking with advances in information technology playing a crucial role in facilitating the global expansion of organizations. International teams are now a common phenomenon with many large organizations structuring their workforce according to function rather than geography. Successful organizations do not hesitate to move their talents around the world to ensure that they have the right skills and knowledge in the right location when necessary. But what does it take to manage such a culturally diversified and geographically dispersed team? What is an international team? The increase – both in organizational global mobility and in individual migration –means that, most large organizations now employ a multicultural workforce. It is not unusual to find traditional teams made up of members from a number of different countries. These team members work for the same organization and may share the same profession, but the fact that they do not share the same cultural background provides them with a different view of the world. As a result, they think and behave differently to each other. Virtual teams are also on the rise as international organizations embrace new technologies to enable geographically dispersed teams to work together cost-effectively and efficiently. This virtual and remote working of members from different cultures and across different time zones doesn’t come without challenges. Cultural generalizations It would be wrong to suggest that team members from one specific cultural background always behave in the same way. Of course, personality, upbringing, previous experiences and a host of other factors all impact their behaviors. Any team bringing different personalities and experiences  together can face frustrations and challenges. However, researches have shown that values and attitudes tend to differ according to one’s cultural background resulting in different work practices and behaviors. * Do team members prefer to work on individual projects or pool their ideas and resources? * Is it acceptable to show emotion during conflict? * Should they be expected to stay late or take work home in order to finish a project? * Is it ok to interrupt a meeting to take an important phone call? Members of different cultural groups will answer these and other questions differently. Academic researchers such as Geert Hofstede and Fons Trompenaars have shown that cultural behaviors vary according to a series of dimensions on which we can place the countries of our colleagues. Key cultural dimensions include: * Hierarchy vs. egalitarianism * Groups vs. individuals * Relationship vs. task * Open vs. hidden displays of emotion * Degree of comfort with uncertainty and risk * Work/life balance * Attitudes to time and space * Attitudes to nature and the environment Understanding that individuals belonging to different cultural groups have varying attitudes to these dimensions can help us understand how and why our colleagues and team members sometimes do things differently. For example, a team member from a hierarchical culture such as India tends to be more deferent to their manager and expects approval for each piece of work before moving on to the next stage. Conversely, team members from more egalitarian cultures such as Australia or the USA are usually much more comfortable working autonomously. Management versus Leadership The purpose of management is to make people effective, motivate them, operate and communicate a strategic process. It is the hardest! Whilst Leadership is setting a new direction the entity will follow. Leaders are spearheads. Leadership complements management. But both deal with human aspects that require: self-awareness, to understand differences, accept and value them. This is a sum up of each one’s responsibilities: Leaders| Managers| * Cope with change * Set a new direction of that change * Align people * Motivate people by satisfying basics (human needs)| * Cope with complexity * Develop capacity to achieve its plans by organizing and staffing * Enquires controlling and problem solving * Budget and plan| Leading international teams: a Global Leader Definition proposed by Mendenhall and al in 2008: â€Å" Global leaders are individuals who effect significant positive change in organizations by building communities through the development of trust and the arrangement of organizational structures and processes in a context: involving multiple cross-boundary stakeholders, multiple sources of external cross-boundary authority, and multiple cultures under conditions of temporal, geographical and cultural complexity†. Managers of international teams need to take time to improve their own global cultural knowledge and sensitivity in order to understand the different expectations, priorities and behaviors of their team members. Intercultural training and/or coaching can help managers to develop the knowledge, skills and strategies to manage an international team more effectively. Taking the time to learn about other cultures and becoming more ‘culturally curious’ is invaluable for anyone new to managing an international team. The real challenge is to pre-empt challenges and frustrations that may arise in an international team and to harness the positives in order to create synergy from the culturally diverse team members. Managers may need to adapt their usual leadership style to maximize the potential of an international team. What has been successful with domestic teams may not always work as well with an international team. Planning, scheduling, trust criteria, expectations of delegation, feedback and regularity of contact will be viewed differently according to the culture of the individual. Good international managers need to adapt their style to take these differences into account. Managers also need to consider different ways of making team members feel valued as an important part of the team. For some cultures being valued as a person is not so  important as long as their work is respected. Other cultures are more holistic: they want to be liked by their manager and appreciated as a person and want to receive credit for the tasks they complete. So spending time getting to know team members is essential in the early stages in order to understand the skills and knowledge each individual brings to the team and how to bring out the best in each of them. When the manager form an international team, he needs to be clear and explicit and always uses documents ground rules and processes with input from all the team players to avoid ambiguity at a later stage. Good relationships between the team leader and members are essential but not enough on their own. Team members also need to get on well with each other, even if the team is geographically dispersed. Providing opportunities for team members to share knowledge and experience – whether through informal forums or more formal meetings, team building events or training programs – will allow the team to build rapport and trust, making it easier to work effectively as a unit. To finish, Global Leadership differs from Domestic Leadership. Indeed Domestic leadership lacks of connectedness. A global leader implies a global scope with a management perception, a relationship management and a self-management. It requires cultural sensitivity. A leader has to create relationship, hit the bottom line and merge a common vision and common goals. Global Leadership versus Domestic Leadership The increase of competent global leaders has become a key success factors in International Companies. Indeed, implement global strategies keeps on developing the number of constraints. Global talent leads to Global leaders and require understanding differences between global and domestic leadership stakes. Global leaders are distinctive in their scope, their mindset moreover they need to be culturally aware. The difference between global and domestic leadership infers additional complexity. In other words, Global Leaders need to cope with: * Multiplicity of issues across a range of diverse dimensions, for instance with different customers, legal procedures, regulation and competitors. * Interdependence among lots of stakeholders from different culture, countries that is to say with different polices, economies and environmental systems. * Ambiguity in interpreting relationships, cues and signals at the appropriate situation. * Flows in  terms of transactions, sharing information, v alues patterns and the last but not the least the organization structure. Ghemawat (2008), a Harvard Professor emphasizes the challenges of global operations linked with the complexity of operating abroad. He noted 4 difficulties: * Cultural issues as language customs, religion and ethnicities. * Administrative and political issues as laws, trading blocs or currencies. * Geographical issues as physical distances, time zones. * Economic issues as income levels, cost of natural and human resources, infrastructure or information. But Caliguiri, an expert in careers recognized in the Business area, in 2006 claimed the experience approach according to that global leaders distinguish through their researches and his or her definition of what leaders do through their tasks and positions. It is a ground approach, much more every day practical. He highlighted the following stakes to be a global leader: * Work with colleagues from other countries * Interact with external clients from other Countries * Interact with internal clients from other countries * Sometimes communicate using a second language * Manage and motivate geographically dispersed and diverse employees and teams * Develop strategic business plans on a worldwide basis * Manage a budget on a worldwide basis * Negotiate in other countries or with people of different nationalities * Manage foreign suppliers and vendors * Manage risk on a worldwide basis To conclude those leadership’s skills need to be assess to improve and develop talent and management processes. Because develop talented people and effective global leadership is definitively a competitive advantage for multinational companies. Different communication styles Good team work is all about good communication. Even in a monocultural team, frustrations can occur all too easily when messages are misinterpreted and communication breaks down. Individuals from different cultural backgrounds usually favor different communication styles varying in terms of directness, formality, and use of silence, non-verbal signals and the levels of information shared. A useful concept is Edward T. Hall’s ‘high and low context’, which illustrates how relationships impact communication and the balance between verbal and non-verbal communication. A ‘high context’ communicator will have a more indirect, implicit style and will rely more on the shared knowledge and experience than a ‘low context’ communicator. It is easy to predict a ‘low context’ team member’s frustrations with a colleague who seems unable to get to the point and ‘tell it like it is’. Asian cultures tend to be much more comfortable with silence rather than Western cultures in which it is more common to fill silences or sometimes to even talk over the person who is already talking. How does this impact an international team meeting and what can the team manager do to ensure that everyone’s opinion is heard? A clear agenda and meeting protocols are essential and the team manager needs to have the skills and awareness to interpret individual reactions and to guide the discussion to enable everyone to contribute. It is really important asking for individual updates or switching roles at each meeting so that different people lead or take the minutes are simple ways of ensuring that all voices are heard. Coping with conflict Successful international teams need to be comfortable with conflict and ready to resolve any disputes quickly. Cultural groups that place more importance on the group than on the individual are usually less comfortable with conflict as they value harmony and saving face. This is in contrast to those from individualist cultures who focus more on task than relationship and are usually open in expressing any disagreement. They don’t view disputes as personal but simply as something to be resolved in order to get the best results for the project or task. Example: French colleague who seemed to be extremely critical of his colleague’s presentation but then gave very good feedback to his manager afterwards. He was challenging his colleague to stretch his thinking and to explore other options and possibilities but this didn’t mean he thought it was a bad presentation. For a Western manager working with Asian team members it is important to allow them the opportunity to discuss any areas of conflict individually rather than in front of the team as this would potentially cause them to lose face or  induce others to lose face. So, the way leaders manage international teams, cope with conflict, organize and orchestrate team can depend on the organization of the firm and its cultural origin. Moreover, we can distinguish the Horizontal Leadership (Obama) and the Vertical Leadership (Sarkozy). Horizontal Leadership| Vertical Leadership| * Hierarchical organization * Mechanistic * Controlling resources * Chain of command * Span of control * Knowledge is power| * Flat organization * Organic * Sharing resources * Coordinating * Unlocking potential * Knowledge creation| Conclusion: Now more than ever, there is a great opportunity for international collaboration through international teams. Whether it’s a single project or a long-term assignment, by taking a proactive approach to recognize the potential challenges of international teams, organizations can reap the benefits and create an international structure that ensures that their top talents are utilized to the best of their abilities and efficiency. International team leaders need to step back from usual assumptions and methods and put themselves in the shoes of their colleagues from other cultures. Re-evaluating what has worked well in the past, taking time to understand the preferences of each team member and finding common ground for all, will help to form a united and effective international team. Be a global leader, manage an international team is definitively an every-day job dealing with the hardest: human factors. Conclusion So, we have seen how important the leadership in the actual world is. No matter what is its form, it’s generally a real pro for a team. Managing an international team is a hard task that leadership can simplify. It’s necessary to understand that Leadership styles management are listed and defined, but it’s complicated to give advice about how leading because the person you are in relation with will impact a lot your leadership style. It will sometimes be more efficient to be â€Å"autocratic† whereas it was useless in a previous similar situation. The leader, to be the best as possible need  to be a good manager and also mix all the different leadership styles in order to take the best from each one. Even if it’s pretty idealistic, this is the advice we would give in order to be a good manager. But is a good leader enough to manage an entire company? Tables des Matià ¨res â€Å"The only definition of a leader is someone who has followers†1 I/ Leadership styles2 II/Leadership Styles in Managing International Teams International: Managers as a team leaders12 1/ How are perceived Foreign Leaders?12 2/ What are Leaders’ tasks and Attributes to manage an international team?13 a)Applying good judgment14 b)Reading cross-cultural cues14 c)Finding a guide not to be manipulated but well-oriented15 d)Reflecting as well as acting15 e)Modeling the process15 f)Selecting the right people15 g)Considering with shareholders16 h)Training modifications16 i)Leaders’ Tasks (ability required):16 Conclusion:18 III/ Intercultural management: Leading an international team18 What is an international team?18 Cultural generalizations19 Management versus Leadership20 Leading international teams: a Global Leader20 Global Leadership versus Domestic Leadership22 Different communication styles23 Coping with conflict24 Conclusion:25 Bibliography, Videos sources and Study Case27 Bibliography, Videos sources and Study Case http://www.youtube.com/watch?v=Y47qRvPHoVU http://www.youtube.com/watch?v=hPfRKu05bkQ&feature=related http://www.youtube.com/watch?v=ptKNVsf7b9Y&feature=related http://www.youtube.com/watch?v=FCtfV8tspho http://www.communicaid.com/cross-cultural-training/culture-for-business-and-management/leading-across-cultures/index.php http://www.ehow.com/info_8210591_cross-cultural-leadership-styles.html http://www.legacee.com/Info/Leadership/LeadershipStyles.html Hersey, P. and Blanchard, K. H.. Management of Organizational Behavior 3rd Edition– Utilizing Human Resources. New Jersey/Prentice Hall, 1977 Blanchard, Kenneth H., Patricia Zigarmi, and Drea Zigarmi. Leadership and the One Minute Manager: Increasing Effectiveness through Situational Leadership. New York: Morrow, 1985 Ronald Goodnight. Encyclopedia of leadership: Laissez-faire Leadership. Sage Publication, 2004 Study Case: Richard Branson Basic Example for Leadership 1. How it all began Sir Richard Branson is one of the world’s most eminent, creative, innovative and highly successful entrepreneurs of all time with a net worth of over $4.2 billion. Being the very epitome of a true business leader, he has gone through numerous difficulties to be able to found the Virgin Group, establishing a unique approach to leadership, which has attracted quite many followers all over the world. He has proved himself as the master of serial entrepreneurship, perfecting his one of a kind leadership style over the years. Born in 1950 and educated in Stowe in the United Kingdom, Richard Branson’s first business venture was setting up a Student Magazine at the age of sixteen. This was initiated after his final decision to drop out of school, most probably due to the hardships he had faced in his earlier childhood, caused by his having been diagnosed with dyslexia. However, despite Branson’s poor academic performance, in 1970 he founded Virgin as a mail order record retailer, which later turned into one of the most well-known brands in the world. During the following years, Virgin Records was established, which signed such prominent artists as Mike Oldfield, the Sex Pistols, the Rolling Stones, etc. The Virgin brand continued to grow during the next decades as Branson expanded his enterprise by founding the  Virgin Atlantic Airways, and also starting a Virgin record label in America. With around 200 companies in over 30 countries, the Virgin Group has now expanded into leisure, travel, tourism, mobile, broadband, TV, radio, music festivals, finance and health and through Virgin Green Fund his company is now investing in renewable energy and resource efficiency. Moreover, in 2005, the Virgin Galactic, a space tourism company, came into existence, where the intention is to eventually reach orbital trips around the globe as well as go to the Moon. Branson has been named a â€Å"transformational leader† in the field of management, with his maverick strategies and his stress on the Virgin Group as an organisation driven on informality and information, one that is bottom-heavy rather than strangled by top-level management. 2. The unique personality behind the face of Richard Branson Being a great leader is not an easy task to be achieved, and there is a certain set of personal characteristics, which are intrinsic to Richard Branson himself and make him the unique entrepreneur he is. Firstly, passion is of essential priority for the successful fulfillment of various tasks. It is the quality, which gives you the stimulus to further improve the performance of your company and develop your business ideas. Hence, Branson should definitely be considered a real passionate leader due to his incessant striving for perfection and sincere commitment to contributing to people’s welfare. On the Virgin Group’s corporate website it is mentioned that the company is â€Å"giving birth† to other firms as well as â€Å"holding their hand† through their development, as this pinpoints the exceptional supportive attitude of the company towards its staff. Secondly, the next personal characteristic of paramount importance happens to be courage in the form of having the guts to take risks and initiatives. One emblematic decision of Branson – to switch bank due to poor support and advice for Virginia records – led to the company’s ultimate survival. Additionally, there are many examples of Branson, jumping into different ventures such as is the case with the space tourism-related Virgin Galactic. This enterprise was extremely risky and brave, yet very profitable as well. Despite the substantial uncertainty involved, Branson has showed several times he is excellent in risk management as well. When starting a new venture, he usually shares the risk with other investors, but also makes sure the risk is minimized doe each  party. Thirdly, creativity along with having knowledge of the business you are in is a combination of personal features, which are fundamental in being a great leader. There is no denying Richard Branson’s extraordinary creativity, given the variety of industries his businesses operate in. From airlines to record labels, he has managed to build a steady empire. What is more, he has a profound knowledge of not only the business he runs, but the existing competition as well, which has led to a constant incr ease in the company’s profits. Fourthly, in spite of having insight into different situations, it is also very important to be frankly motivated to do the right thing. Branson has shown the world his open and kind nature to create something he is proud of. Actually, he mentions this as his underlying philosophy of business – to do something for the sake of improving other people’s lives, not merely making money. Another positive feature of his – adaptability – has also helped him in achieving this task, as he is now engaged in numerous environmental initiatives and research. 3. Branson’s leadership style Management is about doing things right, leadership is about doing the right thing, says Peter Drucker. Sir Richard Branson has developed his outstanding leadership style through the years and has proved it actually works. It can be best described as participative leadership. He makes sure to involve his subordinates as well as other stakeholders in the decision-making process in order to be able to extract various constructive opinions, which would aid to the flourishing of the business. Branson himself outlines that one cannot be a good leader unless he genuinely likes people. As a result of this, his leadership style is based on a few very simple and down-to earth rules, and namely: * Smile. Everything gets much easier if you show a friendly face. * Have fun at work. * Believe in your ideas, employees and colleagues. As we can see, Branson puts a serious emphasis on human resource management. He strives to find people, who have innovative ideas and are determined to give 100% to achieve their goals. He insists that all of his employees should be company-oriented, sharing common values, co-operating with one another in their work to beat up competition. Consequently, the human  resource management system is built, so that the staff is constantly motivated and encouraged to improve his/her performance, being given certain benefits such as bonuses, profit sharing or any kinds of promotion available. 4. Branson’s leadership qualities A magnificent businessman, an inquisitive person, a truly caring human being, Sir Richard Branson possesses a set of leadership qualities, which only few entrepreneurs in the world have. It is his leadership abilities which make him stand out and have helped him build his empire of businesses. I shall mention the quintessential ones in order to analyze his image much better. First of all, Branson claims he has learnt his management skills through trial and error since founding his first business when he was sixteen. Nowadays, his main efforts are concentrated into achieving an effective time management. He divides his days equally between trouble shooting, new projects and promoting his businesses. He is regarded as a genius at handling and preparing PR activities and is never afraid of being in the limelight. Next, another skill of his is the ability to delegate work to his co-workers and management staff, leaving them to get a stake in the business and try to develop it as much as they can. He surely spends a great deal of time to build a certain business, but he also wants to recruit such people, who would be able to run it without him, thus taking a step back. Moreover, Richard Branson is famous for his belief that if one looks for the best, he will get the best. He is really precise when it comes to hiring potential employees. After a thorough selection has been conducted, he gets them to stay in the company regardless of the mistakes they may make. He is more likely to bring specific people into another venture where the person is more likely to perform well according to his/her capabilities, than just fire them. With his likeable personality and professional leadership style, Sir Richard captures everybody’s attention with his openness to people and devotion to their well-being. He considers failure as an unfortunate occurrence when leaders avoid the reality of business. What is one of his guiding principles is that one has to trust the people with whom he works and learn from their mistakes. Blame, bitter accusations and recriminations are pointless. Another leadership quality to be highlighted is Branson’s striving to bu ild tight interaction between managers and employees. He  encourages his staff to write to him with whatever suggestions they come up with, which would be of benefit to the future success of the company. He assumes that motivational strategies extend to innovative ideas, so he tries to listen to as many propositions as possible and offer his professional feedback. The development of a bond with his team is an essential part of his everyday work. Following this feature, Sir Richard also gives his all to inspire people to think as if they were entrepreneurs themselves, and to treat them as adults. He believes that in order to make workers perform better, they should be given more responsibilities, which inevitably activates their self-conscience. Last but not least, one of Branson’s main positive leadership characteristics is that he sees no one way to run a successful business, because what works well today, may not work at all tomorrow. This adds up to the point of trial and error mentioned above. Branson considers there are no strict rules to be followed – just do what you believe is the best for you. When one makes a mistake, he stands up and learns how to avoid it in the future. He wittily mentions that this is the recipe for success and above that it deprives one from the unpleasant want to scream at the sight of a bullet points list.