Pie

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Our staff of freelance writers includes over 120 experts proficient in Pie, therefore you can rest assured that your assignment will be handled by only top rated specialists. Order your Pie paper at affordable prices!

When he arrived in Buenos Aires, Travis saw his dad in the crowd of people waiting for others to arrive. His dad was taller than most, didn't have a lot of hair, and what he did have was mostly gray or white. He had lost some weight and looked pretty muscular. I'll still kick his ass in basketball Travis thought! Dad saw everyone arrive and waved his arms like a windmill. Like we don't see him Travis said out loud, and the other Harskis laughed.

Travis immediately liked Buenos Aires. When he got to his new home that first day, his dad had arranged for a couple of other 7th graders to come over and say hello to him. The next thing you knew a few phone calls were made by his new friends and suddenly there were ten 7th graders in the back yard playing 5 on 5 soccer. And Travis was far and away the best player out there. It was shortly after that game finished that the problem started; they all wanted Travis to be on their team. It wasn't because Travis was a selfish player and scored a lot of goals. It was because Travis was a team player, and still scored a lot of goals. He was fun to play with and everyone who was on his team knew that if they were open, Travis would get them the ball. And if they didn't score on their shot on goal, then Travis would probably be right there to follow it in.

Just when the game finished, dad walked out carrying a bunch of lemonade and cut up apples and pears. Dad saw the boys giving Travis high-fives and instantly knew that Travis had some new, good friends. Travis said thanks for the goodies and asked if they could go swimming. Dad pointed to the little pool room at the end of the back yard and said there are plenty of towels in there. Have fun!

Travis was having so much fun with his new friends that he forgot all about what day it was. Travis couldn't remember if he had to go to school the next day or not, or if it was even the weekend. Travis asked dad what tomorrow was. Dad replied, it's the day you get to sleep in as late as you want. I have the next three days off and you guys don't start school for another two weeks. Alright Travis thought. The only thing that could make this any better would be if the Cartoon network was on. Just as Travis was thinking that, dad yelled out - Travis - if you turn on the TV in your bedroom, the Cartoon network is on channel 15. You've got about an hour and dinner will be ready. Travis said goodbye to his friends and walked into his own bedroom for the first time. It was huge, and there next to the window was his very own TV. He clicked on the remote control and turned to channel 15. He sprawled out on the bed and fell instantly asleep.

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Dad tried to wake him for his wonderful barbeque steak that he had specially prepared for Travis, but Travis was completely zonked out. The fatigue from all of the travel, the flight, and all the excitement of changing from Ramona to Buenos Aires finally got to Travis, and once he put his head on the pillow, he was in a different world. Dad snuck in a little kiss on his forehead and whispered it's nice to have you back buddy.

When Travis woke up, he was really confused. First one day in California, and then the next day in Argentina. Looking around, it was morning time and Travis could hear dad saying something about pancakes and bacon. Just lying there, Travis thought this was just like old times. A sort of peaceful glow set about Travis and he smiled to himself, thinking Buenos Aires is gonna be a great place.

After a great breakfast of pancakes, honeydew melon, bacon and orange juice, Travis asked dad what the plans were for the day. Well, mom's got a whole list of chores for you guys to do dad said. Just kidding! Today we're gonna play basketball at the school at about 5 with the adults. There's gonna be some other boys there that you could play with as well. But before that, I hear they're having a free rock climbing session at the school. What the heck was that Travis wondered? Dad said it was this after school activity the school has where you are tethered to a line for safety and you climb this 50 foot rock wall. It's pretty difficult at the top part so you have to be pretty strong. Dad said no one has ever made it to the top the first time trying to climb it. Dad stopped talking for a second, and looked at Travis. Already Travis knew, and now dad knew, that Travis was going to be the first one to ever climb the rock course on the first time trying.

Please note that this sample paper on Pie is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on Pie, we are here to assist you. Your research paper on Pie will be written from scratch, so you do not have to worry about its originality.

Order your authentic assignment and you will be amazed at how easy it is to complete a quality custom paper within the shortest time possible!

Eternal Darkness

If you order your cheap term paper from our custom writing service you will receive a perfectly written assignment on Eternal Darkness. What we need from you is to provide us with your detailed paper instructions for our experienced writers to follow all of your specific writing requirements. Specify your order details, state the exact number of pages required and our custom writing professionals will deliver the best quality Eternal Darkness paper right on time.

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Developer Silicon Knights psychological thriller "Eternal Darkness Sanitys Requiem" has been in development for a quite a while. The title, which travels gamers through the depths of time, and challenges them to complete quests using a dozen different characters, began its life as an N64 game. However, it was cancelled and switched over to GameCube as Nintendos next-generation console "matured." Nintendo and Silicon Knights worked tirelessly on this project for two years more, enhanced it considerably, added new elements, tweaked and fixed controls, blew out graphics, sound and other important game factors. All of this while gamers eagerly, and sometimes impatiently, waited for Eternal Darkness to step out of the shadows.

But the wait is finally over and the good news is that its all been worth it. Eternal Darkness is the truest evidence to proper development time and commitment. The game grabs hold of players and doesnt let go, captivating with its brilliantly crafted storyline, its compelling visuals and scenery, and its character development. These details are only matched by the titles polished controls, combat system and beautifully conceived magic system. Add in the spooky element of surprise through insanity effects, one of the titles more interesting exclusives, and a long and satisfying adventure. The ending result is something very special.

A clone of Resident Evil is definitely not a way to describe this masterpiece. What it is, however, to dedicated players who fully explore its length and intricacies, is one of GameCubes absolute best games, and indeed one of the greatest titles I have ever played in my lifetime. The sanity effects are brilliant and the visuals are excellent. Combined with great sound and a wonderful story shown in some nice cut scenes and wonderfully acted; the entire experience can be chilling. I'd feel wrong to confuse all the goodness of Eternal Darkness with great gameplay, and gameplay is what matters most to me in a game. In that category, the brilliance of Eternal Darkness shines above the rest. Its the first must-have GameCube adventure, an experience no intelligent gamer should miss. What I think makes it difficult to rate is its style. As with all games, it will cater to a specific audience. Eternal Darkness Sanity's Requiem is definitely not a title for young gamers. However, for the rest of us, Silicon Knights has created it first game for Nintendo GameCube, and, I for one am excited to see what games they develop in the future

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Please note that this sample paper on Eternal Darkness is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on Eternal Darkness, we are here to assist you. Your cheap custom college papers on Eternal Darkness will be written from scratch, so you do not have to worry about its originality.

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LEADERSHIP AND LEADERSHIP STYLES

If you order your cheap custom essays from our custom writing service you will receive a perfectly written assignment on lEADERSHIP AND LEADERSHIP STYLES. What we need from you is to provide us with your detailed paper instructions for our experienced writers to follow all of your specific writing requirements. Specify your order details, state the exact number of pages required and our custom writing professionals will deliver the best quality lEADERSHIP AND LEADERSHIP STYLES paper right on time.

Our staff of freelance writers includes over 120 experts proficient in lEADERSHIP AND LEADERSHIP STYLES, therefore you can rest assured that your assignment will be handled by only top rated specialists. Order your lEADERSHIP AND LEADERSHIP STYLES paper at affordable prices with cheap essay writing service!

Leadership, influencing other to willing do the work of an organization so that the objectives can be met. The main objective for any organization is to meet it's goals. To do this you will need one major component in place, that is management. Management comes in and organizes the entire operation of the organization. You take it a step further when leadership comes in to place. An organization could not exist if it where not for the leaders.

It is not only important to have the title or the position of being a leader but it would also be important for the leader to be effect so that his followers will follow his leadership. To do this as a leader you will need to have certain skill and abilities. For example a good leader, will have the ability of acting as a leader. A leader is suppose to be able to motivate the employees, and communicate effectively in difference of the barriers that exist, he will organize teams, and be held accountable for supervising the team, and he most be able to manage organizational and cultural changes that are needed to improve the organization. Leaders have power and certain traits, the leader should have a vision for the where the organization will go, the leader should actually think as a leader would. A leader should have six personal traits. They should have the drive to achieve, and the desire to lead. He is confident in his decisions and knows what it take for the organization to meet its goals, he knows the business well, he displays integrity and honest in doing business and with his subordinates. Most important the leader will need to have the right leadership style in order to stand and be an effective leader. Leadership style is the behavior in which the leader has chosen to be, he will display certain values and a certain attitude. Even though there are several styles of leadership it is always be to select a style that best suites the organization it self.

Hour glass store is a small retail clothing store for the alternative sized woman 1-6. It is the creation of four creative imaginative and independently strong minded- woman. The store sells clothing that is very fashion forward and innovative. It features the following style nols (50's-60's era) ponk, gothic, street wear, club and military. The store also has accessories to complete the entire outfit and or wardrobe. Our objective is to remain unique and different by creating new and fashion flowing attire to dress teenagers and the mature woman. This will be achieved by offering the best direct customer service possiable. This is using heart skills

H-Hello to every customer

Cheap College Papers on lEADERSHIP AND LEADERSHIP STYLES

E-Establish the connection by introducing yourself

A-Ask questions

R-Recommend and reinforce by proudly making suggestions

T- Thank you by saying thank you to every customer

Our last objective is growth first we will offer our product line on the world wide web (Internet Service). This would expand our selling base and name recognition. Next we will expand our business to the North, South, East, West, Southeast Southwest regions of the country. According to the Management Theory Practice and Application (p.178), the university of Michigan studies stated when two set of leadership styles, production entered and employee centered and close gems.

We have decided to use the Employee- oriented leadership and the Job centered leadership for the leadership style for our company. The reason that we have made this selection, is because we feel that if we learn to focus on our employee rather than trying to learn as an individual and try to adhere to learn the need as an employee it would make a healthy work environment for everyone We prefer to focus on the personality and the individuality and emphasize building good interpersonal relationships. Next job centered style would assist in making sure that each and every employee is trained in the different aspect of the business, beginning with open selling power, to setting up the products in the store, and getting customers to closing at the end of the day We want to focus on production and the job's technical aspect.

According to Likert (p.178) concludes " Supervisors with the best record of performance focus their primary attention on the human aspects of their subordinates' problems and on endeavors to build effective work groups with high performance goals.

These two leadership styles would feature the ownership type of employee, would be willing to participate as a manager in the absence of the manager when ever the opportunity present itself. In contrast to the other styles of leadership which can also be very effective in other companies, however based on the behavior we have chosen and would like for our company to display the Job centered leadership style and or the employeeOriented leadership style. For example the Close Supervision leader the supervisor specifies the roles of subordinates and checks up to see that the employee has completed the task. Or the Laissez leader has a complete hand off policy with it's subordinates. With the General leader this style is somewhat in the middle

In the leadership role motivation, communication, team building, organizational change, and culture change are techniques and theories a leader can use to implement changes required to improve an organizational situation. Leaders must first identify what is happening in the organization, than account for what is happening. To account for what is happening in an organization a leader should use behavioral science theories to identify why the situation is occurring. There is no particular behavioral science method specified for one to use, because all situation are not the same.

Research shows according to an internet article by T.K. Owston, "Motivation and Leadership Theories" states that the dictionary defines a leader as one who leads or goes first. Owston says the leader does not always go first, but a separate definition would develop on the idea of one who leads is. , one who motivates. It is very difficult to separate the theories and concepts of leadership and motivation. Owston farther stated that for leaders to fulfill their role, he or she has to know how to motivate people and must seek ways to do this so as to maintain their role as a leader(p.1)" Some leaders believe it is necessary to use pain or threat of pain to motivate, but others consider that this only motivates no one but the dullest and most idle of people. There are leaders who motivate with promises of food, deeds, excitement, companionship, involvement and other benefits. The industrialist and entrepreneur leaders motivates by means of increase in salary and bonuses. Owston believes motivation and leadership are inseparatable.

In reading Management Theory, Practice, and Application it is noted that very often a leader who was eminently qualified and successful in one situation turns out to be less successful in another. This fact has driven many experts to try to figure out how to fit the leader and his or her style to the situation. Fred Fiedler's contingency theory of leadership sought to determine whether a leader who was lenient in evaluating associates was more likely or less likely to have a high-producing group than a leader who was demanding and discriminating. Three situational factors were combined to determine whether the high-LPC or the low-LPC style were appropriate

1. Position power, the degree to which the position itself enables the leader to get group members to comply with and accept his or her decisions and leadership.

The leader using this technique is making an organizational change to fit his or

Satisfaction.

. Task structure, how routine and predictable the work group's task is.

. Leader-member relations, The extent to which the; leader gets along with workers. This is an important theory because it has to do with how well a leader can communicate with their workers to make changes in the organization and get the work done in an efficient manner.

Path-Goal Leadership Theory is based on the expectancy theory of motivation.

Expectancy theory states that whether a person will be motivated depends on two things whether the person believes he or she has the ability to accomplish a task, and his or her desire to do so. This is the style the Hourglass Store choose to use because we are a merchandise store and our business is built around motivation. If our employees are unclear about a situation we make sure that clarity is given in order that mistakes and problems will be minimum. By offering consideration and support to our employees and giving them incentives for meeting their sales quotas has proven to be an excellent theory for Hourglass. We try to advocate team building which helps us to keep our employees happy. Although the path-goal theory has received little support in other capacities, it has proven to be an excellent theory for The Hourglass Store.

The final theory is Leader-Member Exchange Theory. Different styles are used for different members of the same group. The leader tends to divide their subordinates into and "in" group and an "out" group. It would be very obvious who would get the better treatment. This method is nothing but a form of discrimination and leaves no positive impact on organizational and cultural changes.

Leadership, influencing other to willing do the work of an organization so that the objectives can be met. The main objective for any organization is to meet it's goals. To do this you will need one major component in place, that is management. Management comes in and organizes the entire operation of the organization. You take it a step further when leadership comes in to place. An organization could not exist if it where not for the leaders.

It is not only important to have the title or the position of being a leader but it would also be important for the leader to be effect so that his followers will follow his leadership. To do this as a leader you will need to have certain skill and abilities. For example a good leader, will have the ability of acting as a leader. A leader is suppose to be able to motivate the employees, and communicate effectively in difference of the barriers that exist, he will organize teams, and be held accountable for supervising the team, and he most be able to manage organizational and cultural changes that are needed to improve the organization. Leaders have power and certain traits, the leader should have a vision for the where the organization will go, the leader should actually think as a leader would. A leader should have six personal traits. They should have the drive to achieve, and the desire to lead. He is confident in his decisions and knows what it take for the organization to meet its goals, he knows the business well, he displays integrity and honest in doing business and with his subordinates. Most important the leader will need to have the right leadership style in order to stand and be an effective leader. Leadership style is the behavior in which the leader has chosen to be, he will display certain values and a certain attitude. Even though there are several styles of leadership it is always be to select a style that best suites the organization it self.

Hour glass store is a small retail clothing store for the alternative sized woman 1-6. It is the creation of four creative imaginative and independently strong minded- woman. The store sells clothing that is very fashion forward and innovative. It features the following style nols (50's-60's era) ponk, gothic, street wear, club and military. The store also has accessories to complete the entire outfit and or wardrobe. Our objective is to remain unique and different by creating new and fashion flowing attire to dress teenagers and the mature woman. This will be achieved by offering the best direct customer service possiable. This is using heart skills

H-Hello to every customer

E-Establish the connection by introducing yourself

A-Ask questions

R-Recommend and reinforce by proudly making suggestions

T- Thank you by saying thank you to every customer

Our last objective is growth first we will offer our product line on the world wide web (Internet Service). This would expand our selling base and name recognition. Next we will expand our business to the North, South, East, West, Southeast Southwest regions of the country. According to the Management Theory Practice and Application (p.178), the university of Michigan studies stated when two set of leadership styles, production entered and employee centered and close gems.

We have decided to use the Employee- oriented leadership and the Job centered leadership for the leadership style for our company. The reason that we have made this selection, is because we feel that if we learn to focus on our employee rather than trying to learn as an individual and try to adhere to learn the need as an employee it would make a healthy work environment for everyone We prefer to focus on the personality and the individuality and emphasize building good interpersonal relationships. Next job centered style would assist in making sure that each and every employee is trained in the different aspect of the business, beginning with open selling power, to setting up the products in the store, and getting customers to closing at the end of the day We want to focus on production and the job's technical aspect.

According to Likert (p.178) concludes " Supervisors with the best record of performance focus their primary attention on the human aspects of their subordinates' problems and on endeavors to build effective work groups with high performance goals.

These two leadership styles would feature the ownership type of employee, would be willing to participate as a manager in the absence of the manager when ever the opportunity present itself. In contrast to the other styles of leadership which can also be very effective in other companies, however based on the behavior we have chosen and would like for our company to display the Job centered leadership style and or the employeeOriented leadership style. For example the Close Supervision leader the supervisor specifies the roles of subordinates and checks up to see that the employee has completed the task. Or the Laissez leader has a complete hand off policy with it's subordinates. With the General leader this style is somewhat in the middle

In the leadership role motivation, communication, team building, organizational change, and culture change are techniques and theories a leader can use to implement changes required to improve an organizational situation. Leaders must first identify what is happening in the organization, than account for what is happening. To account for what is happening in an organization a leader should use behavioral science theories to identify why the situation is occurring. There is no particular behavioral science method specified for one to use, because all situation are not the same.

Research shows according to an internet article by T.K. Owston, "Motivation and Leadership Theories" states that the dictionary defines a leader as one who leads or goes first. Owston says the leader does not always go first, but a separate definition would develop on the idea of one who leads is. , one who motivates. It is very difficult to separate the theories and concepts of leadership and motivation. Owston farther stated that for leaders to fulfill their role, he or she has to know how to motivate people and must seek ways to do this so as to maintain their role as a leader(p.1)" Some leaders believe it is necessary to use pain or threat of pain to motivate, but others consider that this only motivates no one but the dullest and most idle of people. There are leaders who motivate with promises of food, deeds, excitement, companionship, involvement and other benefits. The industrialist and entrepreneur leaders motivates by means of increase in salary and bonuses. Owston believes motivation and leadership are inseparatable.

In reading Management Theory, Practice, and Application it is noted that very often a leader who was eminently qualified and successful in one situation turns out to be less successful in another. This fact has driven many experts to try to figure out how to fit the leader and his or her style to the situation. Fred Fiedler's contingency theory of leadership sought to determine whether a leader who was lenient in evaluating associates was more likely or less likely to have a high-producing group than a leader who was demanding and discriminating. Three situational factors were combined to determine whether the high-LPC or the low-LPC style were appropriate

1. Position power, the degree to which the position itself enables the leader to get group members to comply with and accept his or her decisions and leadership.

The leader using this technique is making an organizational change to fit his or

Satisfaction.

. Task structure, how routine and predictable the work group's task is.

. Leader-member relations, The extent to which the; leader gets along with workers. This is an important theory because it has to do with how well a leader can communicate with their workers to make changes in the organization and get the work done in an efficient manner.

Path-Goal Leadership Theory is based on the expectancy theory of motivation.

Expectancy theory states that whether a person will be motivated depends on two things whether the person believes he or she has the ability to accomplish a task, and his or her desire to do so. This is the style the Hourglass Store choose to use because we are a merchandise store and our business is built around motivation. If our employees are unclear about a situation we make sure that clarity is given in order that mistakes and problems will be minimum. By offering consideration and support to our employees and giving them incentives for meeting their sales quotas has proven to be an excellent theory for Hourglass. We try to advocate team building which helps us to keep our employees happy. Although the path-goal theory has received little support in other capacities, it has proven to be an excellent theory for The Hourglass Store.

The final theory is Leader-Member Exchange Theory. Different styles are used for different members of the same group. The leader tends to divide their subordinates into and "in" group and an "out" group. It would be very obvious who would get the better treatment. This method is nothing but a form of discrimination and leaves no positive impact on organizational and cultural changes.

Leadership, influencing other to willing do the work of an organization so that the objectives can be met. The main objective for any organization is to meet it's goals. To do this you will need one major component in place, that is management. Management comes in and organizes the entire operation of the organization. You take it a step further when leadership comes in to place. An organization could not exist if it where not for the leaders.

It is not only important to have the title or the position of being a leader but it would also be important for the leader to be effect so that his followers will follow his leadership. To do this as a leader you will need to have certain skill and abilities. For example a good leader, will have the ability of acting as a leader. A leader is suppose to be able to motivate the employees, and communicate effectively in difference of the barriers that exist, he will organize teams, and be held accountable for supervising the team, and he most be able to manage organizational and cultural changes that are needed to improve the organization. Leaders have power and certain traits, the leader should have a vision for the where the organization will go, the leader should actually think as a leader would. A leader should have six personal traits. They should have the drive to achieve, and the desire to lead. He is confident in his decisions and knows what it take for the organization to meet its goals, he knows the business well, he displays integrity and honest in doing business and with his subordinates. Most important the leader will need to have the right leadership style in order to stand and be an effective leader. Leadership style is the behavior in which the leader has chosen to be, he will display certain values and a certain attitude. Even though there are several styles of leadership it is always be to select a style that best suites the organization it self.

Hour glass store is a small retail clothing store for the alternative sized woman 1-6. It is the creation of four creative imaginative and independently strong minded- woman. The store sells clothing that is very fashion forward and innovative. It features the following style nols (50's-60's era) ponk, gothic, street wear, club and military. The store also has accessories to complete the entire outfit and or wardrobe. Our objective is to remain unique and different by creating new and fashion flowing attire to dress teenagers and the mature woman. This will be achieved by offering the best direct customer service possiable. This is using heart skills

H-Hello to every customer

E-Establish the connection by introducing yourself

A-Ask questions

R-Recommend and reinforce by proudly making suggestions

T- Thank you by saying thank you to every customer

Our last objective is growth first we will offer our product line on the world wide web (Internet Service). This would expand our selling base and name recognition. Next we will expand our business to the North, South, East, West, Southeast Southwest regions of the country. According to the Management Theory Practice and Application (p.178), the university of Michigan studies stated when two set of leadership styles, production entered and employee centered and close gems.

We have decided to use the Employee- oriented leadership and the Job centered leadership for the leadership style for our company. The reason that we have made this selection, is because we feel that if we learn to focus on our employee rather than trying to learn as an individual and try to adhere to learn the need as an employee it would make a healthy work environment for everyone We prefer to focus on the personality and the individuality and emphasize building good interpersonal relationships. Next job centered style would assist in making sure that each and every employee is trained in the different aspect of the business, beginning with open selling power, to setting up the products in the store, and getting customers to closing at the end of the day We want to focus on production and the job's technical aspect.

According to Likert (p.178) concludes " Supervisors with the best record of performance focus their primary attention on the human aspects of their subordinates' problems and on endeavors to build effective work groups with high performance goals.

These two leadership styles would feature the ownership type of employee, would be willing to participate as a manager in the absence of the manager when ever the opportunity present itself. In contrast to the other styles of leadership which can also be very effective in other companies, however based on the behavior we have chosen and would like for our company to display the Job centered leadership style and or the employeeOriented leadership style. For example the Close Supervision leader the supervisor specifies the roles of subordinates and checks up to see that the employee has completed the task. Or the Laissez leader has a complete hand off policy with it's subordinates. With the General leader this style is somewhat in the middle

In the leadership role motivation, communication, team building, organizational change, and culture change are techniques and theories a leader can use to implement changes required to improve an organizational situation. Leaders must first identify what is happening in the organization, than account for what is happening. To account for what is happening in an organization a leader should use behavioral science theories to identify why the situation is occurring. There is no particular behavioral science method specified for one to use, because all situation are not the same.

Research shows according to an internet article by T.K. Owston, "Motivation and Leadership Theories" states that the dictionary defines a leader as one who leads or goes first. Owston says the leader does not always go first, but a separate definition would develop on the idea of one who leads is. , one who motivates. It is very difficult to separate the theories and concepts of leadership and motivation. Owston farther stated that for leaders to fulfill their role, he or she has to know how to motivate people and must seek ways to do this so as to maintain their role as a leader(p.1)" Some leaders believe it is necessary to use pain or threat of pain to motivate, but others consider that this only motivates no one but the dullest and most idle of people. There are leaders who motivate with promises of food, deeds, excitement, companionship, involvement and other benefits. The industrialist and entrepreneur leaders motivates by means of increase in salary and bonuses. Owston believes motivation and leadership are inseparatable.

In reading Management Theory, Practice, and Application it is noted that very often a leader who was eminently qualified and successful in one situation turns out to be less successful in another. This fact has driven many experts to try to figure out how to fit the leader and his or her style to the situation. Fred Fiedler's contingency theory of leadership sought to determine whether a leader who was lenient in evaluating associates was more likely or less likely to have a high-producing group than a leader who was demanding and discriminating. Three situational factors were combined to determine whether the high-LPC or the low-LPC style were appropriate

1. Position power, the degree to which the position itself enables the leader to get group members to comply with and accept his or her decisions and leadership.

The leader using this technique is making an organizational change to fit his or

Satisfaction.

. Task structure, how routine and predictable the work group's task is.

. Leader-member relations, The extent to which the; leader gets along with workers. This is an important theory because it has to do with how well a leader can communicate with their workers to make changes in the organization and get the work done in an efficient manner.

Path-Goal Leadership Theory is based on the expectancy theory of motivation.

Expectancy theory states that whether a person will be motivated depends on two things whether the person believes he or she has the ability to accomplish a task, and his or her desire to do so. This is the style the Hourglass Store choose to use because we are a merchandise store and our business is built around motivation. If our employees are unclear about a situation we make sure that clarity is given in order that mistakes and problems will be minimum. By offering consideration and support to our employees and giving them incentives for meeting their sales quotas has proven to be an excellent theory for Hourglass. We try to advocate team building which helps us to keep our employees happy. Although the path-goal theory has received little support in other capacities, it has proven to be an excellent theory for The Hourglass Store.

The final theory is Leader-Member Exchange Theory. Different styles are used for different members of the same group. The leader tends to divide their subordinates into and "in" group and an "out" group. It would be very obvious who would get the better treatment. This method is nothing but a form of discrimination and leaves no positive impact on organizational and cultural changes.

References

1. University Of Phoenix(ED) …(00)"Management, Theroy Practice and Application"

. Chappell, Tom(1) "Managing up side down"

References

1. University Of Phoenix(ED) …(00)"Management, Theroy Practice and Application"

. Chappell, Tom(1) "Managing up side down"

References

1. University Of Phoenix(ED) …(00)"Management, Theroy Practice and Application"

. Chappell, Tom(1) "Managing up side down"

Please note that this sample paper on lEADERSHIP AND LEADERSHIP STYLES is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on lEADERSHIP AND LEADERSHIP STYLES, we are here to assist you. Your cheap research papers on lEADERSHIP AND LEADERSHIP STYLES will be written from scratch, so you do not have to worry about its originality.

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God of Small Things

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The God of Small Things opens with Rahel returning to Ayemenem in India, her childhood home years after some terrible events took place. Gradually the story of the events themselves and the history that led to them unfolds. It is the story of an increasingly dysfunctional family whose members all broke the rules in various ways and crossed into forbidden territory.

We learn early on in the books that Sophie Mol - the cousin of Rahel and her twin brother, Estha - had died just two weeks into a visit from England. Sophie's mother, Margaret had been married to the twins' uncle, Chako. After Margaret's second husband had been killed in an accident, Chako had invited them out to Ayemenem for Christmas.

On the day Sophie Mol arrived, the twins' world began to unravel. At a visit to the cinema before collecting Margaret and Sophie from the airport, Estha is assaulted by a paedophile refreshment vendor. He is overcome with feelings of guilt and shame. Rahel says some careless words to her mother, Ammu, who tells her that careless words make one love the speaker of them a little less. This idea horrifies the twins who are especially devoted to their mother following her divorce from their alcoholic father.

When the twins arrive back at the house after collecting Sophie Mol and her mother, they separately slip away during the welcome proceedings. Rahel just steps out of 'the play', as she sees it, to greet Velutha, an Untouchable employee of the family firm with whom the twins have developed a very close friendship. As Rahel climbs onto Velutha's back, he meets the gaze of Ammu and they suddenly have a strong desire for each other.

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Estha goes to the factory where he has three thoughts a) anything can happen; b) It's best to be prepared; c) a boat. When he and Rahel subsequently find a boat, Velutha repairs it for them and they use it to cross the river to reach a long-abandoned house in the middle of an overgrown estate. On the veranda of the house they prepare a home from home by taking some of their special things and some food. What they do not realise is that on the night of Sophie's arrival, Ammu and Velutha start an affair - scandalously ignoring their caste distinctions. At night the two of them use the twins' boat to reach the same veranda.

After a couple of weeks, Velutha's father visits Mammachi, the family matriarch and Ammu's mother. Drunk and distraught, he tells Mammachi of the affair and offers to kill his son to redeem the shame that has been caused. Ammu's bitter, spiteful aunt, Baby Kochamma, locks her in her room. In her rage Ammu shouts at the children to go away. Already worried that she might love them less than she did, they decide to run away to the veranda of the old house. Sophie Mol goes with them and they set off across the river in the dark. However, there had been a big storm and the river is swollen and littered with debris. A large log capsizes them and when the twins reach the shore, Sophie Mol is nowhere in sight. Distressed and panic-stricken, they eventually get to the veranda and go to sleep, not realising that an exhausted Velutha has taken refuge there and is also fast asleep.

They are woken the following morning by a group of policemen viciously beating Velutha almost to death. Sophie Mol's body had been found and Baby Kochamma has been to the police to accuse Velutha of raping Ammu, kidnapping the children and murdering Sophie Mol. After the beating, the policemen notice the children's belongings and realise that this was no kidnapping and that a terrible mistake has been made.

The police inspector fears for his job as he knows that Velutha will soon die in his cell. He tells Baby Kochamma that she faces prosecution for giving false evidence unless either Ammu files a complaint against Velutha for raping her or the twins identify Velutha as their kidnapper. She deceives the children into doing this by making them believe that they and Ammu will go to prison for many years for murdering Sophie Mol. Ammu later goes to the police to try to clarify things but she is accused of being a prostitute and is not listened to. The official story is better for the police.

Chako, beside himself with grief, throws Ammu out of the house. She is made to send Estha to stay with his father and leave Rahel at Ayemenem until she can get a job and is able to

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Modern HistoryNational Study: Germany 1918 – 1945 Research

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The rise of the National Socialist German Worker's Party amongst the German people in the period from 1 to 1 can be attributed to attitudes against the idea of a republic, the French occupation of parts of Germany, hyperinflation, Beer hall Putsch and Hitler's imprisonment and the 10 elections. All of which they used to be recognised in Germany, gain support and take advantage of.

The opposition to the republic came from not the only left but the right also they could never accept the idea of a republic and were also still angry about the defeat of Germany. Other groups shared their views including the civil service, judiciary, educational system and the church. They all wanted to restore the honour and power of the German nation. Many of these groups were made up of ex-freikorps members and a lot of the paramilitary groups were prepared to use violence against people involved in Germany's surrender and others they considered as enemies of Germany. This was one of the many weaknesses of the government that the Nazis exploited to come to power. They even used the freikorps as allies to help them into power and gain more people as support.

St the end of the year of the first payment the government realised that with the economy weakening they announce that they could not make the next payment. Also it was announced they were behind in their delivery of coal to France. Determined to make Germany meet its obligations France had their troops occupy the Ruhr, an important industrial area of Germany. They believed they had to do this to reassert their authority upon the Germans to force the Germans to accept their defeat. A wave of anti-french feeling spread throughout Germany, political parties against the French called for a policy of passive resistance in the Ruhr. All the workers in the Ruhr went on strike refusing to cooperate in any way. Forcing the French to deal with thousands of restless people and deal with the acts of sabotage from the right wing extremists. Actions like this showed the German people how the current government was barely capable of dealing with their demands and what was happening in the country. The French presence fueled peoples' anger towards the loss of the war, the demands Germany had to meet and the people that let it happen.

Germany was unable to recover economically at the end of the war; they had lost a lot of their industrial sources in the peace treaty. The government had become weak and vulnerable to pressure from the left and the right wing and was also not prepared to make the people of German people suffer because to do the things necessary to reform the economy. The Government decided to deal with the payments and other debts was to print more money and consequently the value of the German currency fell and continued to fall. The policy of passive resistance and closing down of the Ruhr did not help the economy instead making it worse. The government had promised to pay the wages of those protesting in the Ruhr and at the same time had to use its scare reserves to provide coal from overseas to industries that were dependent on coal from the Ruhr. The value in currency soon rapidly fell down causing prices to soar and eventually the mark became worthless. The collapse of the economy caused great suffering in the country, soon after losing control of the economy strikes swept the nation as workers protested about the rising of unemployment and wages being able to keep up wit the cost of living. In August the government fell and Gustav Stressman was called upon by President Ebert to form a new government. Where he passed the enabling act gibing the government special powers to deal with problems facing the country, he ended the passive resistance and he also stopped the printing of the mark and put the rentenmark into circulation. The stop to the passive resistance angered the German nationalists who saw it as a betrayal to the nations honour. This also applied to many other people who were still angry about the war this was another fault by the government that the Nazis used to gain votes and show the people how the government was not working towards their best interests.

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Furious about he ending of the passive resistance in the Ruhr the German government lost authority in Bavaria and the right wing of the government took over. The Kampfbund was a powerful element in the government. The Nazi movement was a part of this and Hitler was a prominent leader. In November 1 when it appeared the Bavarian government was giving in to the Stressman government. Hitler and members from the kampfbund decided to make their move and seize control of the government of Bavaria by force. They failed and were imprisoned and declared dissolved by Von Kahr. They were only sentenced for five years and only ended having to serve eight months. This was because the judicial system had never supported the republic and usually was lenient to right wing opponents of the republic. They made use of their experience and learnt from it and decided that to achieve power it had to be done legally. In addition, inside prison Hitler wrote a book 'Mein Kampf' about his early life, political ideas, views on race and Germany's future role in world affairs. Originally being unpopular it became a best seller when he came to power. He was able to make most of his income from the sales of the book.

In the 10 elections the Nazis took advantage of the time the election was held. They attacked the weaknesses and inefficiency of the parliamentary system, the treat of communism and the consequences of the depression on the people. The economic collapse triggered unemployment, severe hardship and political instability. They used the loss of confidence in the parliamentary system in the people to gain support. The resentment and frustration caused by the deepening of the depression and unemployment of three million people was used to appeal to the people and have their support. His message appealed especially to those who had suffered greatly because of the depression. The atmosphere at the time of the election is what the Nazis used to appeal to the people and gain their support towards their party. People were tired and suffering and Hitler was able to use this to have them blame their government for it and show them all the problems in it that caused this.

In conclusion all the things that were happening in Germany in that period provided reasons for the people why they were the better party and also were used by the Nazis to gain support and strengthen their numbers. They also used this time to learn from their failures and how to exploit what was happening in Germany at the time.

Bibliography

Encarta 6 Encyclopedia

Republic to Reich A History of Germany 118 145 Second Edition, K.J Mason

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Between the Lines

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The purpose of descriptive language in literature is to connect the reader to the story or poem. Literary devices such as imagery, alliteration and analogies are an important aid for the author. These devices allow the reader to connect with the story on a deeper level, and they allow for enhanced visualization. Shakespeare uses words like lewdness, incestuous and loathsome to set the mood of the scene. In the play Hamlet Shakespeare uses profound diction and marvelous imagery to show the mind-set of Hamlet and the Ghost towards Claudius and the Queen.

The play is introduced with the understanding that Hamlet is still grieving for his father exceedingly. He has immense animosity towards King Claudius, and feels as if he is alone. His mother married Claudius, and his beloved father is dead without warning. But when Horatio tells Hamlet about the ghost of his father, Hamlet is in high spirits but apprehensive at the same time. He wasn't sure about if the Ghost was really his father, or if it was an evil spirit in disguise. Shakespeare created a somber mood when the Ghost talked, by using metaphors and grisly diction. From this scene the reader learns how Hamlet's father dies, and the Ghost's feelings towards the situation. But Hamlet and the Ghost's feelings of enmity are not spread evenly among the Queen and Claudius.

The description of Hamlet Sr.'s death in itself draws the reader to align with him and Hamlet. In the Ghost's soliloquy Shakespeare sets a morbid mood by using morose diction. The Ghost compares Claudius's actions to those of a serpent and calls him "incestuous" and "adulterate beast, with witchcraft of his wit, with traitorous gifts." Adjectives such as these bring out the tone and feeling of the character. This description conveys to the reader that Claudius is a character not to be liked. The Ghost leaves the Queen be, because after all he did love her, and he felt that her weighted conscience would be enough punishment. Overall Shakespeare easily creates the mood of a particular situation, and allows the reader to fully comprehend the purpose of the characters.

In conclusion, literary devices have the specific purpose of giving the reader the full meaning of a piece of writing. If the reader cannot ascertain or connect with a piece, then it really doesn't fully serve it's purpose. Shakespeare clearly wants the readers of Hamlet to feel what the characters feel, and obtain a sense of what the purpose of each character is. Stories and poems are a gateway to the imagination, and those that use literary devices enhance the mind's ability to really explore the depths of emotion.

Please note that this sample paper on Between the Lines is for your review only. In order to eliminate any of the plagiarism issues, it is highly recommended that you do not use it for you own writing purposes. In case you experience difficulties with writing a well structured and accurately composed paper on Between the Lines, we are here to assist you. Your cheap custom college paper on Between the Lines will be written from scratch, so you do not have to worry about its originality.

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ORGANIZATIONAL BEHAVIOUR

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1. Introduction

In this paper we are dealing with the case of collaboration in a group of fifteen members from multiple nations. This international strategy research group (ISRG), as we can realize from the case study is facing serious cohesiveness problems. There is a lot of conflict and diversity among its members. Especially from Susan's point of view there is another problem of her being treated as a minority due to the fact that she is a woman.

We do know that in order for a team to succeed cohesiveness among its members, it should fulfill some very important preconditions a) Similarities among its members, b) Smaller teams tend to be more cohesive than larger teams, c) Members need to be interact, d) Team's success, because cohesiveness increases when the team is successful in what is doing. Failure is logical to cause conflicts and fragmentation among its members.

Most of these preconditions are not satisfied in our case study. We are dealing with a large team of fifteen people, something that is normal to cause problems because of the differentiation of cultures. There are many differences among its members, especially perception differences. There are three basic elements presented in this case

Help with essay on ORGANIZATIONAL BEHAVIOUR1. Groups and teams

. Cultural organizational behavior

. Managing diversity

. Problem Definition

As we analyze the case there are many points, which we should labor

A. The form and the type of the ISRG team

Firstly the ISRG group it is formal because it serves a specific organizational purpose and performs a specific task. (Shermerhan Hunt Osborn, (7th edition O.B)

Furthermore is a temporary group specially created to solve a task appointed by the E.U. and its members are going to be desponded after the completion of the task. (Shermerhan Hunt Osborn, 7th edition O.B.).

As far as the sire of the group is concerned, is rather big. According to theory, big groups have the advantage of accomplishing the task easier due to the fact that is many members and so they can divide up the work. On the other hand there are many disadvantages. Firstly there is a problem in communicating among the members because they are all from different cultural environment. Secondly, we can detect serious coordination problems. This is a result not only of extensive number of members but also of the cross-cultural differences that exist among them (Shermerhan Hunt Osborn, 7th edition OB). In the case of our group it is obvious that the disadvantages overcome the advantages. There is a disagreement among its members and especially among French, American and British. Instead of working together they create great conflicts, which leads them to luck of cohesiveness and corporation. Pierre who is the French coordinator and, therefore, responsible for improving the coordination among the group members, is opposed to any of the ideas coming from American or British members.

B. Effectiveness of ISRG Group

In order for a group to be effective, members need to work together and separate the responsibilities, so as to complex different tasks. It is also important the task to have an intensity, which is the case here because our team has a specific and known to every member task to complete. Moreover, the task needs to be significant in order to provoke group's interest and enthusiasm. Again in our case study, ISRG team is dealing with a task of a great significance. (Stephen D. Robbins, th edition OB).

Moreover the composition of the team is very important for its effectiveness. In order to perform effectively a team requires members with three major abilities.

1. Technical abilities, . Problem solving abilities .Decision making skills. The combination of these abilities helps the team to deal with the problem presented, find alternative solutions, evaluate and select the right solution. Furthermore, team members need to be good listeners, open-minded persons that accept different aspects and have the ability to prevent any kind of conflicts (Stephen D. Robbins, th edition O.B.).

In our case ISRG team has not achieved this kind of composition. There are many members who want to have the lead as far as the decision process is concerned. In all three meetings there was not a single member that had the ability of solving the problems that occurred and reduce the conflict. Moreover, it seems that ISRG team has not good listeners and there is not a satisfactory feedback, which is very important for the process of the work and the cooperation among the members.

Very important factor is also the personality of the team members, which is extended to their behavior. (Stephen D. Robbins, th edition O.B.). In ISRG team there are members who are fully conscious and other who are not. This of course reduces the performance of the team. For example Susan had great enthusiasm and conscience at the beginning of the work and she was complying her role more that satisfactory. But during the process of the teamwork she faced with less enthusiasm and cooperation from the other members. So it was inevitable that she would feel less committed to her task during the next meetings.

Moreover for a successful teamwork members should have roles that fulfill their preferences and their needs in order to complete them with success. In the opposite case there is a danger of controversy among team members because they feel that they do not have the role they deserve (Stephen D. Robbins, th edition O.B). This is the case in ISRG team. Most of its members feel dissatisfied with their role and some of them seems that they don't have definite task to complete. Again Susan's example is very characteristic. She feels totally lost in the team because they don't give her a definite task and they try to ignore her. Another striking example is the conflict between Pierre and Kent concerning the editing of the book. They have not defined from the start, who is going to edit the book, and therefore they argue about who is going to take up the role of editing the book. This situation results to luck of communication and enthusiasm and also creates stress and internal conflicts, a phenomenon that is called "Role ambiguity"; conflict with each other (internal conflict); or conflict with the individual's personal values (person-role conflict). [Steven L. M. (Shane Mary Ann von Blinow; emerging realities for the workplace revolution Irwin McGraw Hill].

The absence of flexibility during the working process is also another characteristic of ISRG team. This absence creates difficulties in team's adaptability and makes it less reliant on any single member. Taking into consideration all the aggressiveness and competitiveness that is observed during the meetings we can justify the fact that the members will be unable to do each other job, if this is necessary or rely to one another. Along with the luck of flexibility we can also observe that some members prefer to work alone and they select themselves out of the team participation. This leads to the separation of the group and the creation of intergroups, something that threats its existence, because it is opposed to the rules and team's module. (Stephen D. Robbins, th edition O.B., e-business updated edition). Through all meetings we see only the participation of French, British and Americans. The rest of the members prefer to work alone and not to participate in any kind of discussion and conflict that is created between them. An important result of this is the creation of "Social loafing" which means that members work less had when they are in the team that they would individually. This usually happens when individual's contribution is not noticeable and recognized from the other members Susan works very hard and she very prompt and co-operative, but her work and effort are ignored and not recognized. Teams behavior makes her work less hard and she finally loses her enthusiasm and willingness.

Finally, there are some main points to be looked at concerning team's effectiveness. Firstly is important for the team to share a common purpose, which is the case with ISRG team, because they do have a specific and common purpose that they need to fulfill. Moreover, it is necessary for the team to set specific goals and work together in order to accomplish them. But in order for this goal to be fulfilled team's efficacy it is very significant. All of the members should be able to finish their task with success. Taking into consideration the above analysis we can assume that this is difficult to happen in ISRG team were there is no support and cohesiveness among its members (Stephen D. Robbins, th edition O.B. e-business updated edition).

C. Is conflict necessary to a group or not?

There is a controversy on whereas a conflict is necessary in a group or not. Generally speaking, we can say that the functional type of conflict is important for teamwork, in order to create more constructive level of tension, because it motivates team members to work harder and to do something about solving the problem that created this conflict. Also, conflict creates a sense of good competition, which is very significant for greater performance and effectiveness. [E. Van de Vliert (185) Escalative Intervention in small group conflicts, Journal of Applied Behavior science].

In the case of ISRG group conflict is rather dysfunctional and can lead to the separation of the group. There is a lot of aggressiveness and hostility among the members and specially Br, Americans and French. Another result, as we already mentioned in the previous analysis, is the reduce of participation and teamwork. Most of the members work alone in order not to take place in any kind of controversy and so the all idea of team spirit fades. [E. Von devliert (185) Escalative intervention in small group conflicts, Journal of Applied Behavior Science].

D. Cross cultural behavior

A very significant element, presented in the case is that at cross cultural communication and behavior. In ISRG group there are representatives of ten different countries and therefore ten different cultural approaches in the matter.

As we read the case we pin-point many differences and a lot of disagreement among the French-British-American members during the second and third meeting there was a big conflict between Pierre, who is the French coordinator, Kent the British representative and Susan the only American representative and also a minority due to the fact that she is a woman. Looking into the framework developed by Green-Hofstede about values and National cultures, we can come up with a range of several reasons that explain the above conflict.

Five are the dimensions of national cultures that influence individual behaviors. In our case it's important to analyze firstly power distance, which reflects the degree to which people accept the rank in an organization and the power distribution in the society. (Shermerhan Hunt Osborn, 7th edition O.B.). In this dimension according to cases appendix, French have a high power distance, which means that they do accept power distribution and inequalities, whereas U.S. and British have low power distance. Taking this into consideration we can explain the fact that French coordinator is behaving with highhanded manner and he is rather bossy towards the other members and especially British and U.S. According to Hofstede, societies with high power distance, French in our case do not involve others in the decision making process. This is obvious from the way Pierre is behaving towards the other members of the team gap. Of course this kind of behavior is unacceptable from Kent British and Susan Americans who don not share the same ideas since they belong to a society with low Power distance.

Secondly uncertainty avoidance is another important dimension, which is related with Power distance. "Uncertainty avoidance is the cultural tendency to be uncomfortable about taking a risk in every day life". (Shermerhan-Hunt-Osborn, 7th edition O.B.). French have high U.A whereas British and Americans have low Uncertainty avoidance. According to Hofsted, countries with high power distance and uncertainty avoidance, like French, are characterized by authoritarian, hierarchical structures and rigid rules and they are less concerned about harming others. This is obvious in Pierre's behavior. He seems really bossy and he does not care if he causes problems in the group. Especially towards Susan he is behaving in a way that harms her work and her prestige and creates problems to her ability to communicate in the group.

Individualism Vs Collectivism is a major dimension of cultural variability and it is very obvious in the case of ISRG team. "Individualism Vs collectivism reflects the degree to which people prefer to work as individuals and they put their own values and needs above the needs and the values of the group (individualism) or they prefer to work as a team and they evaluate more the needs, goals and values of the group (collectivism)" [B. Javvenpad, Sirkka L, Ladner, Daothy E., (Nov/Dec ) A Journal of the institute of management Sciences, Communication and trust in global virtual team)

According to the Appendix, French as well as British and Americans are highly individualistic cultures and they tend to be less concerned with self-categorizing and less influences by group membership. This is probably one of the main reasons for which these three cultures cannot co-operate smoothly as a team and they tend to argue and disagree. They set as a major priority their own needs of self-recognition and they overlook the values and needs of the group. They don't have a team co-operative spirit, which is very significant for the accomplishment of team's main goal.

Another important cultural dimension is Masculinity Vs feminity, which describes what thins people value. In masculine societies, organizations and individuals emphasize on competition and assertiveness whereas in feminine societies, organizations and individuals emphasize on more tender values and they have interpersonal sensitivity and concern for relationships. [Shermerhan Hunt Osborn, 7th edition O.B.].

In our case according to the appendix, France is a (F) society and U.S. and Br. (M) societies. Obviously, is rather difficult for a co-operation to take place since the values from both of the sides differ. The important point in this case is that according to Hofsted, women in (M) societies, Susan in this case, are not as assertive and competitive as men are. This is the reason why Susan faces the dilemma of living the group, whereas Kent has not even thought this possibility despite the conflicts. Susan had to cope with the demands of the team; she is very punctual and hard working. But, on the other hand, she is influenced by her caring and modest values and she is feeling week and unable to handle the conflict and the hostility from Pierre towards her.

We should also mention the incident were Kent had an argument with Pierre concerning the handling of English language. Kent's behavior was somehow disparaging to the way not native speakers handle the English language. This behavior is easily explained by the combination of masculinity and uncertainty avoidance which characterizes U.S. A striking thing in combination according to Hofsted is that they consider English as the most important and highly spoken language. [Munter, Mary, Business Horizons, (May/ June ) Cross cultural communication for managers, Business Source Premier].

E. Managing Diversity

Workplace diversity refers to the presence of individual human characteristics that make people different from one another. More specifically this diversity is differences based on gender, race and ethnicity, age and able-bodied ness. [Shemerhan Hunt Osborn, 7th edition O.B.].

In the case of ISRG group there is a diversity based on gender. From the 10 members there are only women. It is very important for an organization or a team to adopt the concept of managing diversity. "Managing diversity emphasizes appreciation of differences and creates of setting where everyone feels valued and accepted". (Shemerhan Hunt Osborn 7th edition O.B.).

In ISRG team there is an obvious discrimination against Susan. This discrimination is countered productive because it prevents Susan's contribution in the teamwork. It is obvious that Sussan is being treated as a minority. The main problem is allocated between Susan and Pierre, the French coordinator.

Women in various minority groups are often treated that way, firstly because of their physical difference, which makes male members uncomfortable or less trusting and secondly because they probably feel threatened, because they cannot accept a woman being better or working harder. Pierre is ignoring Susan's opinion and he is trying to make her feel like she is not useful or acceptable by the team's members.

During the 1st meeting all her suggestions were rejected as being wrong and inaccurate. At this point Susan felt that this was her mistake and that she misunderstood. The problem becomes more serious during the nd meeting where Susan was totally ignored by French members. They did not inform her about important updates making her feeling uncomfortable and unaware of her role within the group. This incident clearly shows the luck of trust and respect towards her, because she is a woman and therefore different. Also, in the same meeting Pierre insulted Susan by not using her professional title of professor or doctor. With his attitude shows his difficulty to accept Susan as an equal member and considers her as not being capable of dealing with the project. Finally, during the rd meeting, where the luck of enthusiasm is obvious to the all team, French brought an American professor to cope with some of the interviews in the American business, without informing Susan. This is another example of the luck of trust towards Susan. They thought that it will be better for a man to deal with the interviews, despite the fact that this was a task taken up by Susan.

According to Deborah Tanners, women speak and hear a language of connection and intimacy, which is totally different from men's language. Men speak and hear a language of status, power and independence. (Stephen D. Robbins, th edition O.B., e-business updated edition). From the above we realize that in a conversation or even a project, men and women communicate with a totally different way. It is obvious from the way Susan speaks and behaves, that she is trying to avoid conflicts. She is working about the cohesiveness of the group and she is trying to get support and connection. She believes in mutual understanding and cooperation and she is not competitive and aggressive.

Pierre, in the other hand, is trying to preserve independence and maintain status. He sees, Susan's behavior as "covert" and sneaky due to the fact that she is not as concerned as he is with the status and one-upmanship that directors often create. (Stephen D. Robbins, th edition O.B., e-business edition).

Furthermore, Susan is downplaying her authority and her accomplishments to avoid appearing as braggart and she is taking the other persons feeling into account. However, Pierre has misinterpreted this behavior and he, incorrect, concludes that she is less confident and incapable of handling the situation. In the end Susan faces a great dilemma feeling insecure and incapable of handling the situation, she is thinking of quitting the group. The question is how much this will affect her carrier and in case she stays what can be done so that she will gain respect, trust and attention.

.Recommendations

Firstly the team should set a high level of goal understanding and acceptance that each member of the group will be aware of. It is very important for all members to know that there is a goal that should be achieved in a specific time. In order for this goal to be completed, all members of the group should participate equally during the meeting. This can be accomplished when each member has a specific and clearly stated task to complete according to its level of expertise. It can be as wasteful to give a specific work to members who are unable to do that particular task, as it is to ignore the most expert member. In ISRG group in order for them to work smoothly and effective they will have to find which member is more appropriate and expert for the completion of each task. (Cohen Fink Gordon Willis 7th edition Effective behavior organization).

Secondly it will be helpful if they create a friendly and informal atmosphere before the meetings, in order to be able to work more effective and cooperative. Especially in this group, due to the fact that is very big and therefore its members are not related between them in any way (Cohen-Fink-Gordon-Willis, 7th edition Effective behavior organization).

Moreover it is of a high importance, for the effectiveness of the teamwork, to share all information and important updates. Otherwise there will be no cohesiveness among the members and they will not be able to finish their tasks since they will luck information and cooperation. We should not forget that this is the meaning of the groups' existence. (Cohen-Fink-Gordon-Willis, 7th edition Effective behavior organization).

Furthermore, they should try to discuss their disagreements and try to resolve them instead of setting them aside. Especially Susan, who is thinking of living the group, should discuss with the French about their attitude towards her. It is important to discuss her thoughts, feelings and complains with the other members and see if she can find the reason of the negative attitude towards her. This will help her find the best possible solution for her and for the team.

Criticism of performance is also very significant and should be open and direct among all group members. In that way they will be able to spot their mistakes and try to correct them. Members should express their feelings and opinion about a task that has been completed by one member. ISRG group and especially French and U.S. are more concentrated to the leadership instead of working for the success of the team.

In order to improve communication in ISRG team they should create firstly a supportive climate for effective problem solving. This can be achieved in the following specific ways

Firstly they will have to collaborate during the process of problem solving instead of trying to control the other person. For example Pierre should be less bossy and authoritarian and try to listen to his colleagues and be more co-operative and open-minded. (Judith R. Gordon, 7th edition A diagnostic approach).

Furthermore honesty is very important. All members should reveal their goals rather than trying to manipulate others. There is no honesty in ISRG group. Both French and American English should try to be more open and honest between them. This will improve their relations and will reduce conflicts and arguments. It is also very significant to convey empathy for the feelings and problems of their listener, rather than appearing unconcerned or neural about the listener's welfare. Especially in the case of Susan, French members seem to feel unconcerned towards her feelings. This is a wrong attitude, since it creates serious problems within the team. Pierre will have to put himself in Susan's shoes. He has to be aware of her values, expertise and frames of reference, before he sends his negative message. He has to try and see Susan as the person that really by putting aside his prejudice. It will be very good if he was trying to find out about her previous expertise, her education, upbringing and background, because this information will give him added insight.

The problem with Pierre and with French, generally, in the group, is that they have the feeling of superiority. He should try to indicate that he feels equal rather than superior from his fellow members.

From Susan's point of view, I do believe that she doesn't handle properly the situation. She has to delay her judgment until she has a sufficient time to observe and interpret the situation from the differing perspectives of al the cultures involved. I do not believe that living the group is a good idea or the best possible solution, but on the contrary I think that a hasty decision will damage her career and will be a failure for her as an individual. As we already mentioned it would be a very good idea to try and discuss her feelings and her thoughts with French members, since they are the ones that making her feeling the way she is. Moreover she should try to make an effort to approach the other members as well so that she will have their support. Running away and ignoring the problem is not a solution. She has to face it and try to solve it in the best possible way for her and for the group.

It is also very important to accept criticism and different points of view instead of being dogmatic and obstinate. This will reduce conflicts among members since different solutions will be accepted as possible and will be discussed. In that way members will feel that they do contribute in the teamwork, especially during the meetings. Of course this will have a great impact on their performance.

4.CONCLUSION

In order for a team to succeed cohesiveness among its members, it should fulfill some very important preconditions a) Similarities among its members, b) Smaller teams tend to be more cohesive than larger teams, c) Members need to be interact, d) Team's success. Failure causes conflicts and fragmentation among its members. In the case of ISRG group there is a diversity based on gender. From the 10 members there are only women. It is very important for an organization or a team to adopt the concept of managing diversity. "Managing diversity emphasizes appreciation of differences and creates of setting where everyone feels valued and accepted". (Shemerhan Hunt Osborn 7th edition O.B.). In order for the goal to be achieved, they should set aside any kind of dogmatism, selfishness, authoritarian behavior and prejudice and try to work collectively and co-operative.

5. EXECUTIVE SUMMARY

ISRG group is a temporary group specially created to solve a task appointed by the E.U. and its members are going to be responded after the completion of the task. Firstly there is a problem in communicating among the members because they are all from different cultural environment. There is a disagreement among its members and especially among French, American and British. In order for a group to be effective, members need to work together, separate the responsibilities, complete different tasks. These tasks need to have an identity and being significant In order to perform effectively a team requires members with three major abilities. 1. Technical abilities, . Problem solving abilities .Decision making skills. In our case ISRG team has not achieved this kind of composition. In ISRG team there are members who are fully conscious and other who are not. This of course reduces the performance of the team, results to luck of communication and enthusiasm and also creates stress and internal conflicts, a phenomenon that is called "Role ambiguity"; conflict with each other (internal conflict); or conflict with the individual's personal values (person-role. Susan's example is very characteristic. There is a lot of aggressiveness and hostility among the members and especially Br, Americans and French. French have a high power distance, whereas U.S. and British have low power distance. French have high U.A whereas British and Americans have low Uncertainty avoidance. In ISRG group there is also a diversity based on gender. There is an obvious discrimination against Susan. From the 10 members there are only women. In ISRG team the main problem is allocated between Susan and Pierre, the French coordinator. The problem becomes more serious during the nd meeting where Susan was totally ignored by French members. Recommendations Members should express their feelings and opinion about a task that has been completed by one member. In order to improve communication in ISRG team they should create firstly a supportive climate for effective problem solving. All members should reveal their goals rather than trying to manipulate others. There is no honesty in ISRG group. Especially in the case of Susan, French members seem to feel unconcerned towards her feelings. This is a wrong attitude, since it creates serious problems within the team. Pierre will have to put himself in Susan's shoes.

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