| Papers [1-14] of 100 :: [Page 1 of 8] | | Go to page : 1 2 3 4 5 6 7 8 —> | Search results on "AMERICAN GLOBAL LEADERSHIP": |
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American Global Leadership, 2007.
This paper argues that the United States' assumed leadership position of the West does not lead the world towards political and economic unity.
2,105 words (approx. 8.4 pages), 9 sources, MLA, £ 45.95
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Abstract
This paper states that the United States plays a key role in fomenting and sustaining the current global conflict, which may drive civilization towards political doom rather than a hopeful future. The author points out that the United States has even brought criticism upon itself from other Western countries in regards to its invasion of Iraq in 2003. The paper relates that the U.S. assumes automatic leadership of the world, believing that no country can do it better. The author concedes that the U.S. does play a major role in global development, influencing everything from technology and communications, to politics and economics. The paper concludes that, if the West truly wishes to bring the world under one liberal, democratic, homogeneous banner, then America's hold on global leadership must diminish, be reformed or be replaced.
Table of Contents:
Introduction
"Selective Democracy"
Neo-liberal Globalization
"America, the Dominant"
The "American" Way
Globalization's Handicap
Conclusion
From the Paper
"Relations between Iran and the US became tumultuous after the coup, particularly when a revolt in 1979 brought Ayatollah Khomeini to power. Khomeini stood against the Shah's American-supported "progressive modernization" in Iran, which included a move towards secularization and the introduction of Western culture into the lives of Iranian people. Khomeini promoted the restoration of Islamic traditions and customs which were widely criticized by the West for being oppressive and sexist. Soon after Khomeini came to power, the American embassy in Tehran was stormed and employees were taken hostage."
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Globalization and Leadership, 2002.
An analysis on the globalization and leadership challenges to the learning organization.
1,110 words (approx. 4.4 pages), 5 sources, MLA, £ 26.95
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Abstract
This paper discusses concepts applied to the particular challenges of globalization and leadership to the development of a sustainable learning organization. The paper explains how globalization requires that organizations increase their ability to learn and collaborate as well as to manage diversity, complexity, and ambiguity in order to compete in today's fast-moving global economy.
From the Paper
"The face of business has changed during the last decade. Globalization is the main force driving corporate change today. It affects organizational structure and technology, communications and product development, service delivery and training. It became the buzzword of the ?90?s and the new millennium. Globalization is a term used to refer to a number of trends leading towards a more interconnected world. Some of these trends include an increase in international trade at a faster rate than the growth in the world economy, an increase in the share of the world economy controlled by multinational corporations, greater international cultural influences, and greater international travel. More importantly is the greater sharing of information."
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The Global South and the Global North, 2007.
An analysis of the impact of globalization on the inequality between the global north and the global south.
1,402 words (approx. 5.6 pages), 8 sources, MLA, £ 32.95
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Abstract
This paper looks at globalization and discusses how it has exacerbated the pre-existing inequalities between the poor global south and the wealthy global north. It illustrates how globalization forces some people (predominantly in the southern regions of the planet) to work while permitting other people (predominantly individuals residing in the global north) to become wealthy.
From the Paper
"To start with, it is commonly known that powerful multinational corporations in the global north habitually take their manufacturing operations from Europe and/or America and deposit those aforementioned manufacturing operations in global south countries where they can avoid the onerous regulatory regimes, high corporate taxes, and high wage costs they associate with the north. At the same time, the movement of jobs and plants to the south has the unhappy effect of not only costing workers jobs in the north but also of reducing the south to the subordinate position of being "hewers of wood and drawers of water" for multinationals that are looking for cheap human resources that can be utilized in a working environment that is more permissive than the highly-regulated work environments of America and/or Europe. A good example of this phenomenon can be found in the IT sector where skilled U.S. workers are losing jobs to individuals overseas (Sosbe, 4) - presumably because the "cost of doing business" vis-a-vis wage expenses is lower in global south nations which do not have a strong tradition of labor activism or of government involvement in employee-employer relations."
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Globalization and Global Labour Patterns, 2005.
An analysis of the factors leading to globalization and global labour patterns.
2,700 words (approx. 10.8 pages), 10 sources, £ 73.95
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Abstract
This paper discusses globalization and global labour patterns. The paper argues that in a globalized world corporations are determining the labour conditions in both developed and developing countries. It suggests that the corporations are essentially making cheap, unskilled and flexible labourers.
From the Paper
"Globalization and Global Labour Patterns Globalization is one of the most controversial issues in politics and economics. In "Note on Terminalogy" David McNally defines globalization as, "The mainstream term for the new world Economy of the past twenty years" (McNally 9). How exactly has the world economy changed? While discussing the political and economic changes that have occurred over the last three decades Teeple explains, A system of highly integrated world trade was an irreversible fact by the end of the 1970s, confirmed and hastened by the new means of transportation and communications, whose increased productivity were transforming the worldwide distribution of products and hence the global conditions for valorization (Teeple 71)."
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Processes of Globalization and Shared Global Culture, 2005.
A discussion on whether the processes of globalization are producing a shared global culture.
2,028 words (approx. 8.1 pages), 4 sources, APA, £ 44.95
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Abstract
The paper states that it is not complicated to find some globalized places such as airline terminals, international hotels or CNN business news revealing the effects of globalization and its repercussions on our understanding of culture in the modern world. The paper relates that through the growing of global interconnections and the processes of ideas and global goods crossing national borders, cultures fuse across the globe. The paper also discusses the presence of English as an international language, and a homogenization of culture. The paper confirms that, culture is a set of values and practices characterized by its particularity, which nevertheless needs universal criteria as a reference to justify this particularity. It is also crucial to define culture as an "encompassing" concept and to keep in mind that it is difficult to know what is cultural.
From the Paper
"In addition, a shared global culture is also relevant as a global dissemination of an American or Western culture. Indeed the processes of globalization are providing fuel for a cultural imperialism, that is to say a global culture liable to be a hegemonic culture. Thus the assertion of a shared global culture seems to be linked to what Friedman describes as "the increasing hegemony of particular central cultures, the diffusion of American values, consumers goods and lifestyles" (Friedman, 1994: 195). The diffusion of dominant standard icons and references such as MacDonald's, Coca-Cola leads to think about an obvious Americanization. In a word, cultures are both confronted by a global dominance of the western culture and by the practices of global capitalism. The result is probably a decrease of cultural differences: a process which undeniably worked to the advantage of the USA and others Western nations. A striking example of this tendency of cultural imperialism is the United Nations Educations Scientific and Cultural Organization's call for a "new world information and communication order" and its politics on global culture."
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Globalization and Global Survival, 2005.
This paper discusses the effects and dangers of globalization.
1,800 words (approx. 7.2 pages), 5 sources, £ 49.95
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Abstract
This article examines the cultural, commercial, political and environmental effects of globalization. The writer then looks at the related challenges and dangers. The writer discusses how the existence of international monopolies together with the third world sweat shops and additional factors endanger global survival. The writer further discusses that globalization's exportation of environmentally and perhaps socially unsustainable Western materialism to populous developing nations such as India and China is also worrying for the future of the planet.
From the Paper
"Evidence of increasing hegemony by an ever shrinking number of multinational conglomerates is fuelling increasing concern regarding global cultural, commercial, political and environmental effects from such inequitable distribution of power. The creation of international industrial monopolies and massive fortunes of unprecedented size, accompanied as it is by equally massive down-sizing, unemployment, environmental degradation and the exponential increase of Third World sweat shops and child labor, seems to be leading to disaster on a global scale."
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Leadership Styles in the 21st Century, 2008.
A comparison of the characteristics of three leadership styles - transformational leadership, transactional leadership and servant leadership.
2,573 words (approx. 10.3 pages), 22 sources, APA, £ 53.95
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Abstract
This paper discusses three different leadership styles - transformational leadership, transactional leadership and servant leadership. It looks at each leadership style individually and discusses its characteristics. The paper then examines the way that each style impacts the relationship between leaders and followers and implicitly the company in its own particular way. Finally, the paper compares the different styles within tables.
Table of Contents:
Introduction
Transformational Leadership
Transactional Leadership
Transformational Leadership
Transactional Leadership
Servant Leadership
Transformational Leadership vs. Transactional Leadership
Transformational Leadership vs. Servant Leadership
Transactional Leadership vs. Servant Leadership
Conclusion
From the Paper
"Many authors have suggested that the transformational leadership has come as a completion of the transactional one and after a deeper analysis it can be seen that the transformational and servant ones are very similar. The three leadership types are not mutually excluding each other. In fact, a good leader is assumed to display characteristics from all these types. He/she needs to focus both on people and organizational goals because people are not his/her only "clients". Shareholders and customers enter in this category as well, which makes organizational goals important. A good leader should know what is the right mix of rewards and when to use the reward system and when not, because the excessive use of rewards inhibits the follower's loyalty and increases the probability for it to leave the organization. Also, it should know what the right attention that needs to be paid to its own development is, so that this one doesn't become detrimental to other people's development."
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Leadership Models, 2008.
This paper provides a comparison of four leadership models: transactional leadership, transformational leadership, charismatic leadership and servant leadership.
1,900 words (approx. 7.6 pages), 6 sources, MLA, £ 41.95
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Abstract
In this article, the writer notes that the nature of leadership includes autocracies and dictatorships on one end of the spectrum, and absolute autonomy (or laissez faire) on the other. In-between the polar extremes of servitude through oppression and complete autonomy, several leadership styles have evolved that emphasize different aspects of human motivation and achievement, in different proportions. The writer points out that certain leadership approaches are most appropriate and likely to produce efficient results in some situations and others are more likely to contribute to the success of group enterprise in others. The writer then discusses transactional leadership, transformational leadership, charismatic leadership and servant leadership.
Outline:
Introduction
Transactional Leadership
Transformational Leadership
Charismatic Leadership
Servant Leadership
Conclusion
From the Paper
"Mutual cooperation within human societies is, necessarily, task and goal oriented, because cooperation and shared efforts yield results more productively than exclusive self-responsibility for every need of the individual. Throughout most of human existence - particularly before the Industrial Revolution - the vast majority of human cooperation was motivated primarily by the simple desire of the individual to meet the basic needs of self and family. Living in a group, even under the oppressive wielding of authority, allowed many individuals to achieve more for themselves than would have been possible without reliance on others.
"This observation of human social societies is still just as applicable today, except that the specific role of most individuals is many levels more removed from the most basic needs."
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Authenticity in Leadership, 2005.
This paper is a literature review discussing authenticity in leadership and business leadership education programs.
20,880 words (approx. 83.5 pages), 43 sources, APA, £ 172.95
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Abstract
This paper explains that authentic leadership, which embraces self-knowledge that does not mind facing personal shortcomings or needed change, is critically lacking, but very needed, in today's global environment. The author points out that leadership development can impart particular skills and provide experiences to learn these skills such as communication, more efficient management and organization, staff relationships and achieving their vision. The paper relates that the primary learning experiences for authenticity in leadership appear to be through experiential learning; therefore, funding of programs that bring together the many different cultures of the world in combination with the many different perspectives and views is very important. Charts and tables.
Table of Contents
Introduction
Evolution of Organizations
Evolution of Leadership
The Emerging Profile for Leadership Effectiveness
Authenticity as a Key Attribute for Effective Leadership
Concepts of Authority in Leadership
Scope, Components, Correlates
Evidence of Positive Effects of Authenticity in Leadership Productivity, Morale
Performance, Results
Other Benefits
Examples of Authentic Leaders and Their Development
Learned in school
Culturally Derived
Experientially Derived
Mentored Result
Business School Preparation of Students to Lead with Authenticity
Assessment of Effectiveness
Student Perceptions
Awareness of the Need - Indications
Perceived Confidence to Lead Effectively
Global Leadership Issues
Conclusions
Apparent Message of Students
Need for Research
From the Paper
"The evolution of leadership as well as that of the business organization itself has seen many popular methods and procedures in team leading come and go, however there are primary methods of leadership that always come back around to popular use due to their effectiveness. Just as the corporate and business environment has shifted through many phases with methods and procedural evolution there has also been evolution in leadership methods and styles. From the earlier days of the very amoral leaders there have been many corrupt dealings for Enron did most certainly not write the book on this type of business dishonesty."
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Leadership, 2005.
This paper is an extensive research based on a literature review, of the perennial question: "Are leaders born or made?"
37,050 words (approx. 148.2 pages), 230 sources, APA, £ 172.95
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Abstract
This paper states that the objective of the research is to demonstrate that leadership development is actually a process that develops over many years and requires the support of education and training. The author points out that an important component of leadership is self-knowledge, which includes: Recognition of one's own strengths and weaknesses, the ability to take risks and recognition that mistakes are an opportunity for learning. This paper concludes that discussing one's ideas and values, developing a teachable point of view, and developing stories, which bring these views to life, are all learnable skills; therefore, it is clear that leadership is strongly linked to learning and education.
Table of Contents
Preface
Subject of Investigation
Needs, Interests and Problems Detected
Justification of the Thesis Theme
Objectives
General Information
Specifications (Methodology)
Goals
Introduction
Literature Review
Research throughout History
Early Approaches to Leadership Study
The Conceptualization
Transformational Leadership
Transformational Leadership Education
The Transformation of the Organization
Today's Views on Leadership
Birth Order: Research on Whether Leadership Is Genetic
Supporting Literature
Birth Order and Trait Theories of Leadership
Born or Made: The Debate
Authentic Leaders
Leaders and Leadership
Leadership Characteristics
Communication
Trust
Self-Knowledge
Diffused Leadership
Leadership Development
Case Studies
Examples of Leaders
Characteristics of Leaders as Defined by a Leader
Leadership: Cases of Leaders Who Learned Despite Disadvantages
African American Transformational Leaders
Introduction
Assessing Individuals for Transformational Leadership Qualities
Transformational Leadership Style
Leadership in Schools
Education and Leadership: A Strong Link
Three Keys for Leading
Leadership Quotations
Quotations
Discussion of Literature on Leadership
Current Leadership Research
Transformational Leadership
Skills-Authority
Organizational Issues
Transactional, Relational, Transformational and Charismatic
Levels of Leadership
Contingency Theories
Fiedler's Contingency Model
Conclusions and Recommendations
Dispelling the Myths
Myth #1: Leaders are Born, not made.
Myth #2: Real Leaders are Effective because of what they Know.
Myth #3: Effective Leadership is Scarce.
Interests of Leadership
Recommendations
Conclusion
From the Paper
"There are five levels of leadership systems: the individual, small group relationships, teams, company-wide and intra-company. The best leaders will also manager their own leadership by utilizing the three basic types of leadership - directional (strategic leadership and determining where the organization will go), implementation (determining how the organization will make it to wherever it is headed) and interpersonal (involves the process of getting human resources behind organizational goals and objectives)- into their leadership strategy. Over the past several years, one of the most important contributions psychology has made to the field of business has been in determining the key traits of acknowledged leaders. Psychological tests have been used to determine what characteristics are most commonly noted among successful leaders. This list of characteristics can be used for developmental purposes to help managers gain insight and develop their leadership skills."
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Globalised Code of Ethics in Law, 2008.
A thesis examining the need for a globalised code of ethics for law.
65,535 words (approx. 262.1 pages), 262 sources, APA, £ 172.95
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Abstract
This research paper examines whether or not there is a need for a globalised code of ethics for transnational legal practice. The first chapter of the study presents the background of the issues, which includes the globalisation of business and ethics: phases of globalisation and implications for legal ethics and globalisation and the practice of law. The paper then goes on to discuss the methodology of the study and present its conclusions.
Table of Contents:
Abstract
Chapter One: Introduction To The Study
Background Of The Problem
Globalisation Of Business And Ethics
Globalisation And The Practice Of Law
An Ethical Code For A Globalised Legal Profession?
Statement Of The Problem
Research Questions
Research Method
Assumptions And Limitations
Description Of Thesis Organisation
Chapter Two: Issues Of Globalisation
Introduction
Global Business Issues And Globalisation Of Law
Evolution Of Globalised Legal Ethics
The Need For Global Ethics: Complexities Across Borders
Privileged Communication
Money Laundering
Publicity
Discrimination
Conflict Of Interest
Confidentiality Of Data
Conclusion
Chapter Three: Legal Ethics And Professionalism
Introduction
Concepts Of Professionalism
Purpose Of Legal Ethics
Professional Self-Regulation
Summary
Chapter Four: Morality And Ethics
Introduction
Ethics And Morality
Ethics And Philosophy
Impacts Of Globalisation On Professional Ethics
Conclusions
Chapter Five: Development Of A Globalised Code Of Ethics
Introduction
Efforts To Develop A Globalised Code Of Ethics
The Iba's Code Of International Legal Ethics
The Aba's Model Rules
The Ccbe's Code Of Conduct
Comparison Of Code Provisions
The General Agreement On Trade In Services
History Of The Gats
Framework Of The Gats
Developments Regarding The Creation Of Disciplines
The Potential Use Of Gats As A Means Of Establishing A Globalised Code Of Ethics
Conclusion
Chapter Six: Framework Of A Globalised Code
Introduction
Problems Attendant Upon The Development
And Promulgation Of A Globalised Code
Disparities In Legal Traditions
Enforcement Issues
Framework Of The Globalised Code
Use Of The Ccbe As The Foundation Of The Code
General Principles And Minimum Standards Of The Globalised Code
The Need For Flexibility
Conclusion
Chapter Seven: Current Trends In Ethics Education And Training
Introduction
Disparate Codes Of Ethics And The Imperatives Of Unification
Opposition To A Universal Ethics Code For The Legal Profession
Ethics Teaching In Law Schools
Resistance To Ethics Teaching
Orientations To Legal Ethics In Law Schools
Legal Education And Professional Education Theory
Contemporary Legal Education
Aclec: Critique Of Legal Ethics Education
The Ethical Challenges To Legal Education Reform
Continued Ethics Training
Conclusion
Chapter Eight: Conclusions And Recommendations
Findings Of The Study
Is A Globalised Code Necessary?
Globalisation
Globalisation And The Practice Of Law
Professionalism And A Globalised Code
Morality And Ethics
The Movement Toward A Globalised Code Of Legal Ethics
Framework Of A Globalised Code
Recommendations
A Globalised Code Is Necessary
How To Achieve The Goal Of A Globalised Code
Legal Ethics Education Reform
The Question Of Ethics Training For Lawyers
Conclusions
From the Paper
"The questionability of the core assumption contained in 'ethics training as sanctions' does not invalidate the proposal itself. The application of a redefined version of the 'ethics training as sanctions,' one which acknowledges that ethic violations are often deliberate and express an innate disregard for the code, can positively contribute to the strengthening of the legal ethics project. As Goodlad (1995) argues, the greater majority of legal practitioners have not benefited from a law education which centralised legal ethics or which integrated the imperatives and components of ethics evaluation and moral judgment and practice into the academic curriculum. Therefore, their ethics development, as contrasted to their academic development, is immature (p. 93). Within the framework of this understanding, the preponderant lack of commitment to the ethics code emanates, not from lack of knowledge but, from lack of understanding. Ethics training is beneficial in this regard insofar as it can create and transmit that understanding, thereby compensating for the legal ethics education deficit (p. 94)."
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Organizational Leadership, 2004.
This extensive paper discusses organization leadership and analyzes leadership in three companies, Nationwide Financial, Marriott Hotels, and Lloyd?s Bank.
14,660 words (approx. 58.6 pages), 55 sources, APA, £ 172.95
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Abstract
This paper examines the behavior of workers within an organization or company as related to the process of change management, organizational behavior, and leadership styles; to expectations expressed by the leadership within the organization; and to the steps, which were either effective or ineffective, in processing the required and desired change within the organization. The author points out that the area with the greatest influence on organizational behavior is the leadership and the leadership style of those responsible for the organization. The paper stresses that, in organizations in which a bureaucracy is a functional source of existing leadership, a factor in all three case studies, simply limiting the bureaucracy can initiate minor organizational change. Charts.
Table of Contents
Introduction
Conceptual Framework
Transformational Leadership
Organizational Commitment
Definition of Terms
Leadership Style
Transformational Leadership
Transactional Leadership
Laissez-faire
Organizational Commitment
Case Presentation
Case Study #1: Nationwide Financial
Reluctant leaders
Arrogant leaders
Unknown leaders
Workaholics
Case Study #2: Marriott Hotels
Case Study #3: Lloyd?s Bank.
Discussion in Terms of Leadership, Change Process, and Organizational Commitment
Conclusion
From the Paper
"In terms of its effects on an organization, the Laissez ?Faire leader can create the most significant gap between what he believes is going on in the organization, and what is actually occurring. Because this leader typically manages by exception only, the organization can continue in a dysfunctional state, but if the devolving performance never comes to the leaders attention, the organization will continue unabated. There are some situations in which the Laissez-Faire approach can be effective. The Laissez-Faire technique is appropriate when leading highly motivated and skilled people, who have produced excellent work in the past, and have a history of efficiency. Once a leader has established that his team is confident, capable and motivated, he can step back and let them get on with the task. In this type or organization, if the leader interferes, he can generate resentment and detract from their effectiveness. By handing over ownership, a leader empowers his group to achieve their goals. What is important to note about this leader, in handing over the ownership, he also relinquished his active involvement in the process, and thereby diminished his influence, and thereby his level of effectiveness."
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African-American Leaders, 2002.
An in-depth study into leadership styles of African-American leaders. Mentioned are Martin LutherKing and Malcolm X among others.
6,410 words (approx. 25.6 pages), 8 sources, MLA, £ 102.95
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Abstract
This research studies the ways in which African-Americans become leaders in the United States today, looking at the struggles that they have to overcome in terms of the general level of background racism that still exists in this nation. This paper comes to an understanding of how the particular challenges faced by African-Americans today produce certain kinds of leaders with specific strengths. As a part of understanding how it is that certain African-Americans find themselves called on to be leaders (and how some of them succeed), this paper looks first at some general ideas about leadership, using tenets pulled from communication theory to help us understand why it is that different leaders choose different leadership styles based on the demands of the moment in history they find themselves in.
This paper also looks at some of the most important African-American leaders of the 20th century as a way of attempting to understand if there are cross-generational values, forms of discourse, and styles of leadership that mark most or even all leaders in this community.
Finally, this proposal describes a research design that will allow for a deeper investigation into the ways in which leadership values and communication skills come together in today?s African-American communities to build leaders who are capable of addressing some of the most important issues facing African-Americans today, such as the high incarceration rate of black men, environmental racism, the high rate of single-parent families, and racism, especially by police.
Table of Contents
Preface
Leadership Style
?Hoping Not to Fail"
Research Design
Works Cited
From the Paper
"It may be tempting to think that all great leaders are the same ? that they come into this world with certain traits that mark them as different from the rest of us. But this is not true: Leaders vary in important ways, and not simply because of differences in their own personalities. Rather, leaders are molded by the political and cultural circumstances of their moment in history ? even as they also mold those circumstances. One of the most important circumstances that molds any African-American leader is the prevalent racism in the United States and structures of inequality that have persisted since slavery."
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Leadership Styles, 2007.
A narrative essay comparing the benefits of servant leadership with situational leadership.
3,145 words (approx. 12.6 pages), 7 sources, MLA, £ 63.95
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Abstract
This paper discusses and compares servant leadership and situational leadership. It shows personal reflections on these particular leadership styles, how they are being used now by the author and how the author plans to use them in the workforce once he is employed. The author gives his personal view on types of leadership styles and which are most effective.
Table of Contents:
Introduction
Discussion of Servant Leadership
Discussion of Situational Leadership
Personal Reflection on Leadership Styles
Summary/Conclusion
From the Paper
"Those who have paid attention to the changes that have been going on in the business world and what was perceived to be the comparatively small differences between leadership styles should now be more aware that there are definite and distinct differences between the situational style of leadership and the servant style of leadership. Many managers are reading books that deal with the differences between the styles so that they can be aware of the strengths and weaknesses to be found in the styles and the ways that they are used - sometimes these have been believed to be somewhat gender specific, but that idea is changing (Freed, 2003). Not only is this significant in the fact that it indicates a desire for understanding of different leadership styles, but it also helps these individuals to be more comfortable in dealing with those who have different styles and opinions."
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