Coorporations

Corporate responsibilities

We have seen over the years the situation where many corporations have been involved regarding not legal practices over their profit means. Corporations are a juridical person when it deals with law, but a law that in most cases is arrange by a penalty or the punishment is not enough for the treatment of their actions and it’s seen unpunished. The practices led by these corporations in most cases involved a huge number of people that are harm by the result of these grotesque activities. When addressing the fact that corporations have legal right, comes the question whether humans and corporations should have the same legal rights; human actions and corporate actions can be seen in different dimensions, the practices held by an organizations are run or permitted with the collaboration of human in a certain degree of responsibilities, this intentions and bad practice could leave to catastrophic results harming many people or even the environment or animal, it depends on the case. The negligence of the human involved are often carried by different circumstances, some of them are pressure to carried out this practices because keeping their jobs depends on it, complicity is driven by a pressure not intention, but is still complicity to a fact that would leave behind any damaged. The fact is that corporations harm in a bigger dimension, but these practices are carried out thanks in most cases by a particular interest of some individuals; corporations harm big by big choices made by individuals, so when addressing how to managed punishment between corporations and individuals the gap should exist, been more aggressive over the corporation that at the end it’s the direct cause of the damage, if the punishment its correctly sentenced, the individuals involved are being punished too in a more efficient way. Corporations should be base on a social reason that tries to do good to the people and any subject of matter involved in their practices; if the corporation is socially damaging the world, law must be enforced and hard to punish their actions and the individuals involved, at the end the life of many humans depend on this practices and corporations act as an individual causing damage to others.

Image retrieve from:
Peter Schatzer, C. o. (n.d.). International Organization for Migration. Retrieved Oct 24, 2010, from http://www.iom.int/jahia/Jahia/migration-development/pid/2027

IOM and Women

In Afghanistan the IOM is given women programmed activities to teach them skills to start their own business. The environment lived in Afghanistan due to the Taliban regime and the war left behind many widows, that now thanks to the program thrown by the IOM are being able to supply their dairy products, clothing and a well standard of living for them and their Childs.

Rahilla Zafa. (2006 , 05 19). International Organization for Migration. Retrieved Oct 24, 2010, from Women Benefit from Livelihood Assistance: http://www.iom.int/jahia/Jahia/media/press-briefing-notes/pbnAS/cache/offonce/lang/en?entryId=3700

IOM is also engaging migrant women living in Europe, to use their remittances to start businesses in their home counties in Africa. The idea is not to return them to their home countries but too involved them in the progress of the country, regarding the role play by women on Africa over the reduction of poverty and peace keeping due to the local development they have applied on their host counties.

Peter Schatzer, C. o. (n.d.). International Organization for Migration. Retrieved Oct 24, 2010, from http://www.iom.int/jahia/Jahia/migration-development/pid/2027


IOM it’s also taking care about the women trafficking in Central America joint with most governments in this regional Area.

Mergers & Acquisitions

Toshiba and L&T plans to form a joint venture to set up manufacturing facilities. The idea is to merge the two companies to coexist as one on the Indian market, using the benefits of each one to accomplish an expanding market in the regions of Asia, middle east and Australia.
L&T is the biggest company of engineering in India, so this is a great opportunity to unified forces for the benefit of both companies.
Merging means that two companies get together to form a new one to accomplish wider purposes, but both companies remain existing, this is the case of Toshiba and L&T that merge together to facilitate comercial activities in the region combining expertise.
In the other hand an acquisition is when a company takes over a target company, and the target company cease to exist, and the buyer company is the one remaining supplemented with the just acquired.
• If Toshiba would of bought L&T and ceased it from its name, it would be an acquisition.
• If Toshiba would of bought L&T to become its owner, but do not change its name and existence, it would be a case of both merger and acquisition; Both companies exist, they both use their expertise and facilities, but one owns the other over utilities.


Pradeep Pandey, E. B. (2010, Oct 25). The Economic Times. Retrieved Oct 24, 2010, from The Economic Times: http://economictimes.indiatimes.com/news/news-by-industry/indl-goods-/-svs/engineering/Toshiba-LT-in-talks-for-motor-unit/articleshow/6806273.cms

Ubuntu Philosophy

The Ubuntu Philosophy it’s deeply analyzing and Understanding the behavior of the people beneath an organization from their values and beliefs, the basis of their way of living and sharing in their cultural environment towards performance.
Western management Styles can be suggested as a technical way of management, where it focus only in numbers, outputs regarding inputs, control and individual self-interest; according to the Ubuntu Philosophy there are more significant facts while managing the people in an organization, because their behavior and performance are attached not to self-interest purposes or maximization of resources, but in the other hand they care more from their collective approach and harmony.
Managers should really take into account the different cultures, their beliefs and values in order to applied this knowledge in the organization, people around the globe would always seek for the best of them and depending its culture, the best of the group, this reliability comes from their beliefs and values, so the best way to seek for a greater performance in your organization is to applied a perfect environment inside the organization regarding on the cultural environment in order to enhance a better social and efficient productivity towards the organizational goal. Organizations are not governed by one pattern as the western management tries to converge for a global strategy. The world has many cultural differences, what means that organizations around the globe can not only follow one management pattern, to make it clear, an example, the way you managed in one part of the world with great results, can be the worst in another corner of the world, its directly related with the beliefs and values of the people; never the less we are all humans and the canon of an organization relies on the humanness of all people, searching for dignity, respect and participation.

Mangaliso, M. P. (2001, Vol. 15 No. 3). Building competitive advantage from ubuntu: Management lessons from South Africa. Academy of Management Executive , 23-33.

Comments

I commented on the following blogs, topics related were of my particular interest.

http://oacnotes.wordpress.com/

http://julioescobar89.blogspot.com/

http://nicoachadid.blogspot.com/

http://organizationscultureisaac.blogspot.com/

http://alejob11.blogspot.com/

Metaphor

Personalize Golf balls.

Consist on making your golf balls the color you want or with the picture you want printed on them,

the idea of personalizing each ball is that on each swing you make, you will focus on the balls, reminding you on something that will concentrate your mind on it, that will make you focus on your goal along your swing, and to have your eyes attention always on your mind.

The idea of the printed theme on your ball is to bring both more focus and attention on the ball, making a smoother swing directly related with your goal, reaching a better touch with the ball, approaching the hole.

Can be a family picture, your sons or wife picture that will encourage your game, can be a color that will bring serenity to your mind and focus on your swing, can print a name or any word that remind the importance of your game. The theme is up to you, choose the way to a perfect swing, just encourage your self with a subject that caught your concentration and attention, finally make a swing that stops time and plays your mind.

Product will not harm golf ball performance

Have the balls, and swing that goal!

Have the balls to compete big, Golf your life.

Strategies to enter a new market and new players.

1. Place a machine on the most current golf clubs, on hole 19, and practices fields, and advertise with samples.

2. encourage players to try this method of concentration while practicing.

Advertise balls as memories and as goals to place in a hole.

have our brand sponsor golf tournaments. Sponsor a PGA player with our designs on his personalized golf balls.

3. placed various machines on tournaments and the most recognize golf stores on a location.

4. promote our services for companies, that gives this kind of souvenirs to their employees, work by contract.

5. Promote our service to any brand that would be interested on advertising its name on our golf balls, Nestle, Juan Valdez, Walt-mart, etc.

6. Make an alliance with titlest or a well known brand to advertise our design with their quality. This idea its for titlest own design , personal design are made over any kind of ball.

balls with titlest brand would be previously made(Standard Product).

7. For individual personalization would be over any ball that players would want to work over.

INDIVIDUAL ETHICAL DECISION-MAKING

There are many approaches to the individual ethical decision-making process in business. However, one of the more common was developed by James Rest and has been called the four-step or four-stage model of individual ethical decision-making. Numerous scholars have applied this theory in the business context. The four steps include: ethical issue recognition, ethical (moral) judgment, ethical (moral) intent, and ethical (moral) behavior.

ETHICAL ISSUE RECOGNITION.

Before a person can apply any standards of ethical philosophy to an issue, he or she must first comprehend that the issue has an ethical component. This means that the ethical decision-making process must be "triggered" or set in motion by the awareness of an ethical dilemma. Some individuals are likely to be more sensitive to potential ethical problems than others. Numerous factors can affect whether someone recognizes an ethical issue.

ETHICAL (MORAL) JUDGMENT.

If an individual is confronted with a situation or issue that he or she recognizes as having an ethical component or posing an ethical dilemma, the individual will probably form some overall impression or judgment about the rightness or wrongness of the issue. The individual may reach this judgment in a variety of ways, as noted in the earlier section on ethical philosophy.

ETHICAL (MORAL) INTENT.

Once an individual reaches an ethical judgment about a situation or issue, the next stage in the decision-making process is to form a behavioral intent. That is, the individual decides what he or she will do (or not do) in regard to the perceived ethical dilemma.

According to research, ethical judgments are a strong predictor of behavioral intent. However, individuals do not always form intentions to behave that are in accord with their judgments, as various situational factors may act to influence the individual otherwise.

ETHICAL (MORAL) BEHAVIOR.

The final stage in the four-step model of ethical decision-making is to engage in some behavior in regard to the ethical dilemma. Research shows that behavioral intentions are the strongest predictor of actual behavior in general, and ethical behavior in particular. However, individuals do now always behave consistent with either their judgments or intentions in regard to ethical issues. This is particularly a problem in the business context, as peer group members, supervisors, and organizational culture may influence individuals to act in ways that are inconsistent with their own moral judgments and behavioral intentions.

Read more:Ethics - organization, levels, system, examples, model, company, business, system, Approaches to ethical decision-making, Individual ethical decision-makinghttp://www.referenceforbusiness.com/management/Em-Exp/Ethics.html#ixzz0yoZArQcf

Ethical reasoning can vary in most people regarding their beliefs and responsibilities, a clear example of two different ethical reasoning decision in a same role of leadership I had the opportunity to see it in a movie call RED SEA, the movie is about a nuclear submarine in times of the cold word, the captain and the second in charge didn't share the same beliefs during a war condition, after loosing contact with The USA government, the decision of making the nuclear bombs blast was to the captain, who just belief in defending its country no matter what, this is a set of patriot individualism and power recognition, while the second in charge took control to prevent this disaster because in his mind was to wait, to be prudent and to thing in the world people that could be harm from the captains decision, both captain and second ethical reasoning had strong basis, but ones were more individualism, while the other were collectivism, this beliefs made their intentions from a given situation follow by their actions, finally the second in charge made the right decision, save many people and prevent a disaster, his collectivism approach and higher power distance made him to thing more prudently to achieve a common goal.

"The self-fulfilling prophecy occurs when teachers or leaders believe, or act as if they believe, that a randomly selected subset of students or employees will perform better in contrast to some average or unknown group. But research done in the Israeli Defense Forces shows that Pygmalion effects can be created without inducing contrasts between high and low performers. When platoon leaders at training camps were convinced that all of the soldiers in their classes had unusually high command potential, there was still a strong Pygmalion effect. This suggests that overall performance of a group can be increased when leaders expect everyone to do well. There is apparently no need to sort people into subgroups of high-status "winners" and low-status "losers" in order to use the power of the self-fulfilling prophecy as a way to enhance performance."

"That's a good thing, because self-fulfilling prophecies are just as powerful in their effects in the opposite direction. When a leader believes that a person lacks skill or motivation, these negative expectations decrease performance. The effects of negative self-fulfilling prophecies help explain why, over the long term, internal competition can hamper performance. Once a person, group, or division is labeled a loser, research suggests that subsequent performance will be worse because leaders and others will unwittingly act to fulfill the poor performance expectations. And the loss of self-worth and motivation felt by those who are treated as losers leads to further decreases in their performance."

Source: Taken From Stanford GSB News

http://www.gsb.stanford.edu/news/research/ob_knowing.shtml. Paragraph 6-7, 06/09/2010.

Also, please follow this video for better understanding of the pygmalion effect:

http://www.youtube.com/watch?v=9Wl_MZc1cTU

Uncertainty Avoidance, Cultural Dimension

Uncertainty Avoidance is a cultural dimension that explains how a society can deal towards uncertainty and ambiguity, this kind of society tries to be specific in all task, implementation of policies and regulations, strict follow of those laws, to avoid unexpected situations, this is an emotion as a result of being not easy adaptable to changes and a risk adverse personality.

In a hypothetical situation regarding this cultural dimension, a company from colombia is trying to make some business with a singapore company, colombia´s company members in other to proceed with a more regulated process, set up a group of procedures to make the possible transaction more serious, the counter part, the singapore company tough of this as an unnecessary paper work that will only delay the business, they tough Colombian company weren't so interested on making the deal and the singapore company felt not to be trusted by colombians, this delay the business and made it to end its course.

This could happen if we don´t attempt to study counter´s part organizational behavior in simple issues as uncertainty avoidance.

Common Interest

I recomend the following blogs that caught my attention for several independent puroposes:
http://www.periodismoindependiente.es/
http://other90.cooperhewitt.org/
http://solotravelerblog.com/