Kaleidoscope Strategy Resume Essay Example for Free

Kaleidoscope Strategy Resume Essay Pursuing success can feel like shooting in a landscape of moving targets: Every time you hit one, five more pop up from another direction. We are under constant pressure to do more, get more, be more. But is that really what success is all about? Laura Nash and Howard Stevenson interviewed and surveyed hundreds of professionals to study the assumptions behind the idea of success. They then built a practical framework for a new way of thinking about success—a way that leads to personal and professional fulfillment instead of feelings of anxiety and stress. The authors’ research uncovered four irreducible components of success: 1.- happiness: (feelings of pleasure or contentment about your life); 2.- achievement (accomplishments that compare favorably against similar goals others have strived for); 3.- significance (the sense that you’ve made a positive impact on people you care about); and 4.- legacy (a way to establish your values or accomplishments so as to help others find future success). Unless you hit on all four categories with regularity, any one win will fail to satisfy. People who achieve lasting success, the authors learned, tend to rely on a kaleidoscope strategy to structure their aspirations and activities. This article explains how to build your own kaleidoscope framework. The process can help you determine which tasks you should undertake to fulfill the different components of success and uncover areas where there are holes. It can also help you make better choices about what you spend your time on and the level of energy you put into each activity. According to Nash and Stevenson, successful people who experience real satisfaction achieve it through the deliberate imposition of limits. Cultivating your sense of â€Å"just enough† can help you set reachable goals, tally up more true wins, and enjoy lasting.

Globalisation and the Concept of Global Citizenship

Globalisation and the Concept of Global Citizenship â€Å"As globalisation promotes a free-flow of people, ideas and products across national boundaries, individuals will be more identified as global citizens and less prone to xenophobic attitudes.† Discuss. While globalisation promotes a free-flow of people, ideas, and products across national boundaries, it provides opportunities to individuals to become global citizens. However, while this essay will argue that this has made them less prone to xenophobic attitudes, globalisation has also had other impacts which may have only provoked xenophobic attitudes. This essay will examine the impact which globalisation has had on individuals in the workplace, focusing on how Multinational Corporations have increased the need for globally mobile employees, therefore increasing their cultural intelligence along the way. The essay will also explore employees working within global organisations who are not globally mobile, and the impact which globalisation has had on them. The importance of cultural intelligence will also be discussed alongside the growing focus of scholars on cosmopolitan or global citizens, and finally, the essay will examine xenophobia and the impact which globalisation has had upon xenophobic views. Globalisation is the introduction and growth of products, people, information, and money across borders and is an important impact on the shape of national identities and relationships (Ariely, 2011).   Arnett (2002) argues that globalisation is not just a historical process but is also a change in mind-set of citizens around the world and has positively and sometimes negatively redefined national identity and culture. In effect, globalisation defines the world in which we live, and has changed the way in which citizens identify themselves (Ariely, 2011 & Arnett, 2002). However, some researchers have argued that in the process globalisation has undermined national cultures and identity – creating what is moving towards a single identity for all global citizens (Smith, 2007 & Held, McGrew & Perraton, 1999). Effectively, globalisation has been guided by â€Å"economic forces† (Sideri, 1997. Pg.38) with the actions and growth of Multinational Corporations (MNC’s) furthering globalisation (Buckley & Ghauri, 2004). With MNC’s comes the need for the retention and transfer of knowledge between operating units and countries (Elenkov & Manev, 2009). Expatriates (Expats) are used by MNC’s for three main reasons; to fill positions where no suitable candidate exists in the host country, as an opportunity to develop the expatriate’s skills, and most importantly; to transfer important knowledge and corporate culture from home to host countries (Collings et al, 2007). Within MNC’s expats will work with people of many different nationalities, and globalisation is only expediting the mobility required of expatriates, therefore, the number of cultures in which expatriates are working in and becoming accustomed to is increasing (Lee, 2014). Lee (2014) argues that this is exposure to new cultures has increased the number of people which identify as learned bi-culturals, and who feel accustomed to 2 or more cultures after experiencing the identity negotiation process. The knowledge and understanding of different cultures that being bi-cultural brings allows these individuals to adapt quickly and become more adept to different situations (Hong et al, 2000 & Lee, 2014). While individuals will generally undergo an identity negotiation process when entering employment with a new organisation, international experience adds to this further (Lee, 2014). Sanchez et al (2000) explain that during the adjustment process to working within a different culture, an individual may become more attached to their home unit, or alternatively, become more attached to their host unit. This acculturation is essentially a process leading to cultural changes within the individual after interacting with members of different cultures (Lee, 2014), and can be portrayed in a number of strategies by the individual when operating in different cultures. This impacts their identification and adaptation with their home and host country and can lead to positive outcomes – however, two of the outcomes of acculturation can be marginalisation or separation, where an individual does not identify with the host country (Lee, 2014 & Berry, 2005). Another theory of culture acquisition is the identity negotiation process, where when individuals encounter a new culture question their values and beliefs leading to a renegotiation of their own identity through experimentation and reflection (Lee, 2014). While expats seem to have the most experience with operating within different cultures, globalisation has meant that even individuals working within their home country can experience different cultures too (Lee, 2014). Lee (2014) argues that individuals working in organisations undergoing international mergers and acquisitions, as well as those with international subsidiaries can develop an understanding of different cultures. Experience of work within different international contexts may lead individuals to develop a greater understanding of their own as well as different ways of undertaking work (Lee, 2014). It is important to note however, that an individual who is globally mobile may not automatically expose themselves to the culture of the country in which they are working. As mentioned previously, outcomes of acculturation such as marginalisation or separation can mean that the expatriate exhibits low attachment to the society in which they are working. It could therefore be argued that both expatriation and working within a culturally diverse and international organisation could develop an individual’s global identity. Gupta and Govindarajan (2002) explain that a global identity is the awareness of different cultures and the openness to the integration of these cultures to create a competitive advantage. Lee (2018) argues that this competence and adaptability is gained through 3 steps; the understanding of the individuals own culture and cultural lens, acquiring knowledge of other cultures, and improving one’s cultural intelligence. The exposure to different cultures through international assignments and working within a global organisation can assist with the gaining of knowledge of different norms and values (Crowne, 2008). This exposure to different cultures needn’t just be through work either, Crowne (2008) argues that globalisation has allowed for exposure to different cultures through travel, study, and media such as television and film. While some of these methods may have a greater impact, they are all important to the development of an understanding of different cultures. Crowne (2008) argues that any exposure to different cultures is directly associated with an individual’s cultural intelligence, yet some methods of exposure such as expatriation, international education and travel have a greater impact. Cultural intelligence is defined as an individual’s ability to effectively adapt to new cultures and has been found to have a positive impact on integration into multicultural teams (Earley, 2002). Furthermore, employees with higher cultural intelligence are able to adjust more easily to new cultures and show greater performance within multicultural teams and tasks (Templer et al, 2006). Cultural intelligence is born through 4 main dimensions; Cognitive – gaining the knowledge of values and norms of different cultures, Motivational – the commitment to acquiring new knowledge and learn, Behavioural – the ability to adapt to new cultural situations, and Metacognitive – the ability to monitor one’s self, and to adjust based on new experiences (Lee, 2018 & Ang et al, 2007). The importance of cultural intelligence cannot be underestimated, as it assists individuals with seeing past the stereotypes and perhaps xenophobic views of other cultures (Lee, 2018). Furthermore, it stops an individual from casting judgement until all of the facts are known and available (Triandis, 2006 & Elenkov & Manev, 2009). Interestingly, cultural intelligence is directly linked to cross-cultural competence, which reduces the pressure that may be associated with handling difficult decisions in culturally different environments and can increases effectiveness (Elenkov & Manev, 2009). Of course, the cultural intelligence of the majority of individuals will increase through international assignments and working within a global organisation. Elenkov & Manev (2009) further this argument and explain that cultural intelligence is vital for managers within organisations. The GLOBE project found that the leadership styles favoured or expected from country to country vary depending on the cultural variables found in that context (Dorfman et al, 2002), and it can be seen that the cultural intelligence and adaptability of managers and individuals is vital to their performance and effectiveness in different cultures (Elenkov & Manev, 2009). It can therefore be argued that the greater the cultural intelligence of an individual, the more understanding, aware and open they should be to different cultures and therefore less prone to xenophobic attitudes (Lee, 2014). The emerging concept of cosmopolitan global citizens is one still in debate. In its early conception, cosmopolitanism was seen to be an outlook which transcended national boundaries and complemented cultural intelligence (Woodward et al, 2008). The concept has now been developed to incorporate institutional, political, and cultural dimensions (Woodward et al, 2008). From a cultural perspective, most researchers have agreed that cosmopolitanism can be seen as an openness to different cultures as well as the values and beliefs that they may hold. Woodward et al (2008) argue that while an individual does not need to be globally mobile to hold cosmopolitan values, the cultural exposure that expatriates experience may assist them with gaining the attitudes and values associated with cosmopolitanism (Lee, 2014). Furthermore, cosmopolitan citizens are seen to be more engaged with others that identify as cosmopolitan citizens and hold similar worldviews (Lee, 2014). The concept therefore of a cosmopolitan is that of an individual who defines themselves less as part of a single national or cultural identity, and more as a global citizen – who should be less prone to xenophobic attitudes (Lee, 2014). This is supported by Ariely (2017) who showed that identifying as a cosmopolitan reduces xenophobic attitudes, a relationship which is moderated by the level of globalisation in the individuals home country, with those exhibiting higher levels of globalisation demonstrating a stronger negative relation between cosmopolitanism and xenophobic attitudes. The dictionary definition of xenophobia is the fear or hatred of strangers or foreigners, it is usually thought that the term overlaps with racism, however, xenophobic behaviour is based on the idea that an individual is different due to being a member of a different nation or social group (UNESCO, 2018). Ariely (2011) argues that the idea of xenophobia can be based on social identity theory which defines social identity as the differences between social groups with members feeling more strongly associated to the group in which they belong. Xenophobic views are therefore the result of social groups – such as nations and culture, being different from one another (Ariely, 2011). Interestingly, the results of globalisation such as the development of cosmopolitan citizens, bi-culturals and individuals showing a strong cultural intelligence seems to show that globalisation is causing to move towards a more homogenous global citizen identity, instead of heterogeneous national identities (Ariely, 2011). Such â€Å"superordinate† identities could reduce or eliminate differences between national identities, and therefore reduce xenophobic views. It is also important to recognise that some research has shown globalisation to have the opposite effect, heightening nationalistic identities and in turn perhaps causing xenophobic views against those seen with a different social or national identity (Ariely, 2011). Interestingly, Ariely (2011) found that in certain countries, while globalisation may decrease xenophobic attitudes in some people, it can increase them in others. While this study was actually based on xenophobic views against immigrants it paints an interesting picture that globalisation can have many different impacts on different people within the same country, and that context is incredibly important (Ariely, 2011). There are also negative aspects to consider such as the accelerated flows of terrorism, which have only promoted xenophobic attitudes due to the placing of blame on the lack of national borders – which globalisation has had a hand in reducing (Heine & Thakur, 2011). This essay explored the impact which globalisation has had upon individuals around the world. Whether a cosmopolitan citizen, learned or born bi-cultural, or an individual that has developed a strong cultural intelligence, the ability to adapt and understand other cultures seems to reduce the ownership of xenophobic attitudes. The essay found that as individuals gain a greater cultural intelligence, or identify as cosmopolitan or global citizens, they tend to identify less with their national culture/identity and identify more with a global identity. Using social identity theory from Ariely (2011), it can therefore be argued that while xenophobia is usually based on the differences between social, cultural, or national groups – the fact that more people are identifying as global citizens is reducing the differences between these groups around the world, and therefore reducing xenophobic attitudes. References Ang, S., Van Dyne, L., Koh, C., Ng, K., Templer, K., Tay, C. and Chandrasekar, N. (2007). Cultural Intelligence: Its Measurement and Effects on Cultural Judgment and Decision Making, Cultural Adaptation and Task Performance. Management and Organization Review, 3(03), pp.335-371. Ariely, G. (2011). Globalization, immigration and national identity: How the level of globalization affects the relations between nationalism, constructive patriotism and attitudes toward immigrants? Group Processes & Intergroup Relations, 15(4), pp.539-557. Ariely, G. (2016). Global identification, xenophobia and globalisation: A cross-national exploration. International Journal of Psychology, 52, pp.87-96. Arnett, J. (2002). The psychology of globalization. American Psychologist, 57(10), pp.774-783. Berry, J. (2005). Acculturation: Living successfully in two cultures. International Journal of Intercultural Relations, 29(6), pp.697-712. Buckley, P. and Ghauri, P. (2004). Globalisation, economic geography and the strategy of multinational enterprises. Journal of International Business Studies, 35(2), pp.81-98. Collings, D., Scullion, H. and Morley, M. (2007). Changing patterns of global staffing in the multinational enterprise: Challenges to the conventional expatriate assignment and emerging alternatives. Journal of World Business, 42(2), pp.198-213. Crowne, K. (2008). What leads to cultural intelligence? Business Horizons, 51(5), pp.391-399. Dorfman, P. House, R., Javidan, M., and Hanges, P. (2002). Understanding cultures and implicit leadership theories across the globe: an introduction to project GLOBE. Journal of World Business, 37(1), pp.3-10. Earley, P. (2002). Redefining interactions across cultures and organizations: Moving forward with cultural intelligence. Research in Organizational Behavior, 24, pp.271-299. Elenkov, D. and Manev, I. (2009). Senior expatriate leaderships effects on innovation and the role of cultural intelligence. Journal of World Business, 44(4), pp.357-369. Gupta, A. and Govindarajan, V. (2002). Cultivating a global mindset. Academy of Management Executive, 16(1), pp.116-126. Heine, J. and Thakur, R. (2018). The dark side of globalisation. [online] Available at: https://www.cigionline.org/articles/dark-side-globalisation. Held, D. and McGrew, A. (1999). Global Transformations. Cambridge: Polity. Hong, Y., Morris, M., Chiu, C. and Benet-Martà ­nez, V. (2000). Multicultural minds: A dynamic constructivist approach to culture and cognition. American Psychologist, 55(7), pp.709-720. Lee, H-J., (2018). Global Leadership and Cultural Intelligence. Lee, H-J., (2014) Global leadership practices: a cross-cultural management perspective, London: Palgrave Macmillan Sanchez, J., Spector, P. and Cooper, C. (2000). Adapting to a boundaryless world: A developmental expatriate model. Academy of Management Perspectives, 14(2), pp.96-106. Sideri, S. (1997). Globalisation and regional integration. The European Journal of Development Research, 9(1), pp.38-82. Smith, A. D. (2007). Nationalism in decline? In M. Young, E. Zuelow & A. Strum (Eds.), Nationalism in a global era (pp. 17–32). New York, NY: Routledge. Templer, K., Tay, C. and Chandrasekar, N. (2006). Motivational Cultural Intelligence, Realistic Job Preview, Realistic Living Conditions Preview, and Cross-Cultural Adjustment. Group & Organization Management, 31(1), pp.154-173. Triandis, H. (2006). Cultural Intelligence in Organizations. Group & Organization Management, 31(1), pp.20-26. UNESCO (2018). Xenophobia | United Nations Educational, Scientific and Cultural Organization. [online] Available at: http://www.unesco.org/new/en/social-and-human-sciences/themes/international-migration/glossary/xenophobia/. Woodward, I., Skrbis, Z. and Bean, C. (2008). Attitudes towards globalization and cosmopolitanism: cultural diversity, personal consumption and the national economy. The British Journal of Sociology, 59(2), pp.207-226. Globalisation and the Concept of Global Citizenship Globalisation and the Concept of Global Citizenship â€Å"As globalisation promotes a free-flow of people, ideas and products across national boundaries, individuals will be more identified as global citizens and less prone to xenophobic attitudes.† Discuss. While globalisation promotes a free-flow of people, ideas, and products across national boundaries, it provides opportunities to individuals to become global citizens. However, while this essay will argue that this has made them less prone to xenophobic attitudes, globalisation has also had other impacts which may have only provoked xenophobic attitudes. This essay will examine the impact which globalisation has had on individuals in the workplace, focusing on how Multinational Corporations have increased the need for globally mobile employees, therefore increasing their cultural intelligence along the way. The essay will also explore employees working within global organisations who are not globally mobile, and the impact which globalisation has had on them. The importance of cultural intelligence will also be discussed alongside the growing focus of scholars on cosmopolitan or global citizens, and finally, the essay will examine xenophobia and the impact which globalisation has had upon xenophobic views. Globalisation is the introduction and growth of products, people, information, and money across borders and is an important impact on the shape of national identities and relationships (Ariely, 2011).   Arnett (2002) argues that globalisation is not just a historical process but is also a change in mind-set of citizens around the world and has positively and sometimes negatively redefined national identity and culture. In effect, globalisation defines the world in which we live, and has changed the way in which citizens identify themselves (Ariely, 2011 & Arnett, 2002). However, some researchers have argued that in the process globalisation has undermined national cultures and identity – creating what is moving towards a single identity for all global citizens (Smith, 2007 & Held, McGrew & Perraton, 1999). Effectively, globalisation has been guided by â€Å"economic forces† (Sideri, 1997. Pg.38) with the actions and growth of Multinational Corporations (MNC’s) furthering globalisation (Buckley & Ghauri, 2004). With MNC’s comes the need for the retention and transfer of knowledge between operating units and countries (Elenkov & Manev, 2009). Expatriates (Expats) are used by MNC’s for three main reasons; to fill positions where no suitable candidate exists in the host country, as an opportunity to develop the expatriate’s skills, and most importantly; to transfer important knowledge and corporate culture from home to host countries (Collings et al, 2007). Within MNC’s expats will work with people of many different nationalities, and globalisation is only expediting the mobility required of expatriates, therefore, the number of cultures in which expatriates are working in and becoming accustomed to is increasing (Lee, 2014). Lee (2014) argues that this is exposure to new cultures has increased the number of people which identify as learned bi-culturals, and who feel accustomed to 2 or more cultures after experiencing the identity negotiation process. The knowledge and understanding of different cultures that being bi-cultural brings allows these individuals to adapt quickly and become more adept to different situations (Hong et al, 2000 & Lee, 2014). While individuals will generally undergo an identity negotiation process when entering employment with a new organisation, international experience adds to this further (Lee, 2014). Sanchez et al (2000) explain that during the adjustment process to working within a different culture, an individual may become more attached to their home unit, or alternatively, become more attached to their host unit. This acculturation is essentially a process leading to cultural changes within the individual after interacting with members of different cultures (Lee, 2014), and can be portrayed in a number of strategies by the individual when operating in different cultures. This impacts their identification and adaptation with their home and host country and can lead to positive outcomes – however, two of the outcomes of acculturation can be marginalisation or separation, where an individual does not identify with the host country (Lee, 2014 & Berry, 2005). Another theory of culture acquisition is the identity negotiation process, where when individuals encounter a new culture question their values and beliefs leading to a renegotiation of their own identity through experimentation and reflection (Lee, 2014). While expats seem to have the most experience with operating within different cultures, globalisation has meant that even individuals working within their home country can experience different cultures too (Lee, 2014). Lee (2014) argues that individuals working in organisations undergoing international mergers and acquisitions, as well as those with international subsidiaries can develop an understanding of different cultures. Experience of work within different international contexts may lead individuals to develop a greater understanding of their own as well as different ways of undertaking work (Lee, 2014). It is important to note however, that an individual who is globally mobile may not automatically expose themselves to the culture of the country in which they are working. As mentioned previously, outcomes of acculturation such as marginalisation or separation can mean that the expatriate exhibits low attachment to the society in which they are working. It could therefore be argued that both expatriation and working within a culturally diverse and international organisation could develop an individual’s global identity. Gupta and Govindarajan (2002) explain that a global identity is the awareness of different cultures and the openness to the integration of these cultures to create a competitive advantage. Lee (2018) argues that this competence and adaptability is gained through 3 steps; the understanding of the individuals own culture and cultural lens, acquiring knowledge of other cultures, and improving one’s cultural intelligence. The exposure to different cultures through international assignments and working within a global organisation can assist with the gaining of knowledge of different norms and values (Crowne, 2008). This exposure to different cultures needn’t just be through work either, Crowne (2008) argues that globalisation has allowed for exposure to different cultures through travel, study, and media such as television and film. While some of these methods may have a greater impact, they are all important to the development of an understanding of different cultures. Crowne (2008) argues that any exposure to different cultures is directly associated with an individual’s cultural intelligence, yet some methods of exposure such as expatriation, international education and travel have a greater impact. Cultural intelligence is defined as an individual’s ability to effectively adapt to new cultures and has been found to have a positive impact on integration into multicultural teams (Earley, 2002). Furthermore, employees with higher cultural intelligence are able to adjust more easily to new cultures and show greater performance within multicultural teams and tasks (Templer et al, 2006). Cultural intelligence is born through 4 main dimensions; Cognitive – gaining the knowledge of values and norms of different cultures, Motivational – the commitment to acquiring new knowledge and learn, Behavioural – the ability to adapt to new cultural situations, and Metacognitive – the ability to monitor one’s self, and to adjust based on new experiences (Lee, 2018 & Ang et al, 2007). The importance of cultural intelligence cannot be underestimated, as it assists individuals with seeing past the stereotypes and perhaps xenophobic views of other cultures (Lee, 2018). Furthermore, it stops an individual from casting judgement until all of the facts are known and available (Triandis, 2006 & Elenkov & Manev, 2009). Interestingly, cultural intelligence is directly linked to cross-cultural competence, which reduces the pressure that may be associated with handling difficult decisions in culturally different environments and can increases effectiveness (Elenkov & Manev, 2009). Of course, the cultural intelligence of the majority of individuals will increase through international assignments and working within a global organisation. Elenkov & Manev (2009) further this argument and explain that cultural intelligence is vital for managers within organisations. The GLOBE project found that the leadership styles favoured or expected from country to country vary depending on the cultural variables found in that context (Dorfman et al, 2002), and it can be seen that the cultural intelligence and adaptability of managers and individuals is vital to their performance and effectiveness in different cultures (Elenkov & Manev, 2009). It can therefore be argued that the greater the cultural intelligence of an individual, the more understanding, aware and open they should be to different cultures and therefore less prone to xenophobic attitudes (Lee, 2014). The emerging concept of cosmopolitan global citizens is one still in debate. In its early conception, cosmopolitanism was seen to be an outlook which transcended national boundaries and complemented cultural intelligence (Woodward et al, 2008). The concept has now been developed to incorporate institutional, political, and cultural dimensions (Woodward et al, 2008). From a cultural perspective, most researchers have agreed that cosmopolitanism can be seen as an openness to different cultures as well as the values and beliefs that they may hold. Woodward et al (2008) argue that while an individual does not need to be globally mobile to hold cosmopolitan values, the cultural exposure that expatriates experience may assist them with gaining the attitudes and values associated with cosmopolitanism (Lee, 2014). Furthermore, cosmopolitan citizens are seen to be more engaged with others that identify as cosmopolitan citizens and hold similar worldviews (Lee, 2014). The concept therefore of a cosmopolitan is that of an individual who defines themselves less as part of a single national or cultural identity, and more as a global citizen – who should be less prone to xenophobic attitudes (Lee, 2014). This is supported by Ariely (2017) who showed that identifying as a cosmopolitan reduces xenophobic attitudes, a relationship which is moderated by the level of globalisation in the individuals home country, with those exhibiting higher levels of globalisation demonstrating a stronger negative relation between cosmopolitanism and xenophobic attitudes. The dictionary definition of xenophobia is the fear or hatred of strangers or foreigners, it is usually thought that the term overlaps with racism, however, xenophobic behaviour is based on the idea that an individual is different due to being a member of a different nation or social group (UNESCO, 2018). Ariely (2011) argues that the idea of xenophobia can be based on social identity theory which defines social identity as the differences between social groups with members feeling more strongly associated to the group in which they belong. Xenophobic views are therefore the result of social groups – such as nations and culture, being different from one another (Ariely, 2011). Interestingly, the results of globalisation such as the development of cosmopolitan citizens, bi-culturals and individuals showing a strong cultural intelligence seems to show that globalisation is causing to move towards a more homogenous global citizen identity, instead of heterogeneous national identities (Ariely, 2011). Such â€Å"superordinate† identities could reduce or eliminate differences between national identities, and therefore reduce xenophobic views. It is also important to recognise that some research has shown globalisation to have the opposite effect, heightening nationalistic identities and in turn perhaps causing xenophobic views against those seen with a different social or national identity (Ariely, 2011). Interestingly, Ariely (2011) found that in certain countries, while globalisation may decrease xenophobic attitudes in some people, it can increase them in others. While this study was actually based on xenophobic views against immigrants it paints an interesting picture that globalisation can have many different impacts on different people within the same country, and that context is incredibly important (Ariely, 2011). There are also negative aspects to consider such as the accelerated flows of terrorism, which have only promoted xenophobic attitudes due to the placing of blame on the lack of national borders – which globalisation has had a hand in reducing (Heine & Thakur, 2011). This essay explored the impact which globalisation has had upon individuals around the world. Whether a cosmopolitan citizen, learned or born bi-cultural, or an individual that has developed a strong cultural intelligence, the ability to adapt and understand other cultures seems to reduce the ownership of xenophobic attitudes. The essay found that as individuals gain a greater cultural intelligence, or identify as cosmopolitan or global citizens, they tend to identify less with their national culture/identity and identify more with a global identity. Using social identity theory from Ariely (2011), it can therefore be argued that while xenophobia is usually based on the differences between social, cultural, or national groups – the fact that more people are identifying as global citizens is reducing the differences between these groups around the world, and therefore reducing xenophobic attitudes. References Ang, S., Van Dyne, L., Koh, C., Ng, K., Templer, K., Tay, C. and Chandrasekar, N. (2007). Cultural Intelligence: Its Measurement and Effects on Cultural Judgment and Decision Making, Cultural Adaptation and Task Performance. Management and Organization Review, 3(03), pp.335-371. Ariely, G. (2011). Globalization, immigration and national identity: How the level of globalization affects the relations between nationalism, constructive patriotism and attitudes toward immigrants? Group Processes & Intergroup Relations, 15(4), pp.539-557. Ariely, G. (2016). Global identification, xenophobia and globalisation: A cross-national exploration. International Journal of Psychology, 52, pp.87-96. Arnett, J. (2002). The psychology of globalization. American Psychologist, 57(10), pp.774-783. Berry, J. (2005). Acculturation: Living successfully in two cultures. International Journal of Intercultural Relations, 29(6), pp.697-712. Buckley, P. and Ghauri, P. (2004). Globalisation, economic geography and the strategy of multinational enterprises. Journal of International Business Studies, 35(2), pp.81-98. Collings, D., Scullion, H. and Morley, M. (2007). Changing patterns of global staffing in the multinational enterprise: Challenges to the conventional expatriate assignment and emerging alternatives. Journal of World Business, 42(2), pp.198-213. Crowne, K. (2008). What leads to cultural intelligence? Business Horizons, 51(5), pp.391-399. Dorfman, P. House, R., Javidan, M., and Hanges, P. (2002). Understanding cultures and implicit leadership theories across the globe: an introduction to project GLOBE. Journal of World Business, 37(1), pp.3-10. Earley, P. (2002). Redefining interactions across cultures and organizations: Moving forward with cultural intelligence. Research in Organizational Behavior, 24, pp.271-299. Elenkov, D. and Manev, I. (2009). Senior expatriate leaderships effects on innovation and the role of cultural intelligence. Journal of World Business, 44(4), pp.357-369. Gupta, A. and Govindarajan, V. (2002). Cultivating a global mindset. Academy of Management Executive, 16(1), pp.116-126. Heine, J. and Thakur, R. (2018). The dark side of globalisation. [online] Available at: https://www.cigionline.org/articles/dark-side-globalisation. Held, D. and McGrew, A. (1999). Global Transformations. Cambridge: Polity. Hong, Y., Morris, M., Chiu, C. and Benet-Martà ­nez, V. (2000). Multicultural minds: A dynamic constructivist approach to culture and cognition. American Psychologist, 55(7), pp.709-720. Lee, H-J., (2018). Global Leadership and Cultural Intelligence. Lee, H-J., (2014) Global leadership practices: a cross-cultural management perspective, London: Palgrave Macmillan Sanchez, J., Spector, P. and Cooper, C. (2000). Adapting to a boundaryless world: A developmental expatriate model. Academy of Management Perspectives, 14(2), pp.96-106. Sideri, S. (1997). Globalisation and regional integration. The European Journal of Development Research, 9(1), pp.38-82. Smith, A. D. (2007). Nationalism in decline? In M. Young, E. Zuelow & A. Strum (Eds.), Nationalism in a global era (pp. 17–32). New York, NY: Routledge. Templer, K., Tay, C. and Chandrasekar, N. (2006). Motivational Cultural Intelligence, Realistic Job Preview, Realistic Living Conditions Preview, and Cross-Cultural Adjustment. Group & Organization Management, 31(1), pp.154-173. Triandis, H. (2006). Cultural Intelligence in Organizations. Group & Organization Management, 31(1), pp.20-26. UNESCO (2018). Xenophobia | United Nations Educational, Scientific and Cultural Organization. [online] Available at: http://www.unesco.org/new/en/social-and-human-sciences/themes/international-migration/glossary/xenophobia/. Woodward, I., Skrbis, Z. and Bean, C. (2008). Attitudes towards globalization and cosmopolitanism: cultural diversity, personal consumption and the national economy. The British Journal of Sociology, 59(2), pp.207-226.

Malaria Parasite Plasmodium and the Epidemiology of the Disease Essay

The Malaria Parasite Plasmodium and the Epidemiology of the Disease Abstract For ages malaria has affected mankind in almost all parts of the world. It has left a deep imprint on people who have been affected with the disease, and even today in countries where epidemics are common, malaria is a constant threat to people's daily lives. Malaria is caused by protozoan parasites of the genus Plasmodium (phylum Apicomplexa), and there are four species in the genus that cause the disease in humans. Their primary hosts and transmission vectors are female mosquitoes of the genus Anopheles; humans act as intermediate hosts. Places near the equator with a warm, subtropical climate are most susceptible to malaria endemics. More than half of the cases of malaria occur in sub-Saharan Africa. It was only recently that developments have been made to research the eradication of the disease on a global scale. Malaria, Italian for ?bad air?, is an infectious disease which for nearly 4,000 years has terrorized mankind in many parts of the world. It has greatly influenced human populations and human history, and even today, malaria is a leading cause of disease and death in the world with over one million deaths every year (Sherman 91). This means that every 30 seconds, a person dies from malaria. Unfortunately, the general public knows only little about the disease, which is one of the key reasons as to why so many people suffer from malaria. However, since the turn of the 20th century, a great deal of knowledge has been uncovered by microbiologists about this merciless killer. The biology behind malaria is extremely complex. As opposed to popular belief, malaria is actually a family of four different diseases caused by four different parasi... ...y 1. Day, Nancy. Malaria, West Nile, and other Mosquito-Borne Diseases. London: Enslow Publishers, 2001. 2. Desowitz, Robert S. The Malaria Capers: More Tales of People, Research, and Reality. Greenwich: W.W. Norton & Company, 1993. 3. Doolan, Denise L. Malaria Methods and Protocols. Denver: Humana Press, 2002. 4. ?Malaria.? 19 June 2006. Wikipedia. 18 Jul. 2006 . 5. ?Malaria Information.? 30 May 2005. Centers for Disease Control. DDT. 18 Jul 2006 . 6. Roberts, Roger. The Green Killing Fields; the Need for DDT to Defeat Malaria and Reemerging Diseases. AEI Press, 2006. 7. Sherman, Irwin W. Molecular Approaches to Malaria. New York: ASM Press, 2005. 8. The Malaria Eradication Project. Ed. Maya Winifred. May 2000. Indiana University. 22 Jul 2006 . 8 Malaria Parasite Plasmodium and the Epidemiology of the Disease Essay The Malaria Parasite Plasmodium and the Epidemiology of the Disease Abstract For ages malaria has affected mankind in almost all parts of the world. It has left a deep imprint on people who have been affected with the disease, and even today in countries where epidemics are common, malaria is a constant threat to people's daily lives. Malaria is caused by protozoan parasites of the genus Plasmodium (phylum Apicomplexa), and there are four species in the genus that cause the disease in humans. Their primary hosts and transmission vectors are female mosquitoes of the genus Anopheles; humans act as intermediate hosts. Places near the equator with a warm, subtropical climate are most susceptible to malaria endemics. More than half of the cases of malaria occur in sub-Saharan Africa. It was only recently that developments have been made to research the eradication of the disease on a global scale. Malaria, Italian for ?bad air?, is an infectious disease which for nearly 4,000 years has terrorized mankind in many parts of the world. It has greatly influenced human populations and human history, and even today, malaria is a leading cause of disease and death in the world with over one million deaths every year (Sherman 91). This means that every 30 seconds, a person dies from malaria. Unfortunately, the general public knows only little about the disease, which is one of the key reasons as to why so many people suffer from malaria. However, since the turn of the 20th century, a great deal of knowledge has been uncovered by microbiologists about this merciless killer. The biology behind malaria is extremely complex. As opposed to popular belief, malaria is actually a family of four different diseases caused by four different parasi... ...y 1. Day, Nancy. Malaria, West Nile, and other Mosquito-Borne Diseases. London: Enslow Publishers, 2001. 2. Desowitz, Robert S. The Malaria Capers: More Tales of People, Research, and Reality. Greenwich: W.W. Norton & Company, 1993. 3. Doolan, Denise L. Malaria Methods and Protocols. Denver: Humana Press, 2002. 4. ?Malaria.? 19 June 2006. Wikipedia. 18 Jul. 2006 . 5. ?Malaria Information.? 30 May 2005. Centers for Disease Control. DDT. 18 Jul 2006 . 6. Roberts, Roger. The Green Killing Fields; the Need for DDT to Defeat Malaria and Reemerging Diseases. AEI Press, 2006. 7. Sherman, Irwin W. Molecular Approaches to Malaria. New York: ASM Press, 2005. 8. The Malaria Eradication Project. Ed. Maya Winifred. May 2000. Indiana University. 22 Jul 2006 . 8

Yemen Conflict and the Role of the IGOs and the NGOs in the Yemen Confl

Introduction The conflict that took place in Yemen in 2012 was one of the most rigorous revolutions that took place in the Middle East during the Arab spring revolt. The conflict in Yemen started as a protest against social and economic conditions such as unemployment, corruption, and the proposal by the government to modify the constitution. As the protests proceeded, people of Yemen added more grievances and called for the resignation of President Ali Abdullah Saleh. During this conflict, the government and military officials resigned from president Saleh’s government rendering the government powerless in dealing with the protestors. In January 2012, a major protest that involved sixteen thousand nationals took place in Yemen, this pressured president Saleh making him to announce that he would not run for reelection. However, the protestors could not hear any of this and they intensified their protests. The government’s relevant authorities opened fire on protestors, and many peo ple lost their lives with fifty-two protestors being shot dead in March (Amnesty International 10). Yemen Conflict and the Role of the IGOs and the NGOs in the Yemen Conflict The first IGO to be involved in the Yemen conflict was Gulf Co-operation Council, which tried to enter into a deal to end the conflict with president Saleh. However, president Saleh walked out of the agreement some hours before it was signed, and he did this three times. When president Saleh walked out of the deal for the third time, the Gulf Co-operation became frustrated and announced that it was withdrawing its mediation efforts in the Yemen conflict. President Saleh not only withdrew from the broken deal, but also refused to sign a transi... ...esses (Clark 128). Works Cited Amnesty International. Yemen: Human Rights Concerns Following Recent Armed Conflict. New York, NY: Amnesty International, 2011. Print. Caton, Steven C. Yemen Chronicle: An Anthropology of War and Mediation. New York, NY: Hill and Wang, 2012.Print. Clark, Janine A. Islam, Charity, and Activism: Middle-Class Networks and Social Welfare in Egypt, Jordan, and Yemen. Bloomington: Indiana University Press, 2004. Print. Little, Tom. South Arabia: Arena of Conflict. London: Pall Mall P., 2011. Print. Nefissa, Sarah Ben. NGOs and Governance in the Arab World. Cairo: The American University in Cairo Press, 2012. Print. Terrill, Andrew W., and Army War College (U.S.) Strategic Studies Institute. The Conflicts In Yemen And U.S. National Security. Carlisle, PA: Strategic Studies Institute, U.S. Army War College, 2011. Print.

Social Networking Safety :: Social Networks, Facebook, Twitter

MySpace gained popularity when businesses and bands began using it for advertising. Since the launch of Facebook, both have made social networking part of daily life for millions of people worldwide. Internet relationships have become more popular and face-to-face interactions have become more rare. Though these websites allow friends to stay in touch more easily, they also raise safety concerns. Predators have found ways to gain access to innocent bystanders. The age of account users on these sites has become an issue. Parents’ main priority for their children when it comes to the internet is their safety. The safety risk has caused many parents to ban social networking sites in their home. The question on everyone’s mind is, is it worth risking personal safety to communicate more easily? While staying in touch with friends is essential to adolescent development, there are less risky ways to do so. An article by Jennifer Sexton and Marlanda English states that online sites put young people at risk for online predators when they believe they are socializing with friends. Cyber relationships can delay the growth of real relationships according to Sylvia Engdahl in Online Social Networking. Anne Whittaker and Geraldine Wagner wrote that these websites can stimulate the economy by creating advertising opportunities. Advertising and socializing can be combined with these sites, and as Craig Belanger and Laura Finley wrote in an online article, they allow even the shyest of people to express themselves freely. MySpace is a great place to advertise businesses, while Facebook can create the virtual interaction that everyone seeks. Safety precautions can be implemented to ensure only those of suitable age can have access to these sites. Each year there are more advances in technology that allow the world to connect on more personal levels. The new-found popularity of social networking sites accompanies advancements in technology. Social sites allow people around the world to connect with one another in an instant without much hassle. With many great achievements or advancements comes a controversy. The controversy over the popularity and use of social networking sites has alarmed groups of people around the globe. Each group seems to have its own opinion on each miniscule detail of the ever popular sites such as MySpace and Facebook, and they state their opinion in every way possible. While advancements in technology have allowed social networking sites such as MySpace and Facebook to connect people around the world, they may be releasing too much information and therefore making innocent people vulnerable to dangerous situations.

Interpretation Paper of Luke 15

Interpretation Paper Luke 15 1. First Impressions What are your first impressions of this text? * Forgiveness, repentance, and diligence * In the Prodigal of the Lost Son the farmer celebrates the return of his son from a life of sin. Son’s sins are not what is celebrated rather his acknowledgement of his own sins and his repentance to his father. His father (the farmer) with a celebration forgives the son. * Both the Parable of the Lost Sheep and the Parable of the Lost Coin reflect repentance, diligence and a form of forgiveness.In the Lost Sheep the man loses one sheep out of ninety-nine and searches for the one until it is found and rejoices in it. In the Lost Coin a women loses 1 coin out of 10 in her home. She cleans and sweeps until she finds the one coin and rejoices. What sounds interesting or strange to you? What do you think a 21st human being might hear in all this? * In this day and age the majority of people would search and work for the ninety-nine sheep and not the lost one, not for the one coin but for the nine others, and would reward the hardworking son over the lost son. Faith is usually not in God/Bible/Jesus but in making a profit of some sorts.Can you immediately think of a situation for which this story or these words might be helpful? * I read these words and I think of myself, my relationship with my family. The hard working, reliable daughter, who is reliable to a fault is finally able to do something with her life, received very little support. Compared to what they have done for my siblings with addiction issues. It makes me question my faith. Are there any important textual footnotes that apply to this text? * The footnotes name the parables and where each one is started and ended. 2. Translation StudyWhich of the three translations did you find the most readable to you? * Printed out the New International Version, the English Standard Version, and the American Standard Version. The New International Version was and is the m ost readable to me. What significant differences do you see in the text? * Punctuation, grammar, order of the words, and language 3. Word Study Which word do you think are most important to this text? * Lose/Lost, Rejoice/Rejoicing, Found/Find, Repent, Gathering, Joyfully What makes you think these words are important? * Many of the words are repeated and one is found in the title of the parables.What did you find out about each of these terms? * â€Å"Lost† – G622 – Apollymi – perish, destroy, lose, be lost, lost. The word lost is used forty-five times in forty-four different verses in the NIV. Blue Letter Bible. â€Å"Dictionary and Word Search for ‘†lost†Ã¢â‚¬Ëœ in the NIV†. Blue Letter Bible. 1996-2012. 13 Oct 2012. < http:// www. blueletterbible. org/search/translationResults. cfm Criteria=lost&t=NIV > * â€Å"Rejoice† – G4796 – Sygchairo – to rejoice with, take part in another’s joy à ¢â‚¬â€œ to rejoice together, to congratulate. The word rejoice is used seven times in seven verses in the NIV. Blue Letter Bible. Dictionary and Word Search for sygchairo (Strong's 4796)†. Blue Letter Bible. 1996-2012. 13 Oct 2012. < http:// www. blueletterbible. org/lang/lexicon/lexicon. cfm Strongs=G4796&t=NIV > * â€Å"Found† – G2147 – Heurisko – to come upon, hit upon, to meet with – to find by enquiry, thought, examination, scrutiny, observation, to find out by practice and experience – to find out for one’s self, to acquire, get, obtain, procure. The word found is used 179 times in 166 verses. Blue Letter Bible. â€Å"Dictionary and Word Search for heurisko (Strong's 2147)†. Blue Letter Bible. 1996-2012. 13 Oct 2012. < http:// www. lueletterbible. org/lang/lexicon/lexicon. cfm strongs=G2147&t=NIV&page=3 > * â€Å"Repent† – G3341 – Metanoia – change of min as it appears to one who repents, of a purpose he has formed or of something he has done. The word repent is used twenty-two times in twenty-two verses. Blue Letter Bible. â€Å"Dictionary and Word Search for metanoia (Strong's 3341)†. Blue Letter Bible. 1996-2012. 13 Oct 2012. < http:// www. blueletterbible. org/lang/lexicon/lexicon. cfm Strongs=G3341&t=NIV > * â€Å"Gathering† – G1448 – Eggizo – to bring near, to join one thing to another – to draw or come near to, to approach.This word is used forty-two times in forty-one verses. Blue Letter Bible. â€Å"Dictionary and Word Search for eggizo (Strong's 1448)†. Blue Letter Bible. 1996-2012. 13 Oct 2012. < http:// www. blueletterbible. org/lang/lexicon/lexicon. cfm Strongs=G1448&t=NIV > 4. Grammatical Analysis Who are the principal subjects of the important verbs of this text? * Tax collectors, sinners, Pharisees, scribes Are those verbs active or passive? * Active and passive Are they past, p resent, or future tense? * Present and future Who are the direct objects? * Lost sheep, lost coin and lost son 5. Thought Progression/ContentSummarize the thought progression of the text. * Lost and Found – A man loses one sheep out of ninety-nine and goes in search of this lost sheep until he finds it. A woman loses one coin out of ten in her home. She cleans and searches until she finds this one coin. A father welcomes home a son who has sinned much to the dismay and anger of the older brother the sinful son is welcomed home. Each parable builds off of the other in depth and meaning. Have faith in the Lord and live a righteous life. Do this for each of the three sections of Luke 15. * The Parable of the Lost Sheep – A man loses one of sheep out of ninety-nine.He leaves is faithful flock behind in order to find the one that is lost. When he finds the lost sheep he takes its home and celebrates with his friends. Find joy in the one who repents then in the others who do not need to repent. * The Parable of the Lost Coin – A women has ten coins and loses one in her home. This woman cleans and searches until she finds the missing coin and when she finds it she celebrates with her friends. * The Parable of the Lost Son – A man with two sons is requested by the youngest to give him his share of an inheritance. The youngest son spends and loses all that was given to him and lives in poverty.After working for another he realizes that if he returns home to his family he will be cared for. The youngest sons returns home to his family and asks his father for forgiveness while admitting that he has sinned. His father welcomes him home with open arms and celebrates. The father’s oldest son is angered by this and questions the actions of his father. He, the oldest son, who has been loyal feels as if his father doesn’t love him, appreciate him. The father then states that because he has been so loyal to him that he the oldest son wi ll receive all that has belonged to his father. 6. Immediate Contextual StudySummarize the chapters and verses that immediately precede these? * Parable of the unfruitful fig tree * Healing of the crippled women on the Sabbath * Parable of the mustard seed * Parable of the yeast * Healing of a man with dropsy on the Sabbath * Humility Parable * Great dinner parable * The costs of discipleship What, if any impact does this text have upon their meaning or thought progression of this text? * These chapters are supportive of the thought progression in chapter 15. Summarize the chapters and verses which immediately follow this text. * The dishonest manager parable * Sayings * Parable of the rich man and Lazarus . Biblical Contextual Study Does the author deal with this subject anywhere else in this book or if he wrote another book, in that book? * In chapter 13, 14 and 16. Stories and parables of forgiveness, patience and faithfulness How does this author deal with this same event or sub ject matter in other places? * With the retelling of stories and parables. If the message of the whole Bible really is about God saving people, how do you think this fits in? * In order to â€Å"save† someone, anyone, a tremendous amount of love, patience and faith is needed. Love, patience and faith in yourself as well as the one being saved.

Conflicts in the Godfather Essay

The Godfather is an insightful sociological study of violence, power, honor and obligation, corruption, justice and crime in America. Part I of The Godfather Trilogy centers on the Corleone crime â€Å"family† in the boroughs of New York City in the mid 1940s, dominated at first by the aging godfather/patriarch â€Å"Don† Vito Corleone. As a turn-of-the-century Silician immigrant, he is the head of one of the five Italian-American â€Å"families† that operates a crime syndicate. The ‘honorable’ crime â€Å"family,† working outside the system due to exclusion by social prejudice, serves as a metaphor for the way business (the pursuit of the American dream) is conducted in capitalistic, profit-making corporations and governmental circles. Although conflict in life may seem unpleasant, literature readers find it to be quite exciting. The characters involved within a conflict clearly stand out as to what they truly believe in and who they are as a person. In Mario Puzo’s, â€Å"The Godfather†, a number of conflicts are revealed through the Mafia underworld. The first, and most important conflict that is demonstrated in â€Å"The Godfather†, is revealed right away through â€Å"The Assassination Attempt on Don Corleone†. The Don shows the conflict of man vs. society by first refusing to enter the drug business. This decision, will ultimately effect the future conflicts that are revealed throughout the story. By refusing to participate in the drug business, the Corleone Family becomes outcasts of the five major crime families in New York. By doing so, the Don sparks the war between his family and the other five families. This war ends up lasting for several years and costs many lives. The second conflict that is present in â€Å"The Godfather†, is the conflict of divergent ideas vs. his father’s ideas. Santino, â€Å"Sonny†, Corleone, demostrates this conflict by deciding to go against his father’s beliefs. Sonny feels that drugs are the thing of the future and he decides that if his father dies, he will make the deal of entering the narcotics business. Tom Hagen, the adopted son of Vito Corleone, also believes that by entering the drug business, the Family will become much more successful later down  the road. A third conflict that is present in â€Å"The Godfather†, is the conflict of man vs. himself. This conflict is demonstrates through the character of Michael Corleone, the youngest son of the Don. Michael’s conscience is at war with his with his desire. After the assassination attempt on his father, Michael feels that he needs to get involved and help his father continue the Family business. However, his mind also feels that it is wrong to enter the criminal business. In conclusion, it is clear that many conflicts exist in Mario Puzo’s, â€Å"The Godfather†. They include, man vs. society, divergent ideas vs. father’s, and man vs. himself. Together, these conflicts create an intriguing plot that captures the viewer’s attention to the Mafia Underworld during the 1940’s and 1950’s in New York. Mario Puzo’s materpiece studies the power of conflicts that involve violence, power, honor, obligation, justice, and corruption.