Benefits Of Technology And Human Life - 879 Words

For years we have seen the benefits of the advancement of technology and human life due to science. But can the advancement of technology and human life also be deadly? In the past 100 years we have seen the creation of the atomic and hydrogen bombs as well as advancements in the medical world like the antibiotic Penicillin. Many believe all of these advancements in technology have played God. Three-way parenthood brings a new era of medicine into effect. Three-way parenthood, In-Vitro Fertilization, is a way to avoid mitochondrial disease within a baby. Mitochondrial disease includes heart problems, brain disorders, blindness, and more. To prevent any disease like so being passed down from parent to child, two woman’s eggs and a man s sperm are put through a fertility procedure. This process of conceiving a baby can be beneficial, especially for infertile women or for couples of the same sex. In-Vitro Fertilization raises moral and ethical concerns among many people. The Cat holic Church has spoken out about IVF as it seems to play God. In Dignitas Personae by the Congregation for the Doctrine of the Faith it says, â€Å"Such fertilization entrusts the life and identity of the embryo into the power of doctors and biologists and establishes the domination of technology over the origin and destiny of the human person.† The Catholic Church believes a child is a gift from God and should not be taken advantage of. A negative aspect to the ability to create a so called â€Å"perfectShow MoreRelatedHuman Genetic Engineering is Morally Justified Essay811 Words   |  4 PagesAffirmative—Human Genetic Engineering is Morally Justified When they are finally attempted†¦genetic manipulations will†¦be done to change a death sentence into a life verdict. In agreeing with this quote by James D. Watson, director of the Human Genome Project, I affirm today’s resolution, Human genetic engineering is morally justified. I will now present a few definitions. Human genetic engineering is the altering, removal, or addition of genes through genetic processes. Moral is pertainingRead MoreHow Technology Has Changed Our Life1643 Words   |  7 Pagescentury, technology, as a productive method to change our life style, is significantly integrating into our daily life. However, at the very beginning, technology is just as an advanced and unavailable existing stay at scientific laboratory, which is far from the public’s daily life. The unpredicted but expected truth is that it develops much faster in recent decades and getting much popular in our routines. We use smart phones to contact each other; all kinds of APP’s usage make our life easy andRead MorePros and Cons of Cloning Humans906 Words   |  4 Pagespossibility of cloning a human. 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Essay about Compare and Contrast Leadership Theories

Leadership From Wikipedia, the free encyclopedia Leadership has been described as the â€Å"process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task†. Definitions more inclusive of followers have also emerged. Alan Keith of Genentech states that, Leadership is ultimately about creating a way for people to contribute to making something extraordinary happen. According to Ken SKC Ogbonnia, effective leadership is the ability to successfully integrate and maximize available resources within the internal and external environment for the attainment of organizational or societal goals. The following sections discuss several important aspects of leadership including a†¦show more content†¦Students of leadership have produced theories involving traits,[1] situational interaction, function, behavior, power, vision and values,[2] charisma, and intelligence among others. 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Organizational Excellence Global Business -Myassignmenthelp.Com

Question: Discuss About The Organizational Excellence Global Business? Answer: Introducation Howard Schultz was the former CEO of the renowned American coffee company known as Starbucks. His leadership style and skill serve as management lessons to the rest of the leaders after him (Clark, 2013). Schultz is among the best leaders in the corporate business and it is because he boosted the sense of responsibility and determination into Starbucks spirit. He is the best because he not only encourages his team but also motivates them to push their limits on the ideas that they do not really agree. He has a drive and perseverance that actually took the Starbucks Company a long way (Schultz, 2012). The following points describes why Howard Schultz is the best leader- He always uses to hire the appropriate staff needed in the company. It is not possible for him to instruct every person what to do does instead he hired the right employees for the team. His goals were clear that he would be motivating and encouraging his managers because he believes that organization needs those employees who have instinctive skills of leadership. Schultz was very much of an innovative communicator and thus he can easily manage his team by clearly transferring his messages to his team, making them more energized (Rubin, 2013). Another quality of Schultz that makes him a good leader is that he is very much stable in delivering the organizations products and services to their customers. As a leader, Schultz is always conscious about the services that they are offering. They have stores globally that offers different types of products but Schultz makes it the priority that in whichever store the customers go they should get the same perfect taste. However, he believes in providing his customers with best customer care services and that he does with the stability in their products (Rowe, 2014). He is said to be the best leader because he respect and cares for his employees. This leadership quality actually helped him to grow and so his employees admire him. Along with prioritizing his customers, he also thinks for his employees in spite of being part or full time worker. He not only offers them with health insurance benefits but also permits them to own stocks in the company. Apart from these employees are benefited with economics themselves and getting shifting schedules so that they do not have to work back to back for long hours. The most important and attracting feature of Schultz that make him the best leader is that he listens to his employees. He tries to look after every difficulty an employee is facing and solve them to make a positive result (Hahn Kim, 2016). A good leader must always respect the various cultures and motivate diversity. Schultz very cautiously tries that every store that is built in diverse locations must be designed accordingly and this thought that he has is because for him every place has their very own priorities and practices. Thus, every store that Starbucks build keeps in mind those factors that involve the appearance and design of the outlet. Not only Schultz is limited to this but also they are also open to welcome suppliers who belong to the diverse communities. Moreover, they also bestow towards the economic development (Moran, Abramson Moran, 2014). Schultz has a clear vision that what he wants to do. His love for coffee brought him into this business but his prime mission is always serving the coffee to his customers. His goals and mission are always on track and he has never been confused in what he wants, he always wanted to his organization to be focused on treating his customers as well as employees with respect and guilt. Thus, Starbucks mission is to not only serve their customers with perfect taste of coffee but also offer them a place to meet up their friends, arrange meetings and a place where they can spend some relaxing time. Schultz has contributed much to this company and has worked passionately. He believes in partnership that has made his company reach out to the markets. Schultz believed that collaborating with the right team could increase their brand awareness and make the path easy to achieve their goal. For instance, Starbucks made partnership with Apple and Barnes and Nobles, which had helped him, flourished more in the competitive market. Schultz believes that both the customers and the employees are the heart of their business and fortunately, his team in the company is aware of this fact. Thus, the company must feel customers special. If customers feel that they are special to this organization, they will avoid miscommunications and will be loyal to the brand. However, employees are also another important pillar for the company and thus he thinks they have many ideas that they can offer. Schultz not only listens to their ideas but implement them. For instance, the creation of Frappuccino was the idea of one of the employee that Schultz implemented (Skripak, 2016). What kind of leader was Howard Schultz? Schultz can be called as both transformational leader as well as democratic leader. Democratic leadership style that he follows gives him the permission to exercise free opinion and inputs of his workers. By following this, he sees that all the employees ideas are listened carefully and their ideas are include in decision-making process of the company. Transformational leadership is the one that is built upon the development of moral and motivation of higher level (Leavy, 2016). The paths that Schultz follow actually bind him with his followers who are the employees of the company and help him display his strengths and leave an impact over his subordinates of respect and admiration. Schultz usually follows these two types of leadership style and thus it makes him encompass a blend of both autocratic and democratic leadership. By autocratic it means that the entire team of Starbucks under Schultz will be following the same goal and tasks that are given to them but they will have full freedom to speak out and share their ideas and operations, which will be contributed to the company. Schultz always motivated and inspired his followers, his leadership style resolve around this. Moreover, he permits, motivates and receives feedbacks and advices from his staffs. To reach his employees he even makes personal calls and emails so that they can give their feedbacks about Schultz as well as Starbucks. As a leader, Schultz was found to have given more power to his employees in the decision making procedure and giving them the freedom to choose their flexible working hours. Therefore, Schultz leadership ideals, goals and approach for the employees are the push to become a successful leader. Schultz always uses to treat his employees as his partners. The company builds an open relationship with their staffs. The company under Schultz leadership provides the employees an experience of a positive work environment. Schultz value and respect every employee of his and treats him or her with respect and dignity. Schultz was an effective leader and this is solely because he has the leadership characteristics and competencies in the areas such as- personality, self-concept, drive, integrity, motivation in leadership, having enough knowledge of the business, both cognitive and practical intelligence and lastly, emotional intelligence. It is quite clear that the leadership style that Schultz practice has a huge impact on the employees. Schultz leadership style made Starbucks an extraordinary performer. Transformational leader are the one that Howard Schultz is who are very similar to charismatic leaders but are distinguishable by their ability to bring about innovations and altera tions. This type of leaders usually blends to take a company through vital strategic changes. As far as Howard Schultz is concern, he among those transformational leaders who finds the benefit where his products can be suitably resides and enjoyed by the customers (Archbald, 2013). Schultz also encourages his employees to become the shareholders in the organization so that they can cross their limit of expectation and apply community initiative. Schultz as a leader has the power to reward their employees thus; whenever the employees perform extra, they are rewarded for performing the extra mile. Schultz also has the expert power as he has great knowledge about the various products that Starbucks sell. However, he travels the world to come up with the best coffees that can serve their customers well. His style of leadership always provides his employees with a great working atmosphere where each one is treated with respect and dignity. He applies the biggest standard of excellence to buy, roast and fresh delivery of the coffees of Starbucks. As a leader he always emphasize upon pleasing their customers by providing excellent customers services along with knowledgeable staffs who knows about the products of the organization and pays detailed attention while prepa ring the drinks for their customers. Howard Schultz follows both democratic and transformational leadership styles and so he is a mixture of both the leaders (Daft, 2014). As a democratic leader, he is more focused in motivating the employees, putting less control over them and so a motivated group is created. On the other hand, as a transformational leader he is open to changes and any kind of innovations that can be beneficial to his organization (Rumelt, 2012). Transformational leadership theory states that the leaders who fall under this theory are visionary, inspiring, daring, risk-takers and are contemplative thinkers. They are said to have a charming affect (Effelsberg, Solga Gurt, 2014). Only with charming personality, transformational leaders cannot go a long way rather they need to have certain qualities like- Inspirational motivation- transformational leaders assist their followers by bestowing them with the sense of meaning as well as challenge. Intellectual stimulation- new ideas are encouraged by this type of leaders and they never criticize the followers who commit any kind of mistakes. They thus focus on the problem itself rather indulging in any kind of blame game. Idealized influence- transformational leaders are the role models of their followers and thus, the leaders are trusted and treated with respect by their followers. Moreover, the leaders usually focus more on the needs of their followers and establish a high standard of ethical conduct. Individualized considerations- creativity and innovations are highly rewarded. Followers get chances for taking part in the decision-making and are supported so that they get equal chances of implementing their ideas. Transformational leaders are thus the mentors of their followers. Thus, Howard Schultz can be called as a transformational leader who was highly adaptable to any kind of changes that are good for the company. Has he made any followers? If yes then how? If transformational leadership style that is adopted by Howard Schultz is looked through the implicit perspective then it can be said that this type of leadership includes their followers needs and perceptions about the characteristics as well as influence towards a particular leader. However, the leaders give full attention to listen to their followers as well as give them adequate chances to share their ideas and thoughts with the company. However, for Schultz his followers are his employees who have immense trust and respect towards him. As a leader, Schultz treats every employee equally and maintains an open relationship with him or her. They take good care of their staffs, values them and give them respect and dignity. Schultz believes in employing those workers who are motivated to run behind excellent results and thus, they are ready to assist those employees for further developing them. Schultz greatly encourages his employees to participate and involve in the process of deci sion making of the company. In this way Schultz, make the employees feel that they are an important part of the organization and their opinions does matters. Schultz has been supportive and thus, follows a people oriented leadership style and that is why he has made so many followers inside and outside Starbucks, who not only appreciate his leadership style but also follows his footsteps (Kark Shamir, 2013). He was found taking great care of his workers well being as well as benefits. By taking care of his employees in return, he just wants his customers to be satisfied by their employees services and companys products. As an organization Starbucks has been ranked innumerable times as the best working place. Thus, as a result Starbucks is built with soul, trust and motivation. The main reason of so many followers of Schultz is that he listens to the workers attentively and considers their feedback and suggestions for making any decisions for the company. However, when the leader is taking so much care then the followers will themselves respect and love their leader, which is seem by the employees of Starbucks. Moreover, because of these strategies of Schultz where he focuses mainly on the employees and in return they satisfy the customers, this company has achieves huge competitive advantage in the market. This type of leadership builds intensifies the followers motivation and satisfacti on because they will feel a sense of security and respected, thus employees will satisfactorily work extra so that they can do something extra for the company to enhance better productivity and performance in the competitive market (Avolio Yammarino, 2013). In the form of leadership that Schultz follows, here the followers seem to get convinced by their leaders and thus expressing faith, esteem and respect towards their leader. Schultz uses various ways through which he can transform his followers like uplifting their awareness of the importance of duty towards the organization, giving priority to the team and the goals of the company rather than concentrating on personal needs. Schultz as a leader encourages and co-operates his followers, and thus his leadership has made huge contribution to the global market and regarded as the best leadership team. Schultz usually search for those employees in his organization where he can employee those candidates who are team players and has the willingness to work for Starbucks. However, leadership styles are the ways in which a leader can influence his followers. Schultz leadership style high depended on the circumstances in which he had operated his followers and his personality. However, accord ing to the leader-follower theory, the relationship between the leader and the follower is the foundation of the organization. Leadership as defined presumes that the followers will lead them ahead and thus, if a leader has necessary followers to lead then only a successful leader is evolved (Braun et al., 2013). Any organization will be successful if they maintain a healthy relationship among their leaders and followers. If both works together then only the organization will perform better and thus, Schultz maintains this perspective has always tries to care and look after the needs and interests of his employees first. Thus, as a leader, Schultz is always ready to lead and his followers are always willing to follow him. However, Schultz not only guides his followers but also train them so that they can also become leader in future. Thus, there might be chances that a leader may become a follower and vice verse according to leader-follower theory (Price Van Vugt, 2014). Schultz provides equal opportunity to all his followers to come together and work for the common goal of the organization. However, as a leader Schultz always cared about and encouraged team spirit among his employees. He also looked after their medical health where those employees who have worked for Starbucks at least 20ho urs in one week will be given a medical insurance. To motivate his employees further he came up with strategies like stick options where the best among the employees are awarded with shares. Schultz always gave opportunities to his subordinates. He always chooses the right employee to pass on work and make that person push himself beyond his limits and become responsible. However, Schultz has given important leadership lessons to his subordinates, which are that inspiring leaders can never be as intense as the products made by the organization rather they are more focused about how the product can benefit the life of the customers and employees, leaders like him are never tired of sharing their motivational stories. They treat their staffs or subordinates kindly and lastly they make themselves and employees remember that what their goals in the organizations are. Thus, because of these Schultz made many followers in and outside Starbucks (Hollander, 2012). What different type of leadership style is suitable for him? Leadership styles define that a person is role flexible. That means that any leader can shift from one style to the next. This shifting highly depends on the situation a particular leader is in. different leadership styles, some are overlapping where as some are poles apart (Ng Sears, 2012). The different leadership styles are stated below- Autocratic style of leadership Strategic style Cross-cultural style Facilitative style Laissez-Faire style Coaching style Team style of leadership Participative or democratic style Transactional leadership Transformational style Charismatic style Visionary style The above-mentioned leadership styles are common types that are usually followed by great leaders in any organization. Howard Schultz of Starbucks has been seen following transformational style of leadership where he mostly focuses on motivating his employees to push their limits and do something more than what they are usually capable of doing. This style of leadership is different from the other styles because it initiates modifications in the organization, among the employees as well as in the team for its betterment. Schultz who has been seen following this style has been setting challenges for his team to achieve higher level of performance. Thus, by following this type of leadership style Schultz was found to have followers who are more committed towards the organization and satisfied working under Schultz as their leader (Guay, 2013). Schultz as a transformational leader was immensely successful in satisfying his followers because he authorizes his followers. He knew that cari ng about his employees will keep them happy and in return, they will prove good quality services to the customers. Thus, this strategy of Schultz actually worked for Starbucks and helped Schultz became an effective leader. However, at times Schultz has been also found to incorporate certain styles of Democratic leadership due to the demanding situation. However, it has immensely helped Schultz to deal with certain situations. This kind of leadership style includes the staff members to contribute their ideas in the organizations decision-making process. Democratic leadership styles focus more on the employees contributions (Giltinane, 2013). Here also the leader has the final responsibility, as he is the head and thus, delegates authority to his employees. Schultz has been seen taking up these characteristics where he encourages his employees to come up and bestow their ideas for the organization. Howard Schultz, has been following the best style of leadership but then also if another alternative style Schultz should have tired then it would be Transactional style of leadership. Transactional leaders are those who manage their subordinates by setting particular goals and objectives. This style of leadership uses the reward and punishment techniques to motivate and inspire their performance. However, this kind of leaders usually assists those followers who agree to follow him in executing a fixed activity in change for a particular outcome that is the reward. Thus, it is called the transactional style of leadership because transaction is done in between performance and rewards or punishment. Transactional leadership styles are very much beneficial for the senior executives as well as the CEOs in an organization where this kind of leaders are appointed so that they can make the company more effective and can deal efficiently with the daily corporate affairs. This type of leaders usually works to make the development in the enhanced processes and set certain rules and regulations so that the employees can use ideal resources of the organization. However, for Schultz also this style would have been effective. Schultz use to reward his employees but there were no transaction, but by using this style of leadership Schultz could have manage his team through a different but effective approach. However, Schultz believed in motivating his employees but transactional leadership styles state that individuals are more motivated by rewards or punishments (McCleskey, 2014). Schultz has never applied exchange principle in his leadership style, exchange here means that employees will deliver up to the mark and satisfactory work in a given time limit for which in return the authority will reward him for their performance. These rewards can be anything starting from extra pay, bonuses, verbal appreciation, health insurances and so on. This type of leadership is where the leaders mainly trigger their employees so that they can give their best performance. Transactional leaders are mainly focused on the task, but the style that Schultz followed focus mainly on the employees (Chaudhry Javed, 2012). This type of leaders though they focus more on the task but along with that they also guide their team to how they can accomplish that task and what are the sources and requirements they can find useful to give their best performance. Moreover, to motivate their team leaders beforehand let their team know that what rewards they will be receiving for completing the given task successfully. Transactional leaders also try to provide their team with optimal working environments so that they can do their work well. Thus, transactional leadership style can be an alternative for Howard Schultz to try out a different type of leadership style. Being a transactional leader Schultz can keep a close eye on his workers so that he can guide them whenever he finds thing to go in a wrong track. References Archbald, D. (2013). Vision and leadership: problem-based learning as a teaching tool.Journal of Leadership Education,12(2), 136-147. Avolio, B. J., Yammarino, F. J. (Eds.). (2013). Introduction to, and overview of, transformational and charismatic leadership. InTransformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition(pp. xxvii-xxxiii). Emerald Group Publishing Limited. Braun, S., Peus, C., Weisweiler, S., Frey, D. (2013). Transformational leadership, job satisfaction, and team performance: A multilevel mediation model of trust.The Leadership Quarterly,24(1), 270-283. Chaudhry, A. Q., Javed, H. (2012). Impact of transactional and laissez faire leadership style on motivation.International Journal of Business and Social Science,3(7). Clark, T. (2013).Starbucked. Hachette UK. Daft, R. L. (2014).The leadership experience. Cengage Learning. Effelsberg, D., Solga, M., Gurt, J. (2014). Getting followers to transcend their self-interest for the benefit of their company: Testing a core assumption of transformational leadership theory.Journal of Business and Psychology,29(1), 131-143. Giltinane, C. L. (2013). Leadership styles and theories.Nursing Standard,27(41), 35-39. Guay, R. P. (2013). The relationship between leader fit and transformational leadership.Journal of Managerial Psychology,28(1), 55-73. Hahn, Y., Kim, D. (2016). Corporate Social Responsibility: A Comparison Analysis.The East Asian Journal of Business Management,6(4), 13-17. Hollander, E. (2012).Inclusive leadership: The essential leader-follower relationship. Routledge. Kark, R., Shamir, B. (2013). The dual effect of transformational leadership: Priming relational and collective selves and further effects on followers. InTransformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition(pp. 77-101). Emerald Group Publishing Limited. Leavy, B. (2016). Effective leadership todaycharacter not just competence.Strategy Leadership,44(1), 20-29. McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development.Journal of Business Studies Quarterly,5(4), 117. Moran, R. T., Abramson, N. R., Moran, S. V. (2014).Managing cultural differences. Routledge. Ng, E. S., Sears, G. J. (2012). CEO leadership styles and the implementation of organizational diversity practices: Moderating effects of social values and age.Journal of Business Ethics,105(1), 41-52. Price, M. E., Van Vugt, M. (2014). The evolution of leaderfollower reciprocity: the theory of service-for-prestige.Frontiers in human neuroscience,8. Rowe, W. G. (2014). Is Nonprofit Leadership Different from Business or Government Leadership?.The Journal of Nonprofit Education and Leadership,4(2). Rubin, E. N. (2013). Assessing your leadership style to achieve organizational objectives.Global Business and Organizational Excellence,32(6), 55-66. Rumelt, R. P. (2012). Good strategy/bad strategy: The difference and why it matters.Strategic Direction,28(8). Schultz, H. (2012).Pour your heart into it: How Starbucks built a company one cup at a time. Hachette UK. Skripak, S. J. (2016).Fundamentals of Business. Virginia Tech

Technology Vs. No Technology Essays - Online Chat, Text Messaging

Life Unplugged Technology plays a major role for all societies in today?s world. It helps us acquire knowledge through the internet. It entertains us in the form of video games and movies. It persuades us to buy through online advertisements and commercials. It does simple things for us like clean as a vacuum. It transports us as cars. It even captures life?s most precious moments in the form of a camera. But what if we, people in a technologically dependent world, were to ?unplug? ourselves for a day? How would our day change if we were to not use any electronics at all? In an attempt to find out just how much electronics impact our lives, and to satisfy my College Writing professor, I went one day without using any electronic device to the best of my ability. First, I will describe my day with electronics. I start by having the alarm clock on my cell phone wake me up to get ready for classes. I?ll usually use either the toaster or oven to prepare breakfast, and already start texting. I?ll either drive myself to class, or one of my parents will drop me off. I attend all my classes, texting throughout the day, until 2:00 PM (on most days) where I will drive myself home or be picked up by my parents. At home, I will watch TV, browse the internet, play video games, or chat with friends through the computer. I will do my homework, eat dinner, talk on the phone, and go to bed. The process is enough to keep my entertained and satisfied throughout the week. In contrast, my electronic free day proved to be a challenge. I had planned ahead quite a bit in order to make this day run as smoothly as possible. I had requested a Saturday off of work so I would be free of both class and work. I had also set a time to meet with my girlfriend, Jessica, at 3:00 PM, so that way we did not have to text. I woke up at about 10:30 AM to the sun shining through my windows. I sat up in bed and instinctively grabbed my phone. Fortunately, I quickly remembered what I was not supposed to be doing today, and placed the phone out of sight. I crawled out of bed, and ventured out into the kitchen, and was already surprised at how I felt. I truly felt as if I were naked. I had no phone in my pocket. It shocked me at how strange I felt about it. I wondered, does my phone really have that big of an impact on my daily life that even walking to another room without it causes me to feel completely off? I pushed the thought away and prepared a bowl of cereal, since it did not require any technology (other than the refrigerator to keep the milk from spoiling) to prepare. After eating the bowl of cereal and showering, I stopped. It was only 11:30. I still had to endure 3 and a half hours before I could depend on another person to keep me entertained. I tried studying (the first time I have ever studied on a Saturday) but, unsurprisingly, it did not entertain me. I did the homework that was due on Monday, and still had an hour to go. This was the longest and most dismal hour of my life, as time dragged on, and the weekend?s work was completed.