Ithaca College Acceptance Rate, SAT/ACT Scores, GPA

Ithaca College is a private liberal arts college with an acceptance rate of 69%. Since its founding in 1892, Ithaca has been known for its music and communications programs. The college has an enviable location in  Ithaca, New York, overlooking  Cornell University  and Cayuga Lake. Students will find a wide range of majors through Ithacas broad curriculum and five schools. On the athletic front, the Ithaca College Bombers compete in the NCAA Division III  Empire 8 Athletic Conference. The college fields 11 mens and 13 womens intercollegiate sports. Considering applying to Ithaca College? Here are the admissions statistics you should know, including average SAT/ACT scores and GPAs of admitted students. Acceptance Rate During the 2017-18 admissions cycle, Ithaca College had an acceptance rate of 69%. This means that for every 100 students who applied, 69 students were admitted, making Ithacas admissions process somewhat competitive. Admissions Statistics (2017-18) Number of Applicants 15,278 Percent Admitted 69% Percent Admitted Who Enrolled (Yield) 16% SAT Scores and Requirements Ithaca College has a test-optional standardized testing policy for most applicants. Students who were home-schooled or those who attended high schools that do not provide numerical or letter grades are still required to submit SAT or ACT scores. During the 2017-18 admissions cycle, 52% of admitted students submitted SAT scores. SAT Range (Admitted Students) Section 25th Percentile 75th Percentile ERW 590 670 Math 570 660 ERW=Evidence-Based Reading and Writing This admissions data tells us that of those who submitted test scores during the 2017-18 admissions cycle, most of Ithacas admitted students fall within the  top 35% nationally  on the SAT. For the evidence-based reading and writing section, 50% of students admitted to Ithaca scored between 590 and 670, while 25% scored below 590 and 25% scored above 670. On the math section, 50% of admitted students scored between 570 and 660, while 25% scored below 570 and 25% scored above 660. While the SAT is not required, this data tells us that a composite SAT score of 1330 or higher is competitive for Ithaca College. Requirements Ithaca College does not require SAT scores for admission for most students. For students who choose to submit scores, note that Ithaca participates in the scorechoice program, meaning that the admissions office will consider your highest score from each individual section across all SAT test dates. Ithaca College does not require the essay section of the SAT. At Ithaca College, SAT Subject tests are optional. ACT Scores and Requirements Ithaca College has a test-optional standardized testing policy for most applicants. Students who were home-schooled or those who attended high schools that do not provide numerical or letter grades are still required to submit SAT or ACT scores. During the 2017-18 admissions cycle, 21% of admitted students submitted ACT scores. ACT Range (Admitted Students) Section 25th Percentile 75th Percentile English 24 33 Math 24 28 Composite 25 30 This admissions data tells us that of those who submitted scores during the 2017-18 admissions cycle, most of Ithacas admitted students fall within the  top 22% nationally  on the ACT. The middle 50% of students admitted to Ithaca received a composite ACT score between 25 and 30, while 25% scored above 30 and 25% scored below 25. Requirements Ithaca College does not require ACT scores for admission for most students. For students who choose to submit scores, note that Ithaca does not superscore ACT results; your highest composite ACT score will be considered. Ithaca does not require the ACT writing section. GPA In 2018, the average high school GPA for Ithaca Colleges incoming freshmen class was 3.34. This data suggests that most successful applicants to Ithaca College have primarily B grades. Self-Reported GPA/SAT/ACT Graph Ithaca College Applicants Self-Reported GPA/SAT/ACT Graph. Data courtesy of Cappex. The admissions data in the graph is self-reported by applicants to Ithaca College. GPAs are unweighted. Find out how you compare to accepted students, see the real-time graph, and calculate your chances of getting in  with a free Cappex account. Admissions Chances Ithaca College, which accepts over two-thirds of applicants, has a somewhat selective admissions process. However, Ithaca also has a  holistic admissions  process and is test-optional, and admissions decisions are based on much more than numbers. A strong  application essay  and  glowing letters of recommendation  can strengthen your application, as can participation in meaningful  extracurricular activities  and a  rigorous course schedule. The college is looking for students who will contribute to the campus community in meaningful ways, not just students who show promise in the classroom. While not required, Ithaca recommends  interviews  for interested applicants. Note that some programs at Ithaca require auditions or portfolios. Students with particularly compelling stories or achievements can still receive serious consideration even if their grades are outside of Ithacas average range. In the scattergram above, the blue and green dots represent accepted students. You can see that most successful applicants had high school averages of a 3.0 or better, combined SAT scores of about 1050 or higher, and ACT composite scores of 21 or better. If You Like Ithaca College, You May Also Like These Schools Syracuse UniversityCornell UniversityRochester Institute of TechnologyBinghamton UniversityUniversity of Rochester All admissions data has been sourced from the National Center for Education Statistics and Ithaca College Undergraduate Admissions Office.

Indi A Dangerous Place - 1831 Words

The value of a woman’s existence is the equivalent of a roach†¦ or so it seems. Ashok Prasad’s India: A Dangerous Place to Be a Woman 2013 documentary is led by a British-Indian journalist, Radha Bedi, who films her visit to India to shed light on the reality of life for Indian women. Radha has visited the country times before; but only as an outsider, so she walks oblivious to how the other side lives. Radha blindly journeys to India and pulls back the curtain to reveal the truth. She adopts a mournful tone in order to get her learning audience to sympathize. She is effective at establishing her purpose of informing the audience by using narrative to tug at the audience’s emotions, contrast the two societies, and exemplification incorporating sourced statistics. The documentary immediately seizes the audience’s attention by broadcasting a series of protests, voicing the pain of a brutal rape case that resulted in the death of a young woman. Clearly, the viewers can assume the news of this case was the tipping point of the tired citizens who longed for justice, and sparked a demand for reformed laws and a change of the culture’s mindset. Radha travels to Delhi to experience what it feels like to be a woman in India head on. She documents the newspapers overflown with sexual violence cases that vary in extremities; the newspapers alone present the severity of the rampant mistreatment flooding the streets and homes in India. She meets with an array of girls who have sufferedShow MoreRelatedIndi The Fourth Most Dangerous Place For Women2977 Words   |  12 PagesIn a survey conducted by The Thompson Reuters Foundation in 2011, India was ranked as the fourth most dangerous place for women. Crimes against women (CAW) are very commo n and sexual offences form a large proportion of such type of felonies. 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ASSESSED QUESTION Trusts and Equities Free Essays

string(67) " to the Society by Annabelle is not for the benefit of any person\." Introduction The situation with the Brighton Orchid Growing Society is a unique case in law because it involves a number of key considerations, such as the formation of a trust, the nature of a charitable trust and the procedure upon termination of that trust. The scenario with regards to Annabelle and the ball attendees will be considered herein to the extent that it shall be shown that there was the creation of a trust with the intention of disposing property for the beneficial interest of someone else and that this trust was charitable in nature under the relevant legislation. Upon termination of this trust, certain measures of public interest are applicable so that the spirit of the gift is not lost. We will write a custom essay sample on ASSESSED QUESTION: Trusts and Equities or any similar topic only for you Order Now Equity and Trusts It is evident that the situation between the Society, Annabelle and the ball attendees is a situation that indicates the presence of a trust. The situation described will be dealt with in terms of the applicable situation for Beatrice and separately, the issue of the ball attendees. Thomas and Hudson describe a trust as: ‘[T]he imposition of an equitable obligation on a person who is the legal owner of property (a trustee) which requires that person to act in good conscience when dealing with that property in favour of any person (the beneficiary) who has a beneficial interest recognised by equity in the property. The trustee is said to â€Å"hold the property on trust† for the beneficiary. There are four significant elements to the trust: that it is equitable, that it provides the beneficiary with rights in property, that it also imposes obligations on the trustee, and that those obligations are fiduciary in nature.’[1] There are three parties to a trust, namely the settler (or founder), the trustee and the beneficiary. A trust is created by a settlor, who transfers some or all of his property to a trustee, who holds that trust property for the benefit of the beneficiaries. In this instance, Annabelle is the settlor and whether or not the Society functioned as a trust prior to her death will determine whether her death created a testamentary trust, in other words the trust was formed upon her death by way of will or testament. There is however no indication on the facts that this is the case and this is increasingly unlikely if one considers that prior to her death, the fundraiser was collecting funds on behalf of the Society, which arguably places it as a trust prior to the death of Annabelle and the subsequent donation of funds. It can be assumed on the basis of the facts that the trust created was an express trust, as the settlors were the absolute owner of the subject matter of the trust. Althou gh this is an unclear assumption based on the facts given for the ball attendees, this much is certain for Annabelle who served as the President of the Society prior to her death and therefore it stands to reason that she understood the function and purpose of the money left to the trust. In order to establish a trust, there is the need for three certainties: Certainty of Intention, certainty of subject matter and certainty of object.[2] According to Paul v Constance[3] certainty of intention does not require the express intention to create a trust in those exact words, rather that there be the expressed intention to dispose of property so that someone else acquires a beneficial interest. According to the given facts, it is clear that the intention of Annabelle was to dispose of property in the form of money for the benefit of another party. Against the same frame of analysis used for Annabelle, a similar analysis can be carried out for the funds raised at the fancy dress ball. To the inquiry as to certainty of intention, it is debatable on the facts given whether the donations received at the fancy dress ball intended in any way for a trust situation to arise. If one applies the criteria of Paul v Constance that there be the expressed intention to dispose of propert y so that someone else acquires a beneficial interest, one can argue that there is little doubt that the donations made by Charlotte and Elizabeth were accepted with this intention in mind. It is arguable on the facts whether the proceeds from the ticket and raffle sales can be said to fall within the parameters of the same intention, as to a certain extent there is an element of quid pro quo here which denotes that this intention was one of personal motivation rather than a charitable donation for the benefit of another, as well. However, based on the facts that are available, it seems clear that these funds were collected for the purposes of disposing of this property for the beneficial interest of another. Palmer v Simmonds[4] is authority within the law for certainty of subject matter, which is to say that the exact subject matter of the trust must be determined. In the case of Annabelle, as well as the funds raised by the ball attendees, this is clear given that the money specified for the trust is exact and determined. Certainty of object is somewhat more problematic in this instance as the beneficiary is not a person. In Morice v the Bishop of Durham, Sir Grant stated that â€Å"there must be somebody, in whose favour the court can decree performance†.[5] According to this principle, unless the purpose is charitable, unless a trust is for a human beneficiary it will be void, this beneficiary principle is regarded as a cardinal one of the law relating to private trusts. There are exceptions to this principle, on account of the apparently definite pronouncement of the principle in Re Astor[6] which also allowed for some â€Å"anomalous exceptions† to it to be valid. This is known as the beneficiary principle. It is clear that the donation to the Society by Annabelle is not for the benefit of any person. You read "ASSESSED QUESTION: Trusts and Equities" in category "Essay examples" Therefore in order for the donation to have constituted a trust over which the members of the Society wer e trustees, the Society must either be charitable in purpose or the donation must fall within one of the scenarios identified as the exception to this rule. The Charities Act 2006 provides an equitable solution to this problem by extending the scope of what may be classified as a charitable trust, identifying in s2(2)(i) the advancement of environmental protection or improvement. According to Hudson,[7] the environment can be taken to refer to particular items of flora and fauna at a narrow end of the spectrum, to combating climate change or global warming as a broader purpose. There in terms of the Charities Act,[8] the certainty of object that is required for the validity of the trust is given as having a charitable purpose for the advancement of environmental protection. There is an extra requirement on a charitable trust that it be for public benefit. This is a statutory requirement which states that there must be an identifiable benefit to the public or a section of the public, although it has roots in the common law. According to operational guidelines set forth by the Charities Commission, the conservation of an environment constitutes public benefit. A sub-requirement of this is that the benefit be related to the aims of the charitable purpose. It is clear on the facts that the conservation of this species of orchid is closely related to the conservation of the environment which focuses on this particular species of flower. The aims of the charity therefore and the benefit are closely related. The benefit must also be balanced against any detrimental harm and therefore be for the overall benefit, rather than some benefit. It is clear that there is no detrimental harm in this case that is foreseeable for the trust and therefore it can be argued t hat the trust is beneficial. In terms of being a benefit to the public or a section of the public, the Charities Commission outlines that the class of people who can benefit must be a public class. In general, the public class must be sufficiently large or open in nature given the charitable aim that is to be carried out and that the benefits are widely available. Alternatively, where the benefit is to a section of the public, that this section not be unreasonably restricted.[9] It is clear that there are no restrictions on the benefit accruing in this case to the general public. The only restriction arguably is on geographical location in terms of who can physically benefit from the Society’s conservation efforts. Accordingly therefore on the basis of the above certainties as well as the fact that the trust creates a public benefit that there was the creation of a trust in favour of the charitable purpose of environmental protection. Termination or Winding Up of the Trust In the case of the termination of a non-charitable trust the consent of all beneficiaries is required and the remainder of the trust assets are divided equitably amongst the beneficiaries. The situation however is different for charitable trusts as there are no beneficiaries per se. Under the Charities Act, the cy-pres doctrine is application. The doctrine provides that when such a trust has failed because its purposes are either impossible or cannot be fulfilled, the High Court of Justice or Charity Commission can make an order redirecting the trust’s funds to the nearest possible purpose. For charities with a net worth of below ?5000 and with no land, the trustees may make a decision regarding the distribution of the trust’s assets. This order will be made with appropriate consideration which is defined as â€Å"the spirit of the gift concerned, and (on the other) the social and economic circumstances prevailing at the time of the proposed alteration of the original purposes†.[10] The funds therefore will not be distributed among the members of the Society and therefore the direction by the president to the treasurer to distribute these assets is accordingly invalid. The court may make an order therefore directing that the surplus funds of the Society be redirected towards a similar cause. Although it was stated that the growing of Orchids was ecologically unsound, the spirit in which the gift was made, or the intention of Annabelle was to erect a bronze statue of a rare orchid. Despite the failed purpose of the society, there are no prevailing reasons why this statue cannot still be erected and therefore it stands to reason that a portion of the funds may be redirected towards this cause. The Charities Act also allows the commission to take into consideration factors of social utility, or as it is specifically referred to in the act, to conditions of social and economic circumstances. According to the Charities Commission, there is little point in preserving trusts that will not allow the property of the terminated charity to be appropriate and effectively applied in the light of these current social and economic circumstances.[11] Considering therefore that the purpose of the society has been found to be ecologically unsound, the surplus funds may be directed elsewhere by the charities commission, although there is little evidence based on the given facts to entertain speculation as to this distribution. Conclusion Although it is regrettable that the Society be wound up, the intentions and spirit with which the funds were bequeathed to the Society still have the opportunity to fulfil the functions for which they were intended at least in part. There is the possibility that the bronze statue envisioned by Annabelle may still be built and that the surplus funds be used for a similar purpose as that for which they were intended. A combination of common law and new statutory provisions has ensured a maximum consideration for public benefit in these types of organisations ensuring that the charitable wishes of the benefactors are respected in as greater way possible. Bibliography Primary Source Charities Act 1992 as amended Charities Act 2006 Charities Act 2011 In Re Astor’s Settlement Trusts, [1952] 1 All E. R. 1067 Morice v. Bishop of Durham (1804) 9 Ves. Jr. 399 (affd. (1805) 10 Ves. Jr. 522) Palmer v Simmonds (1854) 2 Drew. 221 Paul v Constance [1977] 1 W.L.R. 527 Wright v. Atkyns (1823) Turn. R. 143, Secondary Sources Charities Commission (2012) Charities and Public Benefit [online] Available on: http://www.charity-commission.gov.uk/Charity_requirements_guidance/Charity_essentials/Public_benefit/public_benefit.aspx#e [Accessed 9 December 2012] Charities Commission (2012) Operational Guidance: Application of the Property Cy-pres OG2 B2 – 14 March 2012. [online] Available on: http://www.charitycommission.gov.uk/about_us/ogs/g002b002.aspx [Accessed 13 December 2012] Hudson, A. (2004) Understanding Equity and Trusts (2nd ed) Cavendish: London Hudson, A. (2007) Equity and Trusts (5th ed) Routledge-Cavendish: London Hudson, Alastair (2009). Equity and Trusts (6th ed.). Routledge-Cavendish Thomas, G. Hudson, A. (2004) The Law of Trusts (1st ed.) Oxford University Press How to cite ASSESSED QUESTION: Trusts and Equities, Essay examples

Strategic International Business Management Organisation Culture

Question: Describe about the Strategic International Business Management for Organisation Culture. Answer: Introduction Organisation culture involves various groups of values, norms, expectations and rules, which can manipulate the ways for engaging the teams and employees for cooperating in order to obtain the organisational objectives. According to Clarke (2013), in todays competitive business world, every organisation strictly follows suitable leadership styles as it directly influence the organisational policies, procedures and culture, which can affect the success of the organisation in a particular marketplace. In this report, there will be detailed explanation of three elementary leadership styles, such as authoritarian, laissez-faire and democratic, which have direct impact upon the ultimate decision making process of the higher authority of the organisation. The aim of this report is to evaluate the differences in between these above mentioned leadership styles and the implication of proper leadership styles in various organisations of United Arab Emirates. There will be illustration of required theories, which are closely related to the leadership styles of the organisation. Even the selection of appropriate leadership style has the capability to influence the basic productivity of the organisation (Iqbal et al. 2012). Identification and explanation of three different leadership styles Acar (2012) has mentioned that there are three basic leadership styles, which are globally recognised and followed by several organisations in order to reach to the desired goal of the organisation. The three classic styles of leadership involve Laissez-Faire, autocratic and democratic or participative leadership style. Laissez- Faire leadership suggests the allowing of the team members to take important decisions regarding some performed tasks. The leaders following this particular leadership style usually are minimally involved with the team and the entire team perform own role and responsibilities alone under few effective instruction of the leader. However, Du et al. (2013) have pointed out that in todays tremendous competitive business world, the Laissez- Faire leadership style has been proved effective and appropriate for the organisation. Leaders following Laissez-Faire leadership style make no fixed group regarding decisions and policies for further improvement of the team an d for ultimate success of the company. The team members are solely responsible for establishing own objectives in order to meet the goals in certain period. Even if there are any kinds of problem, they solve it with the discussion with the team members instead of asking any help from the leaders. Shareef et al. (2012) have referred that laissez-faire leadership style trusts its employees for making suitable and relevant decisions. The role of these leaders involves problem solving, self-monitoring in order to produce successful products. The authoritarian leadership style has been characterised as domineering as the authoritarian leaders usually make guidelines, policies and procedures for further development of the team. The authoritarian leaders are aloof and distant from its group and only the leaders decide the entire functions of the group, reward programs, punishments, demands, rules and regulations without asking any suggestions from the group member. According to Ng and Sears (2012), the basic responsibilities of the authoritarian leadership styles involve the unilateral task-assignment, problem solving, rule making, and the team members have to follow these guidelines. Mainly the organisations follow authoritarian leadership style in order to train and help the new recruited employees. Those organisations, which allow a perfect scope to its associated stakeholders to share ideas and suggestions regarding the improvement of the organisation, this particular leadership style is not appropriate. However, there are various contradictions regarding the implication of authoritarian leadership styles; as on certain occasion this particular leadership style can lead to high level of member dissatisfaction, absenteeism and turn over. Democratic leadership style has been characterised by the collective decision making process, involvement of the member of the group, camaraderie, restrained criticism and fair praise. Northouse (2015) has mentioned that democratic leadership style usually offer its group member a perfect scope and possibility to share own preference and choices regarding any issues of the organisation or performance. Democratic leadership style can be considered as participative leadership style also and it clearly reflects various democratic process and principles such as self-determination, equal participation and inclusiveness. However, Garca-Morales et al. (2012) have contradicted with this above stated statement and has suggested that the participative leaders often lack the power and formal position. Democratic leadership generally gains the authority power through the active participation, accountability, delegation of tasks, responsibilities and cooperation. The fundamental roles and respons ibilities of the democratic leadership style follower involve the willingness for holding the accountability of their taken decisions and actions within the organisation. In an international corporation, where a close-knit and interconnected relationship has been followed, democratic leadership style is appropriate for them. The basic function of democratic leadership involves the equal distribution of various responsibilities within the whole group of the organisation and with this process; it empowers the group member with the facilitation of the group deliberations. The followers of democratic leadership style are willing to maintain their own freedom and autonomy of the group. Participative or democratic leadership style can be considered as a satisfying medium of working both for the group member and for the leader for success of the organisation. The followers of this particular leadership style allow the team member to think creatively and independently in order to perform th e allocated tasks in appropriate manner. However, there are several contradictions regarding the application of participative leadership style as there are very less guidance and control upon the group members in order to monitor and evaluate their performance of the tasks within the organisation. In an addition, the leaders following participative leadership style usually helps the team member to set own goals for further professional development instead of imposing own decisions on the team member. This entire process of participation creates a great working environment within the company, which help to complete the tasks within short period than the decided one. Evaluation of the differences in between the leadership style According to Choudhary et al. (2013), the basic differences in between the leadership styles and its traits suggest the subtlety; however, all of these above mentioned leadership styles encompass completely different physical, intellectual, social and emotional characteristics. The managers usually selects suitable leadership style according to the business operations of the organisations as only appropriate leadership style possess the possibility to bring the best performances from its employees in order to fulfil the established goals for providing a tough competition to the competitor companies in the specific industry. THE One is a famous retail MNC in United Arab Emirates and Thomas Lundgren is the entrepreneur of this company. The dream of these particular leaders suggests preventing the world from overpriced and soulless furniture retailer. With the following of authoritarian leadership style, Thomas Lundgren has achieved own dream of providing best, innovative and luxurious furniture to the customers of UAE in cheap price. The concept of THE One is unique one and with a thorough market research, this leader has determined the contemporary trends in the furniture industry. With following the autocratic or authoritarian leadership style, Thomas Lundgren make decision alone regarding the business operation of THE One without asking any kind of input from other associated employees of the company. The managers hold the higher position and possess the total authority of taking decisions for the development of the organisation and imposing own will upon employees in order to bring the best performances from them. No employee challenges the adopted decisions by the leader, whereas the participative leadership style stands apart from this authoritarian leadership style. Participative leadership style always encourages employees to provide and share own suggestions and ideas regarding the performance of some tasks or during the ultimate decision-making. Giltina ne (2013) has contradicted that in todays competitive and technological business world, there are different and vast opinion available, therefore, the managers should not confined the employees for providing suggestions as it may provide completely different notion, which cannot be considered from the perspective of the manager following the authoritarian leadership style. On the other hand, laissez-faire leadership style lacks a direct method of supervision of the associated employees and it also fail for providing a constant process of providing feedback of the team members. Khan et al. (2012) have suggested that those employees, who are well trained and highly qualified, require very less supervision while performing a task and these employees are perfect of the organisation, which follows laissez-faire leadership style. Theories related to leadership, motivation and change management The theories related to the leadership are applicable for the modern organisations as these theories are suitable for modern days business environment. Trait theory of leadership style involves the basic belief that leaders are born with leadership quality and capability, therefore no training system can make a leader. However, Chaudhry and Chaudhry (2012) have confirmed that sense of responsibilities, intelligence, values and creativity can be enhanced by suitable training process. The trait theory of the leadership style is solely focussed on assessing the physical, social and mental characteristics for gaining a perfect understanding of combinations, which are general characteristics among the great business leaders. There is an argument, which reveals that potential leaders usually share common personality traits for completing their business operations. However, these traits are the external behaviours that is emerged from the internal processes and beliefs, which play an essent ial role for potential leadership. Behavioural theories concentrate on the behaviour of the leaders for getting their tasks done in stipulated time. De Vries (2012) has mentioned that the autocratic leaders make important decisions without any kind of prior consultation with the team, whereas the democratic leaders allow the entire team to provide efficient feedback before the leaders make ultimate decision. On the other hand, the leaders following laisses-faire leadership style hardly interfere with the performance of the tasks of the entire team, which is highly capable of doing a task in proper manner without the interference of the leaders. Behavioural theory clearly distinguishes various different behaviours of the leaders following completely different leadership style. Men and Stacks (2013) have suggested a great and efficient leader should employ different behavioural leadership style for different situation. As Omnicom Media Group of United Arab Emirates is famous MNC, therefore the leaders of this enterprise follows the contingency theories in strict manner as this particular theory helps the leader to deal critical situations with incorporating appropriate decisions. Von Krogh et al. (2012) have referred that contingency theory predicts the suitable style a leader should employ after understanding the circumstances. Contingency theory clearly determines the full support of the team in order to detect potential way of leading. The leaders of Omnicom Media Group understands the crucially of every situations and partake required decisions for mitigating any encountered challenges. Sadeghi and Pihie (2012) have suggested that following the contingency theory, there are hardly any kind of psychological profiles, which establishes enduring traits that are closely interlinked with the effective leadership style. Hertzbergs two-factor theory of motivation also denotes various aspects of follow ing suitable leadership styles within the organisation in order to complete the allocated tasks for the ultimate betterment of the company. Hertzbergs two-factor theory is also known as motivation hygiene theory or dual factory theory as this theory is solely associated with the satisfaction and motivation of the employees. The motivational factors can lead the employees to work harder for completing the tasks in proper manner. As opposed by Lam and O'Higgins (2012), the motivational factors also helps an employee to enjoy own tasks for career progression and a feeling of recognition in a particular industry. On the other hand, the hygiene factors are responsible for dissatisfaction of the employees because of absent of salary, appropriate policies and regulations of organisation, benefits and fundamental relationship with the colleagues and the higher authority. Maslows Hierarchy of Needs theory suggests that the basic requirements of an individual should be satisfied in order to b e motivated for performance and for achieving the higher level of requirements or further development. Metcalf and Benn (2013) have stated that Maslows Hierarchy of Needs theory clearly involves five important levels, such as psychological, love, safety, esteem and self-actualisation. If a leader follow this theory, then the individual should be in good health, secure and safe relationship with the associates as it enhances the confidence of taking any suitable decision for own performance and the entire team (Hackman and Johnson 2013). Evaluating theories for managing diversity and its potential implementation in cross-cultural context The potential usage of the cross-cultural group within an organisation is perfect for providing an approachable source of various innovative, creative thinking and experiences, which can develop a competitive positon in a company. Wong and Laschinger (2013) have stated that the leadership theories are suitable for managing the cultural diversity, as it is effective to mitigate any cross-cultural issues in smooth manner. As DHL is an organisation of package transport and transportation, therefore, it requires involving the application of various leadership styles by the leaders as it helps to bring the best results for the company in this competitive business world. The existing cultural differences in DHL are responsible for a successful completion of relevant projects. The application of contingency and behavioural theory truly helps the leaders of DHL to plan adequate business operation in todays multicultural business community in global manner. With the employment of trait theory of leadership, the managers and leaders of DHL avoid the cultural misunderstandings that may affect the productivity and sales revenue of the company. The leaders are culturally sensitive for promoting the motivation and creativity with the help of flexible leadership. All of the above-mentioned theories can be considered to balance an impish relationship in between motivational orientation, definition of self, people and orientation for risk assessment and management. The behavioural theory determines the attitude and behaviour of the leaders of DHL, which helps to perceive proper assumptions regarding the management of diversity in the cross-cultural context within the organisation. Hertzbergs two-factor theory of motivation can be applied for managing cultural diversity within the cross-cultural context of DHL. Nixon et al. (2012) have argued that the application of Hertzbergs two-factor theory implies a perfect balance in between a productive workforce and satisfied employees. The application of this theory help to motivate the employees in order to understand that there are supported and appreciated. Even there are policies of collecting employee feedback for ensuring that employee can progress and grow in professional level within DHL. The modern leaders follow all these theories only because to prevent the job dissatisfaction for ensuring that the employees feel treated in right manner. Sahaya (2012) has referred that the trait theory and behavioural theory involves maintaining a possible workplace conditions and fair payment. The leaders of DHL pay positive attention to the team in order to form a supportive relationship with the associated stakeholders. T he higher management have understood that every employee are different, therefore, the motivational factors vary from one employee to other. The benefit packages of the higher authority of an organisation are always different. Global business of the organisation can be succeeded only with the incorporation of effective leadership, mutual respect and cross-cultural communication. A potential cross-cultural team will provide a perfect source of innovative thinking and working experience for enhancing basic competitive situations of the organisations for resolving various communication barriers in potential manner. All the leadership theories help to achieve the project objectives after ignoring the potential risks. The leaders should be sensitive in cultural way and promoting motivation and creativity with employing flexible leadership styles (Renko et al. 2015). Promotion of ethical and professional approach to organisations It is essential for an organisation to concentrate on the accomplishment of the key goals of the companies in order to develop a good working relationship within the workplace after ensuring important ethical conduct within the employees. Hackman and Johnson (2013) have mentioned that ethical conduct enables that business organisations maintain a perfect reputations for maintaining the professional values and principles, which are directly considered with the mission, vision and objectives of the organisation. The leadership style of the leaders promotes ethical and professional approach towards an organisation. In order to promote an ethical and professional approach, the organisation should arrange employee training for help them to know the existing rules, regulations, policies and procedures of the organisation. THE One holds regular session on the application and maintenance of ethics within the organisation. Kool and van Dierendonck (2012) have suggested that organisation shoul d provide rewards to those employees, who strictly follow ethical behaviour. Even there are staffs from challenge management for holding a regular discussion with the employees for working through effective ethical issues, which may help for finding various paths to brainstorm. The leaders should set an example of employing proper ethical behaviour in order to help the employees to follow the leaders. Most of the organisations in this competitive economic business world establish own rules, regulations and procedures for evaluating, monitoring and assessing the workplace performances of the employees. The organisations should incorporate transparency in their every activity and should educate every employee regarding the risks within the company. A fair ethical behaviour maintains an adequate association in between the leaders, management and other stakeholders, which help to obtain the fixed goals within a stipulated time and enjoy a best position in a particular industry (Renko et al. 2015). Conclusion As the leadership styles play an important role for determining the culture, rules, expectations and values of an organisation, therefore, every company should select suitable leadership style, which is appropriate for that particular organisations circumstances. The proper selection of the leadership style will increase the job performance of the employees. On certain occasions, the organisation culture can be motivated by several factors, which are closely interlinked with the incorporation of leadership styles. An effective leader understands the situation of the company and takes apt decisions without any emotional forces. For maintaining a successful business operation, mitigating risk factors and proper teamwork, leadership style has been proved as essential factors for the modern business corporation. References Acar, A.Z., 2012. Organizational culture, leadership styles and organizational commitment in Turkish logistics industry.Procedia-Social and Behavioral Sciences,58, pp.217-226. Chaudhry, A.Q. and Chaudhry, H., 2012. Impact of transactional and laissez faire leadership style on motivation.International Journal of Business and Social Science,3(7). Choudhary, A.I., Akhtar, S.A. and Zaheer, A., 2013. Impact of transformational and servant leadership on organizational performance: A comparative analysis.Journal of Business Ethics,116(2), pp.433-440. Clarke, S., 2013. Safety leadership: A meta?analytic review of transformational and transactional leadership styles as antecedents of safety behaviours.Journal of Occupational and Organizational Psychology,86(1), pp.22-49. De Vries, R.E., 2012. Personality predictors of leadership styles and the selfother agreement problem.The Leadership Quarterly,23(5), pp.809-821. Du, S., Swaen, V., Lindgreen, A. and Sen, S., 2013. The roles of leadership styles in corporate social responsibility.Journal of business ethics,114(1), pp.155-169. Garca-Morales, V.J., Jimnez-Barrionuevo, M.M. and Gutirrez-Gutirrez, L., 2012. Transformational leadership influence on organizational performance through organizational learning and innovation.Journal of Business Research,65(7), pp.1040-1050. Giltinane, C.L., 2013. Leadership styles and theories.Nursing Standard,27(41), pp.35-39. Hackman, M.Z. and Johnson, C.E., 2013.Leadership: A communication perspective. Waveland Press. Iqbal, J., Inayat, S., Ijaz, M. and Zahid, A., 2012. Leadership styles: Identifying approaches and dimensions of leaders.Interdisciplinary journal of contemporary research in business,4(3), p.641. Khan, M.J., Aslam, N. and Riaz, M.N., 2012. Leadership styles as predictors of innovative work behavior.Pakistan Journal of Social and Clinical Psychology,9(2), pp.17-22. Kool, M. and van Dierendonck, D., 2012. Servant leadership and commitment to change, the mediating role of justice and optimism.Journal of Organizational Change Management,25(3), pp.422-433. Lam, C.S. and O'Higgins, E.R., 2012. Enhancing employee outcomes: The interrelated influences of managers' emotional intelligence and leadership style.Leadership and Organization Development Journal,33(2), pp.149-174. Men, L.R. and Stacks, D.W., 2013. The impact of leadership style and employee empowerment on perceived organizational reputation.Journal of Communication Management,17(2), pp.171-192. Metcalf, L. and Benn, S., 2013. Leadership for sustainability: An evolution of leadership ability.Journal of Business Ethics,112(3), pp.369-384. Ng, E.S. and 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), pp.41-52. Nixon, P., Harrington, M. and Parker, D., 2012. Leadership performance is significant to project success or failure: a critical analysis.International Journal of productivity and performance management,61(2), pp.204-216. Northouse, P.G., 2015.Leadership: Theory and practice. Sage publications. Renko, M., El Tarabishy, A., Carsrud, A.L. and Brnnback, M., 2015. Understanding and measuring entrepreneurial leadership style.Journal of Small Business Management,53(1), pp.54-74. Sadeghi, A. and Pihie, Z.A.L., 2012. Transformational leadership and its predictive effects on leadership effectiveness.International Journal of Business and Social Science,3(7). Sahaya, N., 2012. A learning organization as a mediator of leadership style and firms' financial performance.International Journal of Business and Management,7(14), p.96. Shareef, A., Mahmood, A. and Ishaque, A., 2012. Perceived leadership styles and organizational commitment.Interdisciplinary Journal of Contemporary Research in Business,4(1), p.616. Von Krogh, G., Nonaka, I. and Rechsteiner, L., 2012. Leadership in organizational knowledge creation: a review and framework.Journal of Management Studies,49(1), pp.240-277. Wong, C.A. and Laschinger, H.K., 2013. Authentic leadership, performance, and job satisfaction: the mediating role of empowerment.Journal of advanced nursing,69(4), pp.947-959.

Ethical hacking

Introduction Roughly 80 percent of our community currently relies on intricate computer supported systems. With the growing utilization of computer and rapid increase of the internet has resulted to numerous good things: online trade, e-banking, call centres, e-mail etc. The enhancement of system protection with a view of preventing unethical hacking has become a significant issue to community.Advertising We will write a custom essay sample on Ethical hacking specifically for you for only $16.05 $11/page Learn More There are various methods of protecting an information system; it appears that the ethical hacking offers an improved method. Thus, whether to integrate or not integrate the â€Å"ethical hacking† in institutions of higher learning has become a fascinating debate. This essay evaluates the ethical, lawful, and social inferences of this concern. So as to discuss the ethical, lawful, and ethical inferences of this concern, people need an u nderstanding of the phrase ethical hacking. Raymond asserts that ethical hacking is a phrase used to mean computer hackers, people who attempt to enter secure networks with a view of learning the network’s weakness in order that it can be fixed (Raymond 2003). The query arising from this definition is whether the phrase is ethical or not ethical. Ethical implications Ethics regarding computer systems claims partially that all data belongs to people and that no limitations or boundaries for preventing exposure of this data (Goheen Fiske 2007). From hacker’s viewpoint, independence of information comprises the access to system passwords and the program itself. This autonomy in addition comprises the right of accessing data stored on systems. Often, a hacker argues that the independence of data principles give him or her the right of having unlimited contact with system applications, e-mail and codes. At this instant, the ethical level of hacking has changed to â€Å"co mputer cracking† (Kephart et al. 2010). When the data in any computer device has become accessible to all, there are no such things like confidential information, and there is in addition no seclusion issue. Training people to be ethical hackers is the same as training people to break into someone’s property and analyze the weakness of that property. If ethical hacking has been trained in institutions, how does one know the trainees will not â€Å"hack† into the systems? If a student finds a really chief weakness, how does one know that he or she will not take advantage of it, or brag concerning it especially on the internet?Advertising Looking for essay on computer science? Let's see if we can help you! Get your first paper with 15% OFF Learn More Additionally, teaching people ways of hacking into people’s systems is in addition a raid of someone’s seclusion, Boulanger (1998) claims that the intrusion of someone’s seclusion is ethically not correct. One may contend that it is justifiable the hackers are only attempting to assess the vulnerability of that computer application without accessing individual information or private data. However, the moment the hacking knowledge has been imparted to people, it is erratic that the hackers will not utilize this knowledge to access some private data. Once the hackers realize that the confidential data is useful for personal use, items like banking details, health information, credit details, workforce information, and defence details are likely to be changed by the hackers. Obviously, when such event occurred, it appears that the training on ethical hacking may not be an excellent approach. Legal implications Most governments lack an apparent regulation stating that whether the hacking knowledge to be learned as an option in institutions is lawful or illegal. However, most of the nations have embraced an integrated system crime policy which prevented hacking. Flor ida, a state in United States, was the first state to embrace an integrated system crime policy which prevented hacking operations in the early 1980s (Goheen Fiske 2007). In United Kingdom, the federal legislations have endorsed that illegal intrusion into, or alteration of, secured information it is not allowed in the law (Boulanger 1998). Clearly, if hacking into someone’s system is considered as an integrated system offense, so the training of ethical hacking turns out to be insignificant. Indeed, ethical hacking is not only the method that can enhance computer protection. Software like raid-detection applications can secure an integrated application from operations that suggest illegal or unsuitable operation. Firewalls can protect systems from intrusion. However, if ethical hacking courses are being learned by people, it is anticipated that the operations regarding ethical hacking are allowed by the computer user before. Otherwise, these operations will be regarded as a crime against the legislation.Advertising We will write a custom essay sample on Ethical hacking specifically for you for only $16.05 $11/page Learn More Social implications In the contemporary world, companies and government depend very much on computer systems and internet. Sufficiently securing a company’s data records is an indispensable concern. Most of the companies have integrated protection software or applications like firewall or hack-detection devices with a view of protecting their data sets and to rapidly notice possible intrusions. IBM system Journal argues that certain companies have realized that among the excellent methods of evaluating the hacker possibility to their advantages would be to have an autonomous system protection professional try to intrude their systems (Boulanger 1998). This might be an excellent method of evaluating the computer weakness. However, allowing intrusion test staffs enter its computer applications, t he company may experience several threats. For instance, the intrusion test personnel may be unsuccessful in identifying possible weaknesses; important protection details may be exposed, escalating the threat of the organization being prone to potential intrusion (Kephart et al. 2010). Some companies even sponsor their computer application personnel to learn about ethical hacking in institutions of higher learning. Basically, the individual to be coached is anticipated to be of integrity. Otherwise it will not be an ethical way of approaching the issue. Conclusion In testing the protection and the other aspects of computer application is not something new. But during the initial phases of internet nobody knew of ethical hacking even regarding hacking itself, but with time an individual is more aware regarding the protection of his or her information, particularly because of attackers. Ethical hacking is simply a protection system or means of securing data it is not a final answer to hacking. Organizations cannot relax simply because they have used ethical hacking. With the current ineffective protection regarding the internet, legal hacking may be the only adequate method of filling protection gaps and avoid system threats. However, teaching legal hacking to people would just increase the level of hacking in the world. Regardless of the motivation the objective in this case is to enhance present system protection; no one can estimate what is likely to occur once the individual completes the training in hacking operations.Advertising Looking for essay on computer science? Let's see if we can help you! Get your first paper with 15% OFF Learn More And if there are more hackers in community, it would just implies the threat of the computer being attacked by hackers will increase. Thus, it is unsuitable to train ethical hacking as a career in institutions of higher learning. References Boulanger, A 1998, ‘Catapults and grappling hooks: the tools and techniques of information warfare’, IBM System Journal, vol. 37 no.1, pp. 106-114. Goheen, M Fiske, R 2007, Computer security penetration exercise, MIT Press, Cambridge, MA. Kephart, J, Sorkin, G, Chess, M, White, R 2010, ‘Fighting computer viruses,’ Scientific American, vol. 277 no. 5, pp. 88-93. Raymond, S 2003, The new hacker’s dictionary, MIT Press, Cambridge, MA. This essay on Ethical hacking was written and submitted by user Ayaan Bruce to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

L Words in English

L Words in English L Words in English L Words in English By Maeve Maddox One topic on language certain to stir passions is the pronunciation of â€Å"l words† like salmon, almond, palm, and psalm. Charles Elster in his Big Book of Beastly Pronunciations submits reluctantly and ungraciously to the fact that a great many educated English speakers pronounce the â€Å"l† in almond: With so many accepted pronunciations of the word, common sense dictates that the prudent orthoepist, like the circumspect politician, refrain from issuing a dictum and instead defer to regional and personal preference–in common parlance, go with the flow. orthoepist: An expert in orthoepy; a person who studies the pronunciation of words Elster nevertheless maintains that his personal preference, is, well, preferable, pointing out that all of his sources list the AH-mund pronunciation first. He does not budge on alms, balm, calm, palm, psalm, qualm, and salmon, insisting that to pronounce the â€Å"l† in any of these words is â€Å"beastly.† Both the OED and M-W list the silent â€Å"l† as the first pronunciation and the â€Å"l† pronunciation as a variant for the following words: alms, palm, psalm, and qualm. OED gives only the silent â€Å"l† pronunciation for salmon, balm, and calm. M-W lists both pronunciations for balm and calm, but only the silent â€Å"l† pronunciation for salmon. Another â€Å"l† word, solder, â€Å"a fusible metallic alloy used for uniting metal surfaces or parts,† is pronounced SOD-er in American English, but SOLE-der in British English. Most of these words had their problematic l’s inserted in the 15th and 16th centuries when scholars thought it important to make words resemble their Latin originals. Salmon, for example, entered English without the l: samoun. Its Latin original was salmon. The â€Å"l† was â€Å"restored,† but the pronunciation did not change. Some other words with â€Å"restored l’s† that no one argues about are: fault, vault, cauldron, and soldier. As far as I’m aware, nobody tries to pronounce them without the â€Å"l.† (In standard English, that is. Caudron still exists in Scots dialect.) Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Spelling category, check our popular posts, or choose a related post below:7 Examples of Passive Voice (And How To Fix Them)Hyper and HypoEspecially vs. Specially

Public Relations Consultancies Essay Example | Topics and Well Written Essays - 2500 words

Public Relations Consultancies - Essay Example For convenience whereby if the organization has a number of offices, then consultancy can be able to deliver services that are centrally based for functions that need be organized such as press launches, conferences and receptions. For United Kingdom as an example, there are a considerable number of consultancies that generally range from; the big ones that have international repute to those that are modest, the medium sized and the very small ones. There are also other public relation practitioners, who offer specialized services on a business-to-business basis while others deal with a coverage that is more general and therefore provide a full service for their clients, which it delivers directly to the public (Henslowe, 2003, p. 10). James Grunig focuses on public relations as a function of strategic management in organizations and he helped to explain how public relations professional participate in strategic decision-making processes in an organizational setting. Until recently, the main practitioners of public relations and the main buyers who sought public relation services were the multinational businesses and institutions not only because of their economic size but since they have an appreciation of how important public relations can be. Organisations that deal with this area of business progressively developed sophisticated in how they use communications, which will be able to make public relations to become more popular in Bahrain (Carroll, 2011, p. 25). Promoseven PR is a part of the Promoseven Network and an affiliate of the McCann-Erickson World Group is the market leader in the United Arab Emirates where it ranks as the first among the agencies as the agency that had the highest awareness levels among the clients that seek services in the public relations field. The company provides services like press, public and government relations to independent clients and