Events Leading Up To World War 2 Essay

World War II killed more people, destroyed more property, disrupted more lives, and probably had more far-reaching consequences than any other war in history. The war, which ended in 1945, eventually involved 61 countries, claimed 50 million lives, and completely changed the geopolitical landscape. The causes of World War II can be easily traced back to many of the unsolved issues from the end of World War I and the treaties that ended it also created new political and economic problems. Forceful leaders in several countries took advantage of these problems to seize power. The desire of dictators in Germany and Italy, and Japan to conquer additional territory brought them into conflict with the democratic nations. After World War I ended, representatives of the victorious nations met in Paris in 1919 to draw up peace treaties for the defeated countries. When the Germans heard about the Treaty of Versailles anger raged throughout the country. They had not been allowed to take part in the talks yet, they were being forced to sign the treaty. The Germans felt they were not to be blamed for the war. Even the soldier sent to sign the Treaty refused to sign it â€Å"To say such a thing would be a lie,† and only after the treat of being invaded did they sign. The Treaties were worked out in haste by these countries with opposing goals; and failed to satisfy even the victors. Of all the countries on the winning side, Italy and Japan left the peace conference most dissatisfied. Italy gained less territory than it felt it deserved and vowed to take action on its own. Japan gained control of German territories in the Pacific and thereby launched a program of expansion. But Japan was angered by the peacemakers’ failure to endorse the principle of the equality of all races. The countries that lost World War I–Germany, Austria, Hungary, Bulgaria, and Turkey–were especially dissatisfied with the Peace of Paris. They were stripped of territory, arms and were required to make reparations (payments for war damages). The Treaty of Versailles, which was signed with Germany, punished Germany severely. The German government agreed to sign the treaty only after the victorious powers threatened to invade. Many Germans particularly resented  the clause that forced Germany to accept responsibility for causing World War I. World War I seriously damaged the economies of the European countries. Both the winners and the losers came out of the war deeply in debt. The defeated powers had difficulty paying reparations to the victors, and the victors had difficulty repaying their loans to the United States. The shift from a wartime economy to a peacetime economy caused further problems. Italy and Japan suffered from too many people and too few resources after World War I. They eventually tried to solve their problems by territorial expansion. In Germany, runaway inflation destroyed the value of money and wiped out the savings of millions of people. In 1923, the German economy neared collapse. Loans from the United States helped Germany’s government restore order. By the late 1920’s, Europe appeared to be entering a period of economic stability. A worldwide business slump known as The Great Depression began in the United States in 1929. By the early 1930’s, it had halted Europe’s economic recovery. The Great Depression caused mass unemployment, wide spread poverty and despair. It weakened democratic governments and strengthened extreme political movements that promised to end the economic problems. Two movements in particular gained strength. The forces of Communism, known as the Left, called for revolution by the workers. The forces of fascism, called the Right, favored strong national government. Throughout Europe, the forces of the Left clashed with the forces of the Right. The political extremes gained the most support in countries with the greatest economic problems and the deepest resentment of the Peace of Paris. Nationalism was an extreme form of patriotism that swept across Europe during the 1800’s. Supporters of nationalism placed loyalty to the aims of their nation, above any other public loyalty. Many nationalists viewed foreigners and members of minority groups as inferior. Such beliefs helped nations justify their conquest of other lands and the poor treatment of minorities within their borders. Nationalism was a chief cause of World War I, and it  grew even stronger after that war. Nationalism went hand in hand with feelings of national discontent. Many Germans felt humiliated by their country’s defeat in World War I and its harsh treatment under the Treaty of Versailles. During the 1930’s, they enthusiastically supported a violently nationalistic organization called The Nazi Party. The Nazi Party declared that Germany had a right to become strong again. Nationalism also gained strength in Italy and Japan. The Peace of Paris established an international organization called The League of Nations to maintain peace. Each country backed its own interests at the expense of other countries this prevented The League from working effectively.. Only weak countries agreed to submit their disagreements to The League of Nations for settlement. Strong nations reserved the right to settle their disputes by threats or, force. The political unrest and poor economic conditions that developed after World War I enabled dictatorships to arise in several countries. Especially in those countries that lacked a tradition of democratic government. During the 1920’s and 1930’s, dictatorships came in to power in the Soviet Union, Italy, Germany, and Japan. They held total power and ruled without regard to law. The dictatorships used terror and secret police to crush opposition to their rule. People who objected risked imprisonment or execution. In the Soviet Union, the Communists, led by Lenin, had seized power in 1917. Lenin had set up a dictatorship that firmly controlled the country by the time he died in 1924. After Lenin’s death, Joseph Stalin and other leading Communists struggled for power. Stalin eliminated his rivals one by one and became the Soviet dictator in 1929. In Italy, economic distress after World War I led to strikes and riots. As a result of the violence, a strongly nationalistic group called The Fascist Party gained many supporters. Benito Mussolini, leader of the Fascists, promised to bring order and prosperity to Italy. He vowed to restore to Italy the glory it had known in the days of the ancient Roman Empire. By  1922, the Fascists had become powerful enough to force the king of Italy to appoint Mussolini premier. Mussolini, who took the title il Duce (the Leader), soon began to establish a dictatorship. In Germany, The Nazi Party made spectacular gains as The Great Depression deepened during the early 1930’s. Many Germans blamed all their country’s economic woes on the hated Treaty of Versailles, which forced Germany to give up territory, resources and pay large reparations. In 1933, Adolf Hitler, the leader of the Nazis, was appointed chancellor of Germany. Hitler, who was called der Fuhrer (the Leader), soon made Germany a dictatorship. He vowed to ignore the Versailles Treaty and to avenge Germany’s defeat in World War I. Hitler preached that Germans were a â€Å"superior race† and that such peoples as Jews and Slavs were inferior. He began a campaign of hatred against Jews and Communists. He promised to rid the country of them. Hitler’s extreme nationalism appealed to many Germans. In Japan, military officers began to hold political office during the 1930’s. By 1936, they had strong control of the government. Japan’s military government glorified war and the training of warriors. In 1941, General Hideki Tojo became premier of Japan. During the 1930’s, Japan, Italy, and Germany followed a policy of aggressive. They invaded weak lands; that could be taken over easily. The dictatorships knew what they wanted, and they grabbed it. The democratic countries responded with timidity and indecision to the aggression of the dictatorships. Japan was the first dictatorship to begin a program of conquest. In 1931, Japanese forces seized control of Manchuria, a region of China rich in natural resources. Some historians consider Japan’s conquest of Manchuria as the real start of World War II. Japan made Manchuria a puppet state called Manchukuo. In 1937, Japan launched a major attack against China. It occupied most of eastern China by the end of 1938, though the two countries had not officially declared war. Japan’s military leaders began to speak about bringing all of eastern Asia under Japanese control. Italy looked to Africa to fulfill its ambitions for an empire. In 1935, Italian troops invaded Ethiopia, one of the few independent countries in Africa. The Italians used machine guns, tanks, and airplanes to overpower Ethiopia’s poorly equipped army. They had conquered the country by May 1936. After Hitler took power, he began to build up Germany’s armed forces in violation of the Treaty of Versailles. In 1936, Hitler sent troops into the Rhineland, a region of Germany along the banks of the Rhine River. Under the treaty, the Rhineland was to remain free of troops. In March 1938, German soldiers marched into Austria and united it with Germany. Many people in Germany and Austria welcomed that move. The acts of aggression were easy victories for the dictatorships. The League of Nations proved incapable of stopping them. It lacked an army and the power to enforce international law. The United States had refused to join the League or become involved in European disputes. Great Britain and France were unwilling to risk another war so soon after World War I. The two powers knew they would bear the burden of any fighting. The aggressors soon formed an alliance. In 1936, Germany and Italy agreed to support one another’s foreign policy. The alliance was known as the Rome-Berlin Axis. Japan joined the alliance in 1940, and it became the Rome-Berlin-Tokyo Axis. The Spanish Civil War from 1936 to 1939. In 1936, many of Spain’s army officers revolted against the government. The army rebels chose General Francisco Franco as their leader. Franco’s forces were known as Nationalists or Rebels. The forces that supported Spain’s elected government were called Loyalists or Republicans. The Spanish Civil War drew worldwide attention. Yet during the war, the dictatorships again displayed their might while the democracies remained helpless. Hitler and Mussolini sent troops, weapons, aircraft, and advisers to aid the Nationalists. The Soviet Union was the only power to help the Loyalists.  France, Britain, and the United States decided not to become involved. However, Loyalist sympathizers from many countries joined the International Brigades that the Communists formed to fight in Spain. The Spanish Civil War served as a military testing grounds for World War II. Germany, Italy, and the Soviet Union used it to test their weapons and tactics. The war in Spain was also a rehearsal for World War II, in that it split the world into forces that either supported or opposed Nazism and Fascism. Hitler prepared to strike again soon after Germany absorbed Austria in March 1938. German territory then bordered Czechoslovakia on three sides. Czechoslovakia had become an independent nation after World War I. Its population consisted of many nationalities, including more than 3 million people of German descent. Hitler sought control of the Sudetenland, a region of western Czechoslovakia where most of the Germans lived. Urged on by Hitler, the Sudeten Germans began to clamor for union with Germany. Czechoslovakia was determined to defend its territory. France and the Soviet Union had pledged their support. As tension mounted, Britain’s Prime Minister Neville Chamberlain tried to restore calm. Chamberlain wished to preserve peace at all cost. He believed that war could be prevented by meeting Hitler’s demands. That policy became known as appeasement. Chamberlain had several meetings with Hitler during September 1938 as Europe teetered on the edge of war. Hitler raised his demands at each meeting. On September 29, Chamberlain and French Premier Edouard Daladier met with Hitler and Mussolini in Munich, Germany. Chamberlain and Daladier agreed to turn over the Sudetenland to Germany, and they forced Czechoslovakia to accept the agreement. Hitler promised that he had no more territorial demands. The Munich Agreement marked the height of the policy of appeasement. Chamberlain and Daladier hoped that the agreement would satisfy Hitler and prevent war–or that it would at least prolong the peace until Britain and  France were ready for war. The two leaders were mistaken on both counts. The failure of appeasement soon became clear. Hitler broke the Munich Agreement in March 1939 and seized the rest of Czechoslovakia. He thereby added Czechoslovakia’s armed forces and industries to Germany’s military might. In the months before World War II began, Germany’s preparations for war moved ahead faster than did the military build-up of Britain and France.

The Toronto Maple Leafs

The Toronto Maple Leafs will try to avoid their longest losing streak of the season when they host the struggling Minnesota Wild tonight at Air Canada Centre. Don't miss a moment of the action live on TSN, beginning at 7pm et/4pm pt. You can also talk hockey and get game updates with TSN. ca's Game Night blog. The Maple Leafs had won a season-high four straight games before losing regulation decision against Buffalo, the Rangers and Ottawa. It is Toronto's fourth three-game slide of the year, but the first one with all three losses coming in regulation. Toronto, which is three points behind Florida and Pittsburgh for the final two playoff spots in the Eastern Conference, hasn't dropped four in a row since an 0-3-1 stretch from Nov. 26-Dec. 2 of last season. The Wild have also lost three straight (0-2-1) and are just 2-10-4 in their last 16 trips to the ice. Minnesota is currently ninth in the Western Conference with 51 points after leading the NHL with 43 points on Dec. 10. Toronto scored the first two goals in Tuesday's game against visiting Ottawa, but the Sens scored three unanswered goals and Craig Anderson made 37 saves to lift the visitors to a 3-2 decision. Joffrey Lupul and Matthew Lombardi scored for the Maple Leafs, while James Reimer made 18 saves in his first start since December 31. â€Å"We let them hang around,† Lombardi said. â€Å"They took advantage of their opportunities and stuck with it. We got away from our game a few times and it bit us in the end. † Toronto has lost the first two tests on a five-game homestand and is 12-7-4 as the host this season. The team will look to Jonas Gustavsson in goal this evening, who is 0-2 with a 3. 03 goals-against average and . 91 save percentage in his last two outings – a lose to the New York Rangers and Buffalo Sabres. Minnesota, meanwhile, played Tuesday night in Philadelphia and was dealt a 5-1 setback by the Flyers, who went 2-for-6 on the power play and outshot the Wild, 34-26. Former Flyer Darroll Powe supplied the lone goal for Minnesota, while Josh Harding surrendered five goals on 34 shots in the loss — the 10th in row on the road for the Wild. †Å"Bad things happened to us when we were in first place and we were winning a lot of hockey games [because] we overcame them. Right now we let those affect us in a very negative way,† said Wild head coach Mike Yeo. Minnesota is just 10-11-4 as the visiting team this season and is completing a four-game road trip tonight. The Wild's last road win came on Dec. 10 at Phoenix and the club is 0-8-2 as the guest since then. Tonight's tilt marks the one scheduled meeting between the Wild and Leafs this season. Toronto posted a 3-0 win in St. Paul last year and has taken six of the nine all-time meetings in this series. The Wild earned their first-ever win in Toronto when the clubs last met at the ACC on Nov. 10, 2009.

Ideo: the Organization and Management Innovation in a Design Firm and the Role of Alliances and Collaboration

Introduction Schumpeter (1949) wrote of the individual and collective embodiment of the â€Å"entrepreneurial spirit† – the â€Å"Unternehmergeist†. One company that channels this â€Å"geist† is the Sillicon Valley, California-based design and consultancy firm, IDEO. Founded in 1991, this self-styled innovation and design firm balances process and product innovations grounded in a human-centred design philosophy. Through this approach IDEO elided the pitfalls of the technology push versus demand-led innovation dichotomy to produce products and services that feel just as good as they work. In the latest rankings IDEO was listed at no. 10 on Fast Company's Top 25 Most Innovative Companies (2009) and no. 15 on Fortune's 100 most-favored employers by MBA students (Universum 2009). This paper attempts to analyse the principles and practices at IDEO using two frameworks namely: 1. the organisation and management of innovation and research and development (R&D) and 2. strategic alliances and collaboration. The discussion on organisation and management would be focused primarily on innovation since R&D as a portfolio at IDEO is still emergent. As a consequence also, its alliances and collaboration strategies and activities are described in the context of IDEO as a highly sought-after development partner. Analysis of the responses of senior business managers to what they considered to be the top three challenges of innovation management revealed that creating an innovative culture, attracting and maintaining diverse talents and finding the right balance of the incremental and the radical were uppermost (Tidd and Bessant 2009). Smith (2008) identified nine key factors that impact on an organisation’s ability to manage innovation: management style and leadership, resources, organisational structure, corporate strategy, technology, knowledge management, employees and the innovation process. The Oslo Manual defines †Innovation† as â€Å"the implementation of a new or significantly improved product (good or service), or process, a new marketing method, or a new organisational method in business practices, workplace organisation or external relations. † (OECD 2007). This definition encompasses the common elements of innovation as proposed by arlier authors such as Schumpeter, Freeman, Rothwell and Gardiner, Drucker, Porter, Schumann, Merrifield etc. (Tidd and Bessant 2009; Innovation Zen 2006) Organisation and management of Innovation Since the introduction of ‘creative destruction' Schumpeter (1942), there has been a growing confidence that the basic elements of successful innova tion can be distilled through careful observation, and that they can be adopted and managed by firms to create and sustain competitive advantage. A number of authors (Abernathy and Utterback 1978; Teece 1986; Henderson and Clark 1990; Tushman and Anderson 1990; Christensen 1997 etc. have proposed various bivariate frameworks for assesing possible innovation types (incremental, radical, modular, architectural, product, process, market, organizational, complementary, disruptive etc). See Figure 1. Despite the variety, a basic conclusion however is that this mode of analysis can adequately inform strategic and organizational decisions and that different kinds of innovation require different kinds of organizational environments and managerial skills (Tushman and Anderson 1986). Figure 1: Component and architectural innovation (Henderson and Clark 1990) Source: Tidd and Bessant (2009) Models of the Innovation process and the dynamics of its articulating phases have been proposed by a number of authors (Myers and Marquis 1969; Von Hippel 1976; Tidd et al 2001 etc. ). Tidd and Bessant (2009) detailed a linear model with four phases (search, select, implement and capture). The authors made the distinction that innovation management is essentially about creating conditions within an organization to increase the likelihood of a successful resolution of multiple challenges under high levels of uncertainty (Ibid, p. 70). This view reinforces Tushman's (1977) assertion that organization and management of the process is characterized by different types of decisions, coordination challenges and patterns of communication. It is important to note here that though the innovation process is commonly depicted as a linear unidirectional sequence, in practice, the activities are inherently iterative and often occur in parallel (Rothwell 1992; Weiss 2002; and Brown 2008). Innovation and R at IDEO IDEO's approach to the organization and management of innovation and R&D can be summarized by the phrase: â€Å"design thinking†. Tim Brown (2008), CEO of IDEO, explained that it is centred on meeting people’s needs in a technologically feasible and commercially viable way. Design thinking is an example of the systemic and integrative approach to innovation highlighted in Hughes (1983) and Rothwell (1992). The model attempts to understand the innovation challenge as a dynamic interplay of human, business and technology factors. See Figure 2. Figure 2: Designing thinking at IDEO Source: adapted from Weiss 2002. IDEO's variation of the innovation process (cf. Tidd and Bessant 2009 etc. ) comprises five phases: Understand the market, the users, the technology, the constraints; observe people in reallife situations; visualize new-to-the-world concepts and the potential users; evaluate and refine the prototypes; and implement for commercialization (Kelley 2001). Empathetic research, brainstorming and rapid prototyping are core routines developed in the execution of the IDEO innovation process. Brainstorming is the idea engine of IDEO's culture. It is used to generate multiple and varied ideas about possible solutions to the innovation challenge. A session lasting no more than sixty minutes is conducted under the following rules: defer judgment; build on others' ideas; one conversation at a time; stay on topic; encourage wild ideas; go for quantity; be visual (Kelley 2001). Rapid Prototyping involves early development of a wide range of low-fidelity prototypes from which to learn. Teams evolve and refine ideas, answering multiple detailed questions through rounds of successively higher-fidelity prototypes. This routine permeates the company's design practices in all spheres (Coughlan et al 2007) and is universally codified in two IDEO mantras â€Å"build to learn,† and â€Å"fail forward† (Kelley 2001). The company organizes its R&D portfolio into 19 Focus Areas supported by 13 teams as shown in Table 1. Teamwork is an imperative at IDEO. For each project a number or relevant teams would be assembled from persons within the company, or externally from persons within their ‘talent ecosystem'. The teams meet regularly to exchange information on progress and to make sure each other's activities remain focused and complimentary (Hawthorne 2002). Table 2 summarizes some of the human-centred research work undertaken at IDEO. The popular Method Cards is result of this kind of research and development work at the company. The collection of 51 cards is used to evaluate and select the empathic research methods that best inform specific design initiatives. How and when the methods are best used are explained together with demonstration of how they have been applied to real design projects (www. ideo. com). Table 1: IDEO Focus Areas and Teams Source: Adapted from www. ideo. com Table 2: A sample of research at IDEO Source: Adapted from Venkatraman 2005 The ten personas shown in Table 3 were developed by Tom Kelley for enhancing innovation at IDEO. Consideration of these personas influences the company's policy of recruitment of T-shaped people †with at least one deep area of expertise and a broad reach of other skills and experiences. † (www. ideo. com). â€Å"We've found that adopting one or more of these roles can help teams express a different point of view and create a broader range of innovative solutions† (Kelley 2001, p. 7). Table 3: IDEO's innovation personas Source: Adapted from Kelley 2001 At IDEO the Ways to Grow tool (Figure 3) is a framework used to a) identify the type of growth intended, b) scope the challenge and deploy an appropriate innovation process, and c) assess the effectiveness of the portfolio of innovation efforts. It identifies four possibilities for growth and three basic archetypes of innovation outcomes: Incremental, evolutionary, revolutionary (Jacoby and Rodriguez 2007). Cf. Henderson and Clark 1990 etc. Figure 3: IDEO's Ways to Grow and Innovation Outcomes cf. Figure 1. Source: Jacoby and Rodriguez 2007 The model suggests that an incremental project requires execution-focused process and people while a revolutionary project would require exploration-focused processes and people (Jacoby and Rodriquez 2007). Ways to Grow is employed in this manner by IDEO to track, understand, and assess its in-progress portfolio of innovation projects using measures of innovation effectiveness. The projects can be mapped onto this tool creating a dashboard of initiatives that can be updated and referenced. All these organizational and management approaches mean little without a way of integrating them in a creative and sustainable organizational culture. Culture is difficult to define, but for IDEO it's probably: the not infrequent managers' informal chats with their carefully selected T-shaped employees (Brown 2007); the company-wide Monday morning meetings and Friday afternoons show and tell; the playful open layout of the workspaces decorated with personal eccentricities (Kelley 2001); the formal and informal reward systems where some compensation decisions are based largely on reputation among fellow designers and formal peer reviews (Hargadon and Sutton 1997); or just the personal satisfaction of the team members knowing that they are part of something big and exciting and creative. Strategic Alliances and Collaboration Gulati (1998) defines strategic alliances as voluntary arrangements between firms involving exchange, sharing, or co-development of products, technologies, or services. They can†¦ take a variety of forms, and occurring across vertical and horizontal boundaries. The fundamental imperative for strategic alliances and collaboration as suggested by authors like Teece (1986) is that it is extremely difficult for one company to possess all the requisite skills and competencies to implement all the phases of the innovation process. Among the motives for the formation of alliances and collaborations are reduction of cost, uncertainty, and time of R, response to changing customer and market need, lack of internal resources and knowledge transfer (Kogut 1988, Gulati 1998; Littler 1993 in Tidd and Bessant 2009). IDEO is not a R-intensive firm, its motivations for participation in strategic alliances and collaboration are not necessarily those of an active seeker. However, IDEO has benefited from its role as consultant and a highly ought-after collaborator. â€Å"What's unique about IDEO is that we straddle both sides of the innovation business, as both practitioners and advisers. † (Kelley 2001, p. 4). IDEO's 5000+ employees in more than 20 studios on three continents do work for clients in multiple industries across the globe. The company's website lists an astonishing diversity of products and services created in collaboration with some 300 clients in 28 different industries. Hargadon and Sutton (1997) aggregated qualitative data which indicate that IDEO's employees learn about potentially useful technologies through their extensive work and incorporate that knowledge into the creation of new products and services for industries where there is little or no prior knowledge of these technologies. This movement of technologies between industries is a form of technology transfer and diffusion (Rosenberg 1982; Hughes 1989). The company recognises the potential of its network position (Conway and Steward (1998) and instructs its employees in the Methodology Handbook to â€Å"Look for opportunities to expand network and/or industry knowledge. † (Hargadon and Sutton 1997). These integrative activities according to Hargadon and Sutton are an example of technology brokering. IDEO's brokers in effect act as technology ‘gatekeepers' as described in Allen (1977) and Rothwell (1992). IDEO is uniquely positioned to facilitate R&D-intensive firms in the completion of their innovation process through to commercialization. The company's positioning is validated not only by its rapidly expanding client portfolio but by industry outlook. Ferguson and Taylor (2004) affirmed that many innovation-focused organizations, including those with extensive R programs, are looking outside for assistance, especially in the early stages of searching for promising technologies and developing a vision based on working models. For established firms with strong technology-focused research, the services of design firms, with expertise in user knowledge, is useful in balancing exploration and exploitation of their technical knowledge (Venkatraman 2005). Eastman Chemical, HP, Intel, P and Samsung initially sought IDEO as an exploration alliance partner. P have extended the collaboration to joint product development with product ideas mainly generated by IDEO (Ventkatraman 2005). As IDEO continues to deliver award winning products and services to clients firms along the entire value chain it may soon have to think about if and how it should reposition itself for example mass production and marketing of high quality innovative consumer goods. Issues like these lead to considerations about the possible alternative opportunities available for leveraging a company's resources, position and linkages to create sustainable value. In the light of global challenges such as poverty, health, water, energy, and economic empowerment what is the role of innovation and research and their management and what sort of alliances and collaboration would be needed to deliver adequate responses? What is the future of social entrepreneurship? To deepen understanding of these challenging questions, Paul Bennett, chief creative officer at IDEO, visited Nobel Laureate Muhammad Yunus of Grameen Bank fame to get an immersive experience of this maturing entrepreneurial spirit. Reflecting on his encounter in the Financial Times Bennett (2009) asserted that sustainability and growth for the organisations of the future demands accepting responsibility for the †bank accounts† of purpose, people and learning. Bennett summarizes his own thinking with a quote from one of his clients: â€Å"The future isn't going to be designed on an Excel spreadsheet. † Whatever new tools emerge for future planning, its not hard to imagine that some of those would emerge from the studios of IDEO.

AMPACK Computer Company Computer Platform Upgrade Essay

AMPACK Computer Company Computer Platform Upgrade - Essay Example This will help in the transmission and processing of different computerized jobs at hand. To accomplish this, a server that will serve for internet connection provider and a file server need allocation in the office setup. All computer units must have LAN cards installed and a server router or network switch provided to mediate the connection. Once you know what type of computer hardware and software you will need, it is time for you to decide whether you want to purchase for a desktop or laptop computer. To help you decide, we will list the major advantages and disadvantages of both types of computers. The type of computer you choose will depend on how you intend to use it. A portable desktop computer platform is used on a typical office setup, which can be adopted in the company's system. However, laptops are also applicable in some departments preferably the managerial branch to have it transferable if corporate meeting presentation is needed or other similar cases. Portability is more important than performance, because you need to move the computer routinely, choose a laptop. If you will be moving the system very frequently, consider a smaller-sized laptop. Choosing the right Operating System for AMPACK office infrastructure is easily managed since there are current systems involved. Installing Windows XP for the workstation platform and windows 2003 for the server could minimize the current software needs of employees for production jobs. Most computer software needed to do the task involved in production, accounting, and managerial are mostly based on windows environment. Preferring to use this operating system would minimize cost for an over-all adjustment if a new operating system will be used. Not only minimizing the cost for software adjustment but also minimizes the cost for future technical training to staffs who physically involves with the workstations on their daily task. In relation to that, our server will be under the Windows 2003 Server system. The concern for this is the reliability, security and robustness compared to other operating system. Windows 2003 Server edition offers a complete solution for a typical server. T his comprises the file server, internet, printer, email, DNS and database server. If we will consider using Linux and other operating system, the employees will have to adjust to the environment, which they currently are familiar. Software adjustment will be costly if we will use other operating system. Some may say that other software is free or is cheaper than windows but the software and hardware compatibility is limited. The software needed in the company's daily task may not be compatible to other operating system. Thus, windows based systems are encouraged to install because of its wide-range of compatibility that meets the company's requirements. Other than windows and Linux, Macintosh would be an expensive option. Many people are unaware of how easy and inexpensive it is to interconnect existing computers to form a small Local Area Network (LAN). If you are using Windows 2000/XP, no additional software is required to benefit from basic network functions such as shared use of directories, drives, or printers and the hardware costs are minimal. A network can substantially simplify internet access for two or more people. Of course, another reason for setting

TOYOTA Motor Corporation. SWOT Analysis Essay Example | Topics and Well Written Essays - 1750 words

TOYOTA Motor Corporation. SWOT Analysis - Essay Example Strengths refer to the advantages that a firm has over the others in the market. They are the firm’s personal strengths that will help it to bank on, and will help it to get the mover advantage in the presence of the other firms. Most firms and business organizations apply strengths in the form of marketing strategies. In the modern world of globalization, marketing strategies can be made use of in a very innovative manner with the help of electronic means as well as smart advertising and publicity. Weaknesses are the frail aspects of every business; not every businessman knows how to run an organization flawlessly. Thus, they are the demerits that each firm possesses, which gives others in the market and advantage over the firm. Every business firm also has certain opportunities. This is the third aspect of SWOT analysis. Opportunities are the chances that exist in the external environment; every entrepreneur must try and make use of these opportunities. Most of the times the y arise out of the problems that different people have in society; solutions to overcoming such problems and helping people out, introduction of new technology, change in the habits of the people, are some of the types of opportunities that exist in the external environment. ... They must be overcome by the use of turning them into opportunities so that they can be of an advantage to the business firm. If the threat is not managed properly, it attacks the weak aspects of the firm and may lead to losses or a lower turnover. A SWOT analysis for a business firm should be made once the project or preliminary report has been made. The feasibility plan of the business further helps to look into and measure the strengths, weaknesses, opportunities and threats that the organization might have to face. At this stage, it is imperative to form such an analysis because it helps to give the directors and entrepreneurs of the firm an in depth look into the workings of the business and whether or not it will be able to succeed in the future. This can only be decided once the weaknesses and threats have been laid down because they need to be combated strategically, while causing minimum possible harm to the business. Weaknesses and threats need to be either reduced or mitig ated by the business. Yet another option to use these to the firm’s advantage is to convert them into opportunities. As discussed above, many problems can be converted to form opportunities – this can be done if the entrepreneur is dynamic and has excellent knowledge regarding the external business environment as well as the needs of the people and target consumers. Despite this, many management gurus have argued that simply by making use of and implementing a SWOT analysis, a firm cannot succeed. Many firms fail to deliver performance because of not being able to indulge in reporting about the different aspects of the firm with regard to the proper use of financial ratios (to depict the firm’s actual position with respect to its

Context and principle for early years provision Coursework

Context and principle for early years provision - Coursework Example The legal status of this framework denotes that there has to proper standards of learning and development and also taking proper care of children who are taking an initiative to step out of home in such a setting so as to ensure that each and every child gets proper guidance and nobody is left behind in terms of imparting learning skills (Bayley and Wallace, 2009, pp. 28-31). The framework even comprises of legal conditions in terms of providing equal opportunities to all children and prohibits any practice that is discriminatory so that no child faces any kind of disadvantage in terms of religion, gender, religion, family background, ethnicity, or learning disabilities or difficulties. The framework even consists of orderly assessment so as to ensure proper functioning of the regulation. There are such early year’s frameworks that are prevalent in UK Home Nation such as Reggio Emilia approach that is a philosophy based on education that provides pre-school or primary educatio n to young children. The approach was initiated by Loris Malaguzzi after World War II who was a teacher and was later joined by other parents of villages and is located in Italy. The other approach that is prevalent in this region is that of High/Scope which is established in Michigan and also in its nearby countries by Ypsilanti and focuses on childcare, kindergarten, or some form of settings of elementary school. This approach do not only focuses on current learning and development of young children but encompasses all possible measures by providing opportunities for their future development and growth. The other such approaches that are based on this framework comprises of Steiner, Common Core, and Montessori that are prevalent in the specific region (Blok and Fukkink, 2005, p. 35). Each of these approaches or the framework works in accordance with national and local guidance. These approaches work in

Ruth Frankenberg Reseach Paper Research Example | Topics and Well Written Essays - 1750 words

Ruth Frankenberg Reseach - Research Paper Example We begin to get a glimpse of Frankenberg’s life in her first book and perhaps the book which she is known the most for, â€Å"White Women, Race Matters: The Social Construction of Whiteness†, which was published in 1993. It is telling that Frankenberg begins with the admission that she had at first considered race far removed from her work as a Marxist Feminist. To quote her, â€Å"I saw racism as entirely external to me, a characteristic of extremists or of the British State, but not a part of what made me or what shaped my activism.† (1993: 53). Her race consciousness was triggered by the observation that unlike those she campaigned in the All-Cambridge campaigns who were whites like her, those she worked alongside in the feminist movement in the United States were â€Å"lesbian women of color and white working class women† (1993: 54) – bringing forth a heterogeneity that demonstrated the unities and linked experiences of women from all over. Blac k writers like Patricia Collins (1995) saw the import and contribution of this kind of literature. B. Choosing Career From this early experience, Frankenberg developed a critical perspective towards race and saw whiteness as a category that bestows â€Å"structural advantage† and â€Å"privilege† (55) and as a â€Å"place from which to look at oneself, others and society.† In her work at looking at white women’s childhoods, Frankenberg saw how race was used as an organizing device to bestow or deny privilege; to include or exclude. In a way, therefore, it becomes inextricable with class – particularly when race becomes the determinant of conferring economic benefit. The criticism that "'whites' in the United States historically have been extraordinarily good at not looking inward† (Durso, 2002) appears to be a valid one. C. First Book Ruth Frankenberg then takes off her discourse in her first book, â€Å"White Women, Race Matters: The Social Construction of Whiteness† where she began with the provocative observation that â€Å"any system of differentiation shapes those upon whom it bestows privilege as well as those it oppresses.† (Frankenberg: 1993: 131). This is a critical starting point in beginning to understand the complex ways with which the color of one’s skin – whiteness – impacts on race, gender, and class. It can therefore be seen that Frankenberg is critical of, rather than apologetic for, white racism and her work in fact is a scathing indictment of the structures of dominance that have resulted from skin color differentiations. Looking deeper and unpacking her work more, Frankenberg explores the themes of race, gender and class vis a vis whiteness not as independent from each other, but as overlapping structures of oppression and exploitation that must be addressed and resisted together. She surfaces, to paraphrase May (1999:4) the hegemonic processes that lead to the univ ersalization and normalization of whiteness and the â€Å"othering† of non-whiteness. Frankenberg’s critical – as opposed to apologetic – perspective on race and whiteness becomes even more apparent when she reveals how the subjects of her study, the white middle-class women who she had asked to describe their childhoods, had managed to render invisible the black people who they had lived with or encountered within their communities. And when these black people are summoned to memory, it is always in the

History of the US Participation in World War II Research Paper - 2

History of the US Participation in World War II - Research Paper Example The war offered the United States to evaluate its military strength and strategies in situations and conditions that were never realised before. It is important to note that the involvement of the United States in the Second World War came in December of 1941 after the Japanese attack. However, the world war had started in the September of 1939 when Germany invaded Poland riding on the fancies of Hitler to establish German empire on the lines of the racial purity and sense of revenge against the western powers who pushed Germany into Economic oblivion after the end of the World War I. At the same time, it was the involvement of the United States that played a determining role in changing the equations of war after Japan went berserk for the establishment of the Greater East Asia Co-Prosperity Sphere. The involvement of the United States was dearly desired by the Allies who realised the military capability of the United States forces but it didn’t come before the attack on Pear l Harbour, an incident which was remembered by the contemporary President Roosevelt for its ‘infamy’. It was the unexpected intrusion of the Imperial Japanese Navy that surprised the political establishment of the United States and the measure of the damage forced the United States to go after the Japanese Forces. Thereby, the other member countries of the Axis Countries also declared war on the United States. The Second World War is often referred to as a situation where the military strategies of the United States Navy came in full use and achieved tactical advances against the navy of Japan. The Battle in the Pacific region determined the onset of a series of defeats for the Japanese Forces.

Global Economic Issues Essay Example | Topics and Well Written Essays - 2500 words

Global Economic Issues - Essay Example Financial services organizations that act in the international arena in facilitating financial flows between lenders and borrowers have to operate in a strategically competitive environment that compels them to adopt a quintessentially ideological stance which Stiglitz (2008) attributes to the predominance of the financial community’s view of the world (Lechner and Boli, 2008, p. 204). Stiglitz’s tirade against globalism and its consequences is not a one-sided affair either. Criticism of Washington Consensus, which advocates a minimum role for the government while at the same time actively encouraging privatization and trade liberalization, has not been a recent phenomenon (Stiglitz, 2003). International financial services institutions play a major role in determining the very outcomes in globalization process to such an extent that their impact is felt in the far corners of the globe in every sphere of decision making including those of the central governments’ and local bodies’. According to Stiglitz international financial institutions such as the International Monetary Fund (IMF) and the World Bank (WB), have been pushing forth a particular line of â€Å"market fundamentalism† that pays little or no attention to third world countries’ diverse needs. This total irrelevancy of policies that these institutions advocate for developing countries is nothing new even in respect of those East Asian economies like South Korea and Taiwan. However these latter countries could successfully ignore the Washington dictated reformist formula and achieve a greater degree of equality among their citizens. Globalization and/or globalism particularly refer to a set of liberal economic principles that underlie the very nature of how best to expand international trade and commerce links beyond the national borders of countries (Nagdeman, 2009). While the underlying theoretical constructs basically refer to such parallel concepts as international free trade and

Regional Paper Essay Example | Topics and Well Written Essays - 1000 words

Regional Paper - Essay Example This trend of regional integration, irrefutably, posts opportunities for business organizations and gives birth to multinational companies. The formation of free trade zones and regional blocs irrefutable lowers the cost of business operation because generally, it encourages countries to attract the inflow of foreign direct investments through tax holidays and other financial incentives. It should be noted that this practice is very common especially in developing countries where foreign direct investment is viewed as a way to curb unemployment, increase local competition, enhance the efficiency of the domestic industry players and stimulate the whole economy. Regional integration also opens doors for other business activities through joint venture, licensing, franchising, and others. Regional integration also posts opportunities of costs savings to business organizations. Through trade blocs, companies are also able to take advantage of lower input costs of certain materials which can be readily imported from other countries since tariffs and quotas are eliminated. It should also be noted that globalization also made possible the transfer of service from one country to another. Coupled with the rapid development and wide popularity of the internet and other advance technologies, business organizations are able to lower their costs of operation by outsourcing various back-office services from countries which have relatively lower wage requirements but with a pool of skilled workforce. Through business process outsourcing, companies enhance their profitability by incurring lower operational expenses while enabling them to focus on their major activities and core competencies. The North American Free Trade Agreement is a regional bloc with members including Canada, Mexico, and United States (North American Free Trade Agreement 2006). It is apparent that the countries comprising this regional bloc present different stages of economic development. During the time of integration, the United States is already recognized as one of the economic superpowers in the world with its high level of GDP and wages. The United State's largest sector in the economy is the services which employs almost 75% of the entire population (US Department of State 2007). Similarly, Canada is one of the world's wealthiest nations with its high per capita income. This country has been growing rapidly in the past years with low unemployment rate and large government surpluses on the federal level. The country has remarkably maintained the best economic performance in the G8 since the recession in 2001. It should be noted that Canada is the second largest nation in the world next to the United States (US Department of State 2007). Mexico, in comparison, lags behind its trade partners in terms of economic performance. Even though it recently manages to improve its income, Mexico still suffers from the large disparity of income between the upper and lower social classes. Compared to its trading partners, the country has a far lower wage rate (US Department of State 2007). With its establishment in the 1994, this agreement has brought numerous developments in each of the countries' business sector. For one,

The Advantages and Disadvantages of Mobile Phones Essay Example for Free

The Advantages and Disadvantages of Mobile Phones Essay Mobile phones are really very important in our lives that we cannot think a life without them. It is a long-range, portable electronic device used for mobile communication. Mobile phones are affordable, easy to use and comfortable. The mobile phones have become crucial part of our life. There are facts which prove this. They have replaced the wrist watches or the alarm clocks at home as we can see time in them wherever we are and also set alarms in them. †¢ When you are stressed you can listen to the music from in-built music player. You can also listen to the radio in these mobile phones. †¢ Various mobile phones come with high resolution megapixel cameras ranging from 1.3 to 8 megapixels. Mobile phones because of their varied multi-function capabilities have replaced many other devices. However Studies have shown mobile phone radiation does produce biological changes in humans – such as changes in brain temperature and activity as well as blood pressure changes. Also there is evidence indicating that microwave radiation from mobile phones may cause serious diseases and disturbances in the physiology. This includes an increased cancer risk and genetic damage, disturbed brain function and other effects. Moreover mobile phones while driving is a distraction that brings risk of road traffic accidents. In conclusion, I believe although there are disadvantages of using mobile phones the advantages are more. They have completely intruded in our lives and have made their own unique stand. Once it was considered as luxury is now the thing closest to our hearts.

The Personal Narratives Written By Beller And Thurber Essay Example for Free

The Personal Narratives Written By Beller And Thurber Essay Though the personal narratives written by Beller and Thurber were fairly short, they still revealed a lot about themselves, which essentially affected the experience of the reader. Through Thurber’s words, the reader gets a sense of who he was during his â€Å"University Days† by his many stories of the classes he claims he didn’t like. Beller on the other hand, reveals himself by his sense of style and description of the different unimportant articles of clothing. Both Beller and Thurber however use anecdotes to draw the reader in so there is a possibility of a connection,  thus altering the reader’s experience from what it would be like for them to just explain their point very dully. Right from the beginning of University Days, Thurber shares an amusing experience that grabs the readers attention immediately. Rather than just telling the reader his dislike for each class, he begins by saying â€Å"I passed all the other courses that I took at my university, but I could never pass botany. This was because all botany students had to spend several hours a week in a laboratory looking through a microscope at plant cells, and I could  never see through a microscope†(Thurber 26). From this, Thurber reveals his point of having some troubles with certain classes, but in a way where the reader finds it humorous and in a way where some readers might be able to relate. If Thurber were to just say he didn’t pass botany and economics and just left it at that, the reader wouldn’t be as engaged, nor would the reader actually understand what he had to go through.

Dealing With Global Income Inequality and its Consequences

Dealing With Global Income Inequality and its Consequences Tim Mulligan Problem Background: The passing of time has generally served to benefit many of the problems revolving international relations. As time has progressed, so have human development policies, international organizations and missions for global peacekeeping. Time has brought us to an era where nuclear weapons have made all-out war is obsolete, and where greater efforts towards controlling climate change are technologically possible. Time has not served the world’s income inequality well, though. Income inequality is one of international relations seemingly insurmountable obstacles and this can be attributed to several factors that have continuously plagued and complicated the issue. Although recent studies may report increases in the world’s average income within the past few decades, rates of economic inequality have largely remained the same. (Milanovic, para. ) Moreover, the income inequality rates of the world have risen seventeen percent since the year 1820 and only show signs of continuing this pattern. (â€Å"Breaking the Camels Back†) These global rates have experienced rises and falls in correlation to the well-being of the world’s economy, higher equality in positive economic times and lower equality in times of economic crisis. But, the explanation for why income inequality has fallen—and continues to fall—transcends the simple explanation of poor economy=poor economic equality and good economy=good economic equality. The worlds declining rate of equality is a product of a number of internal and international aspects including governmental policies, ethnic discrepancies, colonization and the earth’s limited re sources, all of which have undermined the financial equality of individuals for centuries. The complexity in the causality of this issue is what makes the development and implementation of appropriate international policies such a difficult task. It is also important to note that income inequality does not strictly affect individuals, but also has a large impact on states and furthermore the world as a whole. The income inequality of individuals within a state or nation will often be indicative of the state’s overall power and more importantly its stability. Everything from economic influence, military power, the standard of living, and political participation are byproducts of a state’s level of income inequality. This is because the individuals who experience this degree of poverty typically go unrepresented, either because the wealthy control the interests of the state or because they are under a dictatorship that does not allow them representation. Without equal representation politically and economically, states often face internal struggles with rebellion, constant regime changes, education, extreme poverty and even civil war. These are indicators of a â€Å"failed state†, which is a state in which the government is not in control of its citizens. This lack of stability can shut down government, international trading, national defense, human development and other things that are imperative not only to internal stability, but to relations with the rest of the world. Analysis of the Policy Problem: Several experts provide potential policy options for the improvement of global income inequality levels: Robert Muggah suggests that positive changes in income inequality and poverty are rooted in the structure and policies of urban city governments. He approaches the issue on the basis that the governments of dense urban cities have a more direct impact on the level of income inequality throughout the world than state governments. His emphasis is on communication between city mayors and citizens as well as communication and cooperation between poor cities and wealthy cities. (Muggah, Urban Renaissance) Muggah takes a liberal and very unique approach to the problem. In his expert opinion, he believes that local mayors need to be more receptive to the opinions of their citizens. This is in order to generate an agenda that better embodies the opinions of those who may go unrepresented because of their impoverished status. Muggah believes that the most commonly shared opinions may not in fact be the ones that are receiving treatment through policies and that a better line of communication between government and citizen could bring about more effective governing in regards to dealing with income inequality. (Muggah, Urban Rennaissance) Muggah also finds value in unifying wealthy cities with poor cities. He views this not only as a source of financial aid for struggling cities, but also as an opportunity for impoverished cities to observe potentially more effective income inequality policies. (Muggah, Urban Rennaissance) A second policy position to observe is that of David Dollar and Aart Kraay. They take a stance promoting the benefits of globalization as a means of lowering the level of income inequality throughout the world. They believe that many countries with high rates of income inequality are in such a state because they lack a connection with other, richer countries. They are losing the battle of income inequality internally without looking outward for opportunity and aid from other countries. Dollar and Kraay also stress the idea that the economic decisions of powerful countries play a huge role in the level of global inequality. (Dollar, Kraay, A Rising Tide) The primary point of Dollar and Kraay is that countries that are struggling with income inequality need to find opportunities in international trade and foreign investments. This is because the improvement of impoverished countries is at the will of the world’s more powerful countries. They believe that rich countries that deny economic integration with poor countries need to be dealt consequences or be convinced to do otherwise. Another theory of theirs is that poor countries need to construct governing systems that are consistent with the process of globalization. (Dollar, Kraay, A Rising Tide) Branko Milanovic maintains a viewpoint that is contradictory to Dollar and Kraay’s. Milanovic does not find globalism to generate the amount of wealth for a country that is necessary to bring it’s impoverished out of inequality. He stands firmly behind the idea that extreme capitalism has the greatest chance of decreasing the amount of global income inequality. His idea is that the generation of wealth and jobs from capitalists will in turn generate a larger pool of wealth and opportunities to be shared with the poor. (Milanovic, para. 11-20) Milanovic’s argument is that capitalism is an unstoppable force and that mitigating an individual’s desire for more wealth is impossible. Because of this, he believes that it is a better idea to employ capitalism for its economic growth advantages rather than push for individuals to redistribute their funds among the poor. With that said, Milanovic also calls for a reform in the mindset of the modern capitalist that focuses more on entrepreneurship and the saving of wealth rather than illustrious spending. He specifically refers to the winner-take-all attitude that capitalists have taken on since the 1980’s which he believes has caused wealthy businessmen to focus on personal growth rather than expansion that can benefit all. Milanovic finds that a country benefits more from internal wealth and job creation than becoming interdependent with other countries. (Milanovic, para. 13-21) Ryo Arawatari’s policy position is based on the effect that voter turnout has on the income inequality level of countries. Arawatari tested his theory that low voter turnout may have a negative impact on the level of income inequality in a country with a series of mathematical equations. (Arawatari, pg.32- 53)The results of his tests found that there is a significant negative relationship between the two, mathematically speaking. Arawatari proposes that perhaps income inequality could be lower if more citizens that were impoverished voted and provided themselves with representation regarding the distribution of wealth in their country. He also found that lower voter turnout (statistically) stunts a countries GDP growth rate which could in turn increase the level of inequality in the country. Although he does not specifically propose a change in policy, Arawatari analyses the value of voting and democracy as a potential factor to change the level of income inequality globally. (Arawatari, pg. 29-32) It is important to note the variety of policy positions that are presented. The experts that are cited have fairly different viewpoints in regards to addressing the problem of global income inequality. The two views that seem to contain similarities (if any) are Robert Muggah and Ryo Arawatari’s. Both of these experts advocate an increase in citizen-to-government involvement. Muggah promotes the value of communication between citizens and their local government officials and Arawatari promotes the value of the democratic vote. (Muggah, Urban Renaissance) These are both solutions to global income inequality that rely on the internal processes of countries rather than their policies on foreign affairs. Branko Milanovic also proposes a solution that involves countries working from within their borders but he focuses on what wealthy capitalists can do to lower inequality rather than what the impoverished can do for themselves. (Milanovic, pg.13-20) Branko Milanovic and David Dollar and Aart Kraay have the most conflicting policy stances. Milanovic belittles the value of globalization, which on the contrary Dollar and Kraay are strong proponents. They disagree not on whether globalization has a positive effect on global income inequality, but whether this affect is influential enough to cause a swift, significant and positive change in the problem. (Milanovic, pg.13-20) Not only do they contradict each other on which policy provides the greatest reduction in income inequality, Milanovic goes as far as claiming that globalization will not produce results quickly enough. Milanovic includes timeliness as an important tool for the support for his argument which other experts did not appear to touch on. (Milanovic, pg.13-20) Robert Muggah may have the most unique position on the problem of global income inequality. His addressing of global inequality at the local government level provides a far different solution than other experts. As Milanovic, Arawatari, Dollar and Kraay champion policies that take place at the national or international level, Muggah has a grassroots approach which calls for change at the lowest level of government. Not only that, but his policy relies on a humanitarian and moral policy change while the other experts look more into more structural changes and globalization efforts. Muggah proposes working from the bottom up instead of the more popular policies which work form the top down to solve global income inequality. (Muggah, Urban Renaissance) Major Conclusions: The opinions of these experts are drastically different from one another in regards to their range of options and applicability. Robert Muggah’s serves as the most loosely applicable option. As a policy based simply on â€Å"better† communication between urban city mayors and citizens, the policy can hardly be called a policy, as there is no structural way to implement the idea either within a country or on an international level. This policy could only be applied to cities which are a part of democratic regimes and in states that have local governments. (Muggah, Urban Renaissance) Arawatari’s policy is much more comprehensive than it is ad hoc. Arawatari does not propose a structural policy either, he calls for an initiative to increase voter turnout which greatly limits the potential application for his ideology. This policy would also be limited to use in democratic regimes that have an electorate and even more specifically, states with low voter turnout. (Arawatari, pg.29) Milanovic is also proposes a fairly comprehensive policy that could only be exercised by a select group of countries, or individuals for that matter. His advocacy for extreme capitalism would only apply to countries that have a capitalistic economy which is a fairly small percentage of the countries which have high rates of income inequality. Also, the aspect of his argument that calls for modern capitalists to focus more on entrepreneurial values of job growth and distribution is not enforceable by government which limits its application. (Milanovic, para.13-20) Dollar and Kraays policy is the more as hoc of the group. Their advocacy for globalization is not only a policy that can be implemented in nearly every country, but it can also be instituted through the means of foreign policy efforts, economic interdependency and foreign investment. In promoting globalization, Dollar and Kraay are actually advocating the expansion of the applicability of their own policy. (Dollar. Kraay, A Rising Tide) The policies put forth by these experts have applications that would not yield results for a long period of time as income inequality and other such economic factors are not susceptible to quick changes. The complexity and depth of global income inequality alone could cause even the most successful policy to take a significant amount of time to impact the world. Arawatari and Muggah’s policies although being the most abstract of the policies, could yield the quickest results due to their more direct approach to increasing the representation of individuals who are impoverished. Muggah’s policy of communication between citizens and mayors could have an immediate effect on the representation of cities and their potential changes to help increase income equality depending on the legislatures of the city. If the legislature considers the opinions of the impoverished citizens then perhaps change can come about through statutes. (Muggah, Urban Renaissance) Arawatari’s policy of increased voter turnout can also bring about immediate changes in legislature or public figures that can provide for higher rates of income equality for the impoverished. Milanovic, Dollar and Kraay have more long term policies. Milanovics policy hinges upon the changing of the mindset of capitalists which may not be a goal to rely on as it is abstract. Also his advocacy for extreme capitalism would not generate an immediate change in income inequality because even if the mindsets of capitalists were to align right with his proposed ideal, these individuals could take decades to make an impact that would have an effect on an entire countries economy. (Milanovic, para. 9-20) Dollar and Kraays globalization policy would take the longest not only to implement, to take effect. Creating economic interdependency and expanding relations with other counties alone is a task, but the economic growth that would be expected to follow would take even longer. There are also many factors that can inhibit the policies continuity like war, terrorism and global economic crisis. References Arawatari, Ryo. Informatization, Voter Turnout and Income Inequality. Journal of Economic Inequality 7, no. 1 (2007): 29-54. Accessed April 27, 2015. doi:March 2009. Breaking the Camels Back. The Economist. October 4, 2014. Accessed April 15, 2015. http://www.economist.com/news/finance-and-economics/21621908-what-impressive-work-economic-history-tells-you-about-inequality-breaking. Dollar, David, and Aart Kraay. Spreading the Wealth. Foreign Affairs. January 1, 2002. Accessed March 20, 2015. http://www.foreignaffairs.com/articles/57626/david-dollar-and-aart-kraay/spreading-the-wealth. Milanovic, Branko. Inequality and Its Discontents. Foreign Affairs. August 12, 2011. Accessed March 28, 2015. http://www.foreignaffairs.com/articles/68031/branko-milanovic/inequality-and-its-discontents. Muggah, Robert. Fixing Fragile Cities. Foreign Affairs. January 15, 2015. Accessed March 20, 2015. http://www.foreignaffairs.com/articles/142760/robert-muggah/fixingfragile-cities

Marketing Mix :: essays research papers

Social Systems Analysis of Organizational Planning and Management   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  HUS 643.22   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Systems Analysis –Comp Unit IV-B Purpose: To discuss the components of the marketing mix, outline the product offerings of the agency and define strategic planning from an open systems perspective. Monifa K. Jackson December 26, 2003 Dr. Harold Carter Thesis Development Marketing mix is a management function linking the organization to its external environment. The linking or transaction occurs not only between customers and the organization, but also amongst the organization’s task environment. Kotler & Andreasen (2002) contend that in contrast to those who conceive of marketing largely in terms of communications strategies designed to change customers to fit the organization’s offering, sophisticated marketer’s view the marketing function as more diverse and the marketing objective as, above all, responding to customer needs and wants. A diverse marketing program pays attention not only to communication but also to the nature of the offering, its cost to target audience members, and the channels through which it is made available. The true marketer’s mindset considers that it is the organization that must be willing to adapt its offering to the customer, and not vice versa. At National Pike Health Center (NPHC), this philosophy has been adopted. NPHC agrees that creativity is necessary for survival. All clients will not be able to molded into an already existing program. Change agents must be readily able to view challenges to impacting positive change and adapting to a more flexible style of empowering. Generations change rapidly and what worked for one may not work for another. Staying informed is essential to staying at the forefront of empowerment.   Ã‚  Ã‚  Ã‚  Ã‚  The pilot project focuses on educating families with options to achieving a better education for their children. The foundation of a good education, in which the children are stimulated and motivated to learn and to return to school, is priceless. The classroom is a microcosm of the world. Survival of the academic arena dictates one’s future potential. Children were taught not to give up, but to discover alternative methods of locating valuable solutions.   Ã‚  Ã‚  Ã‚  Ã‚  Kotler and Andreasen (2002) contend the marketing mix is the particular blend of controllable marketing variables that the firm uses to achieve its objective in the target market. There are many variables that create the marketing mix. They are classified into major groups including price, product, place, and promotion.   Ã‚  Ã‚  Ã‚  Ã‚  The product was the delivery of the services to the consumers (target population). The services were distributed within the context of the existing program through group sessions, accurate record keeping, and other client services. Marketing Mix :: essays research papers Social Systems Analysis of Organizational Planning and Management   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  HUS 643.22   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Systems Analysis –Comp Unit IV-B Purpose: To discuss the components of the marketing mix, outline the product offerings of the agency and define strategic planning from an open systems perspective. Monifa K. Jackson December 26, 2003 Dr. Harold Carter Thesis Development Marketing mix is a management function linking the organization to its external environment. The linking or transaction occurs not only between customers and the organization, but also amongst the organization’s task environment. Kotler & Andreasen (2002) contend that in contrast to those who conceive of marketing largely in terms of communications strategies designed to change customers to fit the organization’s offering, sophisticated marketer’s view the marketing function as more diverse and the marketing objective as, above all, responding to customer needs and wants. A diverse marketing program pays attention not only to communication but also to the nature of the offering, its cost to target audience members, and the channels through which it is made available. The true marketer’s mindset considers that it is the organization that must be willing to adapt its offering to the customer, and not vice versa. At National Pike Health Center (NPHC), this philosophy has been adopted. NPHC agrees that creativity is necessary for survival. All clients will not be able to molded into an already existing program. Change agents must be readily able to view challenges to impacting positive change and adapting to a more flexible style of empowering. Generations change rapidly and what worked for one may not work for another. Staying informed is essential to staying at the forefront of empowerment.   Ã‚  Ã‚  Ã‚  Ã‚  The pilot project focuses on educating families with options to achieving a better education for their children. The foundation of a good education, in which the children are stimulated and motivated to learn and to return to school, is priceless. The classroom is a microcosm of the world. Survival of the academic arena dictates one’s future potential. Children were taught not to give up, but to discover alternative methods of locating valuable solutions.   Ã‚  Ã‚  Ã‚  Ã‚  Kotler and Andreasen (2002) contend the marketing mix is the particular blend of controllable marketing variables that the firm uses to achieve its objective in the target market. There are many variables that create the marketing mix. They are classified into major groups including price, product, place, and promotion.   Ã‚  Ã‚  Ã‚  Ã‚  The product was the delivery of the services to the consumers (target population). The services were distributed within the context of the existing program through group sessions, accurate record keeping, and other client services.

orange county choppers :: essays research papers

Orange County Choppers   Ã‚  Ã‚  Ã‚  Ã‚  When I first saw the show, Orange County Choppers, on the Discovery Channel, I was a little bit confused about the premise of it. At first, the show is expressed as one about a family run business that builds custom motorcycles. But then, as I continued to watch the show, it occurred to me that it was intended to be a little bit more.   Ã‚  Ã‚  Ã‚  Ã‚  Unlike traditional texts, â€Å"The structure of television makes us watch passively.† (The World is a Text, by Jonathan Silverman and Dean Rader, p.105) Orange County Choppers contradicts this statement. Through the development of the episode, the writers of the show force you to start analyzing the text of the show, actively. Paul Sr., mentions many events that have happened within the family, outside the show. Paul Sr. is the ‘old wise man’ in the show. He is father to Paul Jr. and Mikey. Mikey does all of the basic tasks required to run the business. Paul Jr. and Paul Sr. do most of the work on the bikes. There are other members of the staff at O.C.C. that are sometimes seen working on the bikes. The three Teutuls appear in every episode. In almost every case, family activities are never shown in any of the episodes. In the 9/11 Bike episode, Paul Sr. mentions a family reunion that later delays the completion of the bike. This tells you tha t the Teutul family is very loving and they do spend time together outside the show.   Ã‚  Ã‚  Ã‚  Ã‚  This world renowned motorcycle shop has built bikes for many celebrities and sports stars. Orange County Choppers built a chopper for Shaquel O’Neal in one of the episodes. The dimensions of the bike were inconsistent with other bikes they have produced due to the height of Shaq.   Ã‚  Ã‚  Ã‚  Ã‚  After reading the show actively, I realized that many of their family values don’t appear to be as one would expect. Paul Sr. and Paul Jr. continuously fight about features to add to a certain bike or how to go about adding them. Mikey, son of Paul Sr. and brother of Paul Jr., is always energetic and joking around. These contrasting personalities make for a great show but don’t represent your typical American family.   Ã‚  Ã‚  Ã‚  Ã‚  The whole family works together to run the business, with most of the women in the family working behind the desks and keeping things organized, and most of the men in the family doing the labor.

Characters, Symbolism, and Themes in The Lord of The Flies Essay

The Lord of the Flies is a story about a stranded group of boys on a deserted island after their plane crashes. It is about an adventure at the start of a new World War. The boys try to create a society by selecting a leader and doing everything they can to survive. It is all a game without adult supervision until the island becomes a nightmare and their imaginations come to life. Everything becomes more realistic when the twins, Sam and Eric, find the body of the dead parachutist hanging from a tree on the island. Then the boys declare that there is some type of beast on the island and they must kill it to stay alive. Soon the boys turn on each other and kill Simon because he is mistaken for the beast. Jack then, takes over the group of boys and hunts down Piggy and Ralph. Then Roger pushes a boulder off the cliff and kills Piggy. The boys follow Ralph, which is the main character and the boys began to set the jungle on fire in attempt to smoke Ralph out. Ralph then discovers that h e is back on the beach after collapsing from exhaustion. After looking up, he then finds a Naval officer standing over him. The officer saw the raging fire in the jungle from his ship at sea. Overwhelmingly Ralph explains what happened to the officer. He and the boys begin to cry because they realize that they are finally being rescued and are going home. Symbolism is shown throughout the story, by the little things like the conch shell and Piggy’s glasses. The pig’s head is a huge symbol, showing that the boys believe in a power of evil. In this book the main theme is civilization vs. savagery. The boys lose their civilized being and innocence ways as they become savages and kill Simon and Piggy. In The Lord of The Flies, Golding analyzes characters, ... ...Cathy Falk. Vol. 58. Detroit: Gale Research, 1990. Literature Resources from Gale. Web. 19 Jan. 2012. Slayton, Paul. "Teaching Rationale for William Golding's Lord of the Flies." Censored Books: Critical Viewpoints. Ed. Nicholas J. Karolides, Lee Burress, and John M. Kean. The Scarecrow Press, Inc, 1993. 351-357. Rpt. in Novels for Students. Ed. Diane Telgen. Vol. 2. Detroit: Gale, 1998. Literature Resources from Gale. Web. 19 Jan. 2012. SparkNotes. N.p., n.d. Web. 12 Feb 2012. 98. Literature Resources from Gale. Web. 19 Jan. 2012. Townsend, R. C. "Lord of the Flies': Fool's Gold." The Journal of General Education. Vol. 16. University Park, Pa.: The Pennsylvania State University Press, 1964. 153-160. Rpt. in Contemporary Literary Criticism. Ed. Roger Matuz and Cathy Falk. Vol. 58. Detroit: Gale Research, 1990. Literature Resources from Gale. Web. 19 Jan. 2012.

Personality of Leader at the Workplace Essay

This paper is a critical discussion about the self-esteem of workers from the perspective of emotional intelligence through the psychoticism personality of leader in the workplace. Discussions are encircling the definition of self-esteem, emotional intelligence and psychoticism trait; impact; challenges and outlooks. In this new millennium, world is increasingly emphasized the development of human capital as a means of human resources in society, religion, race and nation. In fact, the development of human capital should be in line in the physical and material development of the country which is the rapid development is time to time. In the same tone, all employees in a workplace or organization are an entity of human resources should be an ideal capacity of human capital in terms of emotional intelligence in order to produce the quality of output. In short, the leader in the workplace should have a stable emotional intelligence for a good personality trait that can help create a fun work environment, thus increasing the level of employee self-esteem and motivation. However, if the leader was characterized by negative psychoticism trait, it was not only affects the emotion themselves, but also the emotional impact of workers and will be damage the quality of work. Obviously with this situation, the self-esteem among employees is to achieve their optimum level and thus can help achieve the percentage of success in realizing the vision and mission of the organization in particular and the country’s vision in general. The end of this paper will demonstrate the need for all leaders to have the emotional intelligence that is based on the strength of the ideal affective and personality as a catalytic force to help enhance employee self-esteem at the workplace. Key word: Self-esteem, Emotional Intelligence, Psychoticism Personality, Workplace Background Construction of a nation would have no meaning without the function and role of men as citizens to move the process of governance, administration, management, operation and control. The statement on the meaning of a country would not be complete without the combination of the functions of the elements of society and humanity. For a developed nation, it should be in line with the development of human capital in each of its citizens. Supposedly, determining factors of human capital is the main emphasis on knowledge and expertise among the people for creating a developed nation. Clearly, here, human capital or human resources are the most important entity in the organization compared with other sources that involve equipment, materials or procedures. As human beings, too, the human capital of first class is the main driver of the organization and determines success or failure of each vision and the mission of each organization. Human capital is the main man against the backdrop of diverse attitudes and behaviours that are centred on elements of cognitive (mind), affective (feeling) and psychomotor (physical). Along it, in the process of forming the personality, attitude and mentality, people are more heavily influenced by the belief system as a result of the sustained momentum of socialization experiences during her life since childhood. But at the same time, knowledge and expertise and the value entity of the factors are relevant to the variation in the determination of human attitudes and actions in the implementation of the treatment of personal responsibility, families, organizations, communities, religions, races and countries. In a similar vein, the human capital management should be in line with emotional and spiritual dimensions which is face of noble values and personality, nor translated into positive behaviour. In reality, the responsibility for managing human capital and the organization is not a relatively simple matter, especially if it is a multinational organization. The question would then arise whether a manager or a leader worthy to be a model in an effort to strengthening human capital through the trait of dynamic personality. Availability of many issues today have showed the existence of bias in the attitude of a leader of an organization that causes many problems exist between the leaders and the workers which is led to conflicts with the prolonged crisis that could eventually threaten the common aspirations. Similarly, humans created by the presence of important domains within the mind, emotions (soul) and physical. In a series of long, people with high in the minds and thoughts are usually admired by all and made n idol of the diversity of life strategies and the creation of a capability rocked environmental technology. The ability of the constant in the power of intelligent thought possible that the ability of other marginal triggered the empty spaces in a more profound nature and characteristics of emotion, soul and feelings. The gap exists between the mind and soul resulted in the progress of the past provides lessons for a thousand meanings, and refresh it back in the new rhythm and a new breath f or common sense to be appreciated for generations to come. Therefore, emotional intelligence or EQ in the present has start given special attention to the function and role in human life in order to improve the scenario the fact shortcomings, to see the country’s capacity to have a first-class citizen in every aspect. Thus, in this concept paper, the authors will highlight the discussion of the dimensions of psychoticism personality among leaders and the impact towards self-esteem employees through several elements in the emotional intelligence aspect. Stable personality in a person who assumed the leader to give a significant impact on the level of self-esteem workers also will affect the climate and working environment for the production of quality work that is more focused and based on ethical values and practices are in line with the personal universal human  and humanities. Strong personalities at the leaders will help the leaders in the governing of human capital more effectively and the objectives of the course will be easy to achieve it together. Purpose of Study The purpose of this study is to explore and discusses the influence of leader personality from the perspective of emotional intelligence (EQ) on employee self-esteem at workplace. This study was investigates too about the personality of leader which have a significant impact on the employee self-esteem and the way we discuss it is by the element of emotional intelligence aspect. Then we will see too how the psychoticism personality among leader will be impact to the employee self-esteem at the workplace. Conceptual of Self-esteem The appreciation or self is part of the elements in the concept of self-esteem where the judge is a part of you. In simple language, self-esteem also means that the extent of an individual is receiving, a love and respects them. Thus, self-esteem have close relationship with the extent of an individual is putting himself in a situation that feels that he is appreciated by others or not. In general, the availability of some models that is detailed in an effort to clarify questions about the aspects and causes the formation of high self-appreciation. Self-esteem has three main models of the affective model, a model of cognitive and sociological models. Self-esteem is also closely linked to elements of self-concept which exists in every individual human being when one sees himself through the subconscious mind self-concept is developed from childhood to become a significant element in the formation of self-esteem adulthood. Abraham Maslow put the needs of their own self-esteem at the fourth level in the hierarchy needs to be fulfilled human life after a level-lower level needs first obtained. The existence of some facts that show the problems arising between the leaders and employees in the workplace so that employees are not motivated and result in low self-esteem (Kenneth, 2010). The effect is also working to provide optimal cooperation in the organization and will eventually provide a better variety of problems including the problem of interpersonal and intrapersonal issues. Communication and interaction within the organization is loose because a variety of prejudices that complicates many of the jerks interfere with the main focus of the work. Its relationship to the discussion here is to explore the employee’s self-esteem from the perspective of emotional intelligence that exists in the personality of the leader. It is well to emphasize the importance of each leader has a strong emotional intelligence in personality as a leader to help enhance the employees self-esteem in the workplace. Conceptual of Emotional Intelligence (EQ) From the terminology of psychology, emotions, the same age with the duration of the ages in the discussion about the scope and review of various studies both in terms of function and importance, although not directly talk about the concept of emotional intelligence. Emotions are also seen as the main branch in the domain of human education and it also a peg which allows complete in every moment of human existence is more meaningful to the embroider of variations of breath feeling sad, happy, joy and calm in the heart. When the terms of the emotional intelligence starts to take place in results and scholarly writings and discussions about the needs assessment is as important as intellectual intelligence, the world has accepted the fact that for a man who managed the successful expression of true, not only requires the intellectual quotient but also the need for emotional intelligence elements arranged in various categories. Although all human beings are born has a heart and feelings, but not all dimensions of the heart is able to handle mold really is the nature of humanity in total. It is synonymous with the words of Plato’s expression of â€Å"emotion is only held by men, but not all people have the humanity†. When the emotional focus as an important element in human life, then was exist the term of emotional intelligence (EQ). Emotional intelligence is seen as a set of emotional and mental skills that help each individual to identify and understand their own feelings and the feelings of others. Emotional intelligence will be able to help improve the ability of each individual to control his. Emotions are the strong feelings in people (such as sadness, anger, etc. . According to Oxford Advanced Learners’ Dictionary (2000), there was state that emotion is a strong feeling, and contains a variety of feelings such as love, joy, hate, fear, jealousy, feelings of excitement and disturbance. The Oxford American Dictionary (1999) describes as feeling a strong emotion of the particular aspects of mental and instinct. According to Goleman (1995), em otional quotient (EQ) is the ability to monitor personal emotions and other emotions, to distinguish the good, and to use the information to help the mind and the actions of a person. In 1996, the Goleman said that emotional intelligence (EQ) is one’s ability to understand his own feelings and use them to make effective decisions in everyday life. Next is the opinion of Thorndike (1920), human emotional intelligence is related to the concept of social intelligence. Thorndike (1920) defines social intelligence as the human ability to understand and manage men, women and children to communicate effectively in human relations. He also has the emotional intelligence to categorize two main parts, namely interpersonal (emotional contact with others) and intrapersonal (emotional connection with the relationship with yourself). Emotional intelligence can also be interpreted as a kind of social intelligence is responsible for controlling one, and a range of emotions, to discriminate against these emotions and use the information to control thought and an action (Mayer et al. , 1993:433). Based of opinion Mayer et al. , (1990), the interpersonal and intrapersonal emotional intelligence is categorized into five major domains that recognize the self, emotional self-management, self-motivation, and empathy and handling relationships effectively. Empathy and handling relationships effectively are categorized in three others, while interpersonal intelligence is to know you; to manage emotions and motivate myself in that category is intrapersonal. In short, the discussion here also takes elements of emotional intelligence (EQ) as the base that serves as a perspective on the influence of leader personality on self-esteem of employees in the workplace. For that, a model of emotional intelligence (EQ) has been explored based on the Four Branch Model of Mayer ; Salovey (1990), which is namely: O Identifying Emotions O Using Emotions O Understanding Emotions O Managing Emotions Emotional Intelligence from the Islamic Perspective Emotions are really closely linked to human psychology. In the Qur’an, has been called more about human emotions as well as in the hadith of the Prophet. Revealed a range of emotions that includes positive and negative emotions was as a guide for the people and the teachings of Islam. Through the Islamic perspective, emotional intelligence is actually more to the process of cleansing the liver. Essential to maintain care not to foul and not damaged very much required in religion as a clean heart is the spiritual food for the Holy Spirit. With a good heart, it emerged that both the value of emotional intelligence. Heart will be dirty when people commit sin so that it became black and dark hearts. Damage to the human soul and conscience will eventually lead to personality, attitudes and negative behavior that is inconsistent with the nature of the purity of human beings. As a result, people who do not learn anything from his life is said to have been suffered blindness in her eyes, but also deaf ears not wanting to listen to the teachings of the good. Obviously here, the emotional intelligence is closely related to religious values. What’s more it is linked to the spiritual nature of spiritual intelligence. The position of spiritual intelligence actually is it on the high when people trying to maintain its relationship with God, while the intellectual and emotional intelligence will bring people to keep in touch with himself, other humans and the environment. Even God Almighty also says in Surah Ash-Shams (91:8-10), which means; â€Å"He inspired the soul of wickedness and piety, and lucky for the purified, loss for the muss. Consistent with this discussion paper, the question of emotional intelligence is important in terms of underlying the leader personality or character in the workplace that will be assumed can help enhance employee self-esteem. Conceptual of Personality Every human being has value and the pattern of her own personality. Personality, also known as general it can be construed as a symbol of the personali ty characteristics of individuals who bring different characteristics to other individual. Personality refers to an individual’s psychological development as a whole. Even the personality of an individual is also reflected by tendency to behave in a certain way. It was covering various aspects such as temperament, intelligence, sentiments, attitudes, interests, beliefs, ideals and values. According to Mahmood (1992), personality traits are available on an individual, such as thinking, acting, emotional, and perceived others to enable different from other people. The discovery of psychological researchers on personality characteristics found in humans is too many, for example, Allport (1937) who discovered the human personality trait of 17,953. Some of them such as locus of control, achievement motivation, authoritarianism, mechiavellisnisme and self-esteem are the personality characteristics that affect work behaviors (Ishak, 2004). The type of personality that exists in every individual human being is the nature and diversity is shown through various studies-trait of human personality. Allport (1937) view of human personality is the result of a combination of biology and environment, while the inherited characteristics are shaped by individual experience. In short personality is an organization that has the character, temperament, intellectual, physical, thinking, feeling and behavior. From an Islamic perspective, personality is defined as a ‘personality or character in general is’. Morals are divided into two types: praiseworthy character or moral misconduct (Shahabudin & Rohizani, 2002). Both types include a two-dimensional character of this same any outward or inward. The ostensible morality could be seen and measured from outside while the inner character is implicit in the liver, but it will eventually evolves through changes in behavior. For an ideal personality, Islam emphasizes the balance between body and soul and enhanced physical health with diet and lifestyle. Similarly here, the heart of souls in need of spiritual food, a practice as a servant to God by doing everything asked of God and leave all that forbidden and with the glory of the practice, the nature of a servant to remove the negative sense of pride that the behavior is manifested as a highly moral. Thus, Islam has stressed the importance of these two types of probation is appropriate to the nature of man’s creation by God that man was created from the spiritual and physical elements, and very closely linked. For the Muslims, the best character models are supposed to be an idol and an example is the character of the Prophet Muhammad as a Prophet sent by God to edify his people. As expressed by Saidatina Aisyah when asked about the Prophet’s morals, â€Å"his character was the Qur’an. † It is clear here, all aspects of lifestyle perfection of Islam are embodied and more taught by the Holy Qur’an and it is translated through the character of Prophet Muhammad for guidance and follow the final days of race. In this case, the interpretation placed on probation, either the inner or outer simultaneously and has a very clear relationship with the heart that the attitude of a man. Moral evil is caused by impurities in the human heart itself. This is consistent with what was spoken by the Prophet which is means; â€Å"In the cavity of the sons of Adam, there is a piece of meat. If the meat is good, then let all his body. If the meat is bad, then his body was evil. Know you that the meat is the heart† (Hadith narrated Bukhari & Muslim). Dimension of Psychoticism Personality According the Theory of Hans Jurgen Eysenck One of the personality trait that psychologist find in the human personality is called psychoticism. One of them is Hans Jurgen Eysenck. Eysenck was known as a leading individual in the modern psychology of personality typology in the 20th century and suggests that the human personality would be great to understand if the hierarchy that consists of behaviour and sets the overall behaviour and important personalities. Eysenck strongly believe that the whole basis of personality traits derived from the seed, in the form of types and traits. He also believes that the behaviour learned  from the environment. According to  him, the personality is an overall pattern of actual and potential behaviour of organisms, as determined by heredity and environment. The pattern of behaviour that originated and developed through the functional interaction of the four major sectors that regulate behaviour, namely the cognitive (intelligence), the conative (character), the affective (temperament), the somatic (constitution). Eysenck has found three types of dimensions which are known as extraversion (E), neuroticism (N), and psychoticism (P), better known as PEN. Each dimension is different from each other and foreigners, until they can be combined freely between dimensions. Psychoticism can be combined together with neuroticism and extraversion, a three-dimensional shape. At first, he just highlights extraversion personality dimensions and neuroticism. But after doing research in a mental institution in England, he later discovered the psychoticism personality dimensions. Like neuroticism, high psychoticism not mean that people are psychotic or natural to be like that, but it only shows part of the common characteristics found in the psychotic and the possibility of a person is more exposed to the environment that can cause it to become psychotic. However, it is possible also to those who have the personality to be exposed to the psychotic failure continues to be controlled from more chronic. Each type in the dimensions obtained by the Eysenck personality theory  is a collection of nine traits, until it has a total of 27 traits. Traits of psychoticism are: aggressive, cold, egocentric, impersonal, impulsivity (impulsive), antisocial, no empathy (unempathy), hard hearts (tough-minded). For the individual human being has a relatively high score psychoticism found by Eysenck traits often have a fairly aggressive, cold, egocentric, not personal, impulsive, antisocial, no empathy, creative and hard-hearted (same with above). But those who score   relatively low  psychoticism  is  a trait, such as treating like, kind, warm, attentive, friendly, quiet, very social, empathic, cooperative and patient. Like in the extrovert and neuroticism, psychoticism has great genetic elements. Overall,  by the analysis of Eysenck,  three-dimensional character is a 75% hereditary and only 25% are caused by the environment. As in neuroticism, psychoticism also follows the model of stress-compensation  (diathesis-stress model). Once again stressed that the high level psychoticism should not be a psychotic, but they have the potential to suffer from stress and psychotic disorders. At the time of the individual human being only suffer low stress,  high scores psychoticism  may still be able to function normally. However, when the stress is relatively heavy, an individual who has become psychotic are difficult to return to normal. Special focus in the discussion  of this concept  paper  is to trace the impact of personality traits that have psychoticism among the leaders towards employee’s self-esteem in the workplace through the perspective of emotional intelligence. In short, between emotional intelligence and personality or character s obviously a very solid relationship. Therefore, the leaders of a leading character certainly have a high level of emotional intelligence and are able to create a climate that is more positive and able to master a respected and emulated by its employees in the workplace. Even the leader of this will always be more sensitive to the feelings of his employees to be able to perform the best for themselves, others and the organization. Here is a diagram to show a summary of ideas within a conceptual framework discussed in this paper. pic] Impact Dimensions of Psychoticism Personality among Leader towards Employee Self-Esteem This talk will trace some elements of psychoticism personality centred on the leader and what the extent that could impact on employee’s self-esteem in the workplace. Dimensions of psychoticism discussed are looking from the negative aspects of personality that needs to be changed to a more positive behaviour among leaders to help increase the level of employee self-esteem. The Impact of Aggressive Personality Aggressive personality is one of the personality traits that exist in the personality psychoticism. In line with this issue, Baron and Newman (1996) have established a three-factor model of aggression in the workplace is the leader of feelings of hostility, and aggressive policy prevents openly. While Ryan and Oestreich (1991) also provides a model category, such as rough treatment, insulted, ignored, denounce, discredit, did not appreciate, the aggressive control of other people, making threats against workers, shouting, anger, temper and could potentially harm the physical. In fact, several studies on the existence of an aggressive personality among the leaders of the workers in the workplace also see the existence of aggressive behaviour in non-verbal and verbal. In summary, the characteristics of the nature of an aggressive leader too when the leader is also very critical of the worker, very strong, brave, do not like being manipulated and very frank manner that is not appropriate for employees in the workplace. Leader shall also have such a feeling aggressive as always feel superior to him, priority rights and self-interest, vindictive, ill-tempered and likes to discourage other people or employees. Associated with the scenarios in the workplace, aggressive leader who often acts as aggression, often with the employee, tempered and does not respect the workers will lead to employee frustration and low self-esteem is easy to feel at once will affect employee motivation. It is supposed to be leaders must ensure that as leaders, they need to reflect themselves about how far their personality when dealing with employees who are not necessarily a personality that far-fetched but it would have been a character, attitude, behaviour and way of thinking that is consistent in every situation as a positive personal. In exploring these issues, the authors also explore the reality that exists in relation to the scene saw several organizations in the past and present. Bruce & Adam (2007) in their book entitled  Ã¢â‚¬â„¢30 Reasons Employees Hate Their Manager’ have  written their book with a source-based view of the statistics more than 50,000 employees from 65 organizations through  The Discovery Surveys, Inc. ’s Normative Database  (since 1993). All respondents were from manufacturing industries and service organizations, and contain a variety of sizes as small as 150 people up to 5000 workers. The majority are from the U. S. companies and there is also a worker in another country. The study found that 46% of employees believe that management treats them with disrespect. Another study is by Abd. Ghani et al. (2008), found between the results of their qualitative research is the leader body language often shows non-verbal behaviour of rude and offensive. That caused the respondents experienced feelings of shock, disorientation and confusion at the very early stages. In line with these studies, for example, characters of the leader characteristics of an aggressive personality more in fact that is also invited negative reactions from employees and even affect employee self-esteem turn affected the quality of work. Most effects were encircling the emotional impact among workers who contributed to the workers in a constantly fear, anxiety and chronic embarrassment just because the face of aggressive leaders. The Impact of Egocentric Personality The next dimension is egocentric personality that leads to the question of the leader character is very selfish and always felt that his right until fail to become leaders who can listen to any complaints and feelings of employees. The attitude of the head of such a situation is certainly easy to invite rejection of support among the workers on the head itself so that it can affect the working climate of harmony in the workplace. Often a leader or manager at work are forgot to put the interests of workers as employees when in fact the main organization is the human capital to realize its vision and mission. However, due to the character of leaders who would prefer to just focus on his own circle without considering the employees emotional, mental and potential in question and make a formal decision or determination of the direction task, the employee will ultimately result in less focused and less interested in the job. Certainly this situation also stems from a sense of self-esteem workers have deteriorated over the attitude of leaders who failed to put the employee as a valued employee. The scenario is consistent with the findings statistically by Bruce & Adam (2007) which showed 52% of employees felt free to voice their opinions openly. In fact, 66% of employees were told that management did not want to hear their words and about 67% of respondents also said that the management failed to act on the advice of staff. The study shows that there is a direct nature egocentric character is when the head does not leave room for employees to express their opinions and feelings about work and working environment, and do not want to take into account the views of workers in decision-making process. It is probable that the egocentric leaders also felt the staffs were too naive at the same time shows that the leader was look down the employee’s capability. Leaders also are more concerned what are they think and plan itself for no consideration for the employees think and hope is. The Impact of No Empathy Personality Leader personality was not empathy is the reason to the level of self-esteem of workers could be affected so that it can provide a major impact on the loss of self-respect and lose confidence in them (Abd. Ghani, 2008). Should begin with a sense of empathy  to understand the emotional process in which the leader began to think why he and others so emotional. Leader may also be involved in the equality of thinking to reflect the recommendations of the capacity to analyse emotions. These conditions include a dictionary to understand the emotions and attitudes on a combination of emotional, progress and the transition from self to others. Circumstances that indicate the level of empathy plays an important role. Leader should do the simulations he need to try to put himself in others shoes to understand their emotions. In short, leaders who have high empathy are the ability to understand complex emotions and emotional chains and how the emotion is changed at every level. It is the same scenario at work that very much need every leader to have a sense of empathy for workers to head to penetrate the heart and the circumstances of each employee and will not misunderstand, then think that one can be prejudicial to relations within the organization. In fact, empathy of leader impact will be absorbed among the workers so that workers can strengthen their self-esteem and to cultivate empathic behaviour with colleagues. The need for leaders to understand the emotions is also important for employees to communicate emotional meaning. If the leader is able to understand about the tide, ebb and flow of emotion, the leader should also be able to anticipate what might happen in the future with some reasons. Thus, no presumption would arise that bad for workers and leaders also should be able to predict whether the employee may be felt as a result of its success has a lot of emotion in his own treasury. Leader also is able to understand the emotional conflicts of employees to address the various problems that may arise in the workplace. Even if leaders do not have the characteristics of empathy, it is possible to arise various problems such as loss of respect for workers on the head, feel hate, anger and resentment that may affect the unstoppable so focused on work as well as providing a significant impact on self-esteem of workers. In fact, it may not be up to the issue as a teacher in Kedah is hurting his boss of the way of punching and kicking (Utusan Malaysia Online, 27 April 2011) which became a symbol of the long pent-up anger, which most likely also arise for a variety of taste is not satisfied since the early stages. The Impact of Anti-Social Personality Through anti-social personality dimensions, was found people with these personality types are more likely to comport with the regulations ignore the moral and ethical standards that exist in society and the global demand. Although on the face of an individual who has seen active and the personalities of others is often acceptable, but the fact that individuals prefer to manipulate and exploit others, and often violate the law, often took advantage and never feel guilty. Even individuals with anti-social personality traits will also be doing things without considering the feelings of others, rather impulsive and difficult to deal with failure as the feeling that everything they do will not fail. According Cleckly (1976), anti-social people with the disease is usually easy to get bored with something or the state but they have a strong feeling to find something new. They can make a good first impression. A person who anti-social personality is without consciousness looks like scary or damaging other people to satisfy his own feelings. They are smart to influence others to think that they are normal people although they do not actually have a mature mind, the establishment of a wobbly, and ignored the convenience and interests of others. In an environment in the workplace, it is possible that there is often a problem to be the leader characteristics such as anti-social like the ability to exploit workers or often take advantage of the naivety and the acquiescence of its employees. The study by Abd Ghani et al. 2008) shows that the dysfunctional behaviour that exist among school principals as the school chief example is when they are often given the task demands and workload rather excessive and unreasonable. Even the head of such an attitude also shows no sense of respect for employees and free to do what is liked without thinking of working conditions are physically and emotionally. It can be seen by respondent’s statement in an interview like the following: â€Å"†¦ There when he asked for the work u ntil 4. 00 pm. After that came the night is just to the expiration of all the work. There, he was asked to come on Saturday to finish the work. We feel depressed †¦Ã¢â‚¬ Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   (Source: G3) â€Å"†¦ The way he made the decision was autocratic. He decided him just go willingly. Select a person he will, too. No one dared to ask †¦ † (Source: G4) â€Å"†¦ I am always afraid when the principal walk near corridors of the class I teach. I’m so stiff, new kinds of teaching out of fear for one. Sometimes the idea stuck. The voice was stuck too. I am really tension when he was last. My relationships with students are also affected. A lot of punishment than praise †¦ † (Source: G3) â€Å"†¦ My tension is not finished until the last meal. Back home I tried to sleep but I always could not sleep for thinking of the events at the school †¦ † (Source: G8) Quite clearly through the examples in this interview, how the character of their leader have gave a big impact on their physical and emotional development as an employee. Therefore, it is no doubt that the head of the anti-social personality as above is also an impact on employee self-esteem where workers also have a sense of reality and not a robot. Through the study of  Bruce & Adam (2007) in various organizations industry found that a total of 7 of 10 employees said that there was no correlation between the wages they receive with the performance. This means they have to work hard with a lot of dumping duties would be but a little salary. In fact, 61% of respondents are not satisfied with the salaries that they have receive are not commensurate with the perceived power of sweat they have to offer. This once again implies that the head was exploiting their workers and the excessive use of labour. Leader also forget that workers are also uman beings who need rewards commensurate with what is done, both in terms of the money, what more in terms of motivation and reward nor recognition of self as a gift, a certificate and recognition like ‘the best employee for the month’, and for that employee self-esteem can be improved in line with the increased quality of work. But the failure of leaders to appreciate the importance of the end result is too many shortcomings in terms of physical, emotional and minds among the workers and their impact in the long term. The Influence of Emotional Intelligence (EQ) towards Self-Esteem of Employee through the Personality of Leader The question of the interpretation of emotional intelligence has clearly shown that the existence of elements of cleansing the soul that led to the positive characteristics and values are translated to the personality and should be applied in everyday life that underlies the patterns of life. Together, the efforts to strengthen the emotional intelligence of individuals should not be considered silent because it is the main frame in order to strengthen other aspects of nature and transformed by the behavior and establish a more dominant personality with emotional intelligence. In this discussion is accounted for dimensions that can help enhance employee self-esteem through the dynamic personality of the leader in the workplace that should be more consistent, compare than psychoticism personality which is more to unstable. Discussed below is on the basis of the Four Branch Model of Mayer & Salovey (1990) and the association. i. Identifying Emotions Individuals will begin to see, perceive and identify emotions shape whether sad, happy or scared at one time, including the stimulation of the environment in terms of the human voice, storytelling, music and the arts in this first stage process. When the individual is more focused on the emotion itself, this dimension is closely related to awareness of a great emotional blow will enable the individual to also be thinking about things that may arise in the emotions of others. Usually this happens when there is a level that would stimulate the emotions that make the individual will begin to respond. Relevance to the scene leader and worker in the workplace is where the leader is able to identify her own emotions and her employee emotions. Personality is always sensitive to the leader around what more sensitive to the feelings and emotions of employees will more easily enable leaders to identify what employees are feeling, when he also able to recognize his own feelings. Key words in this first process are appropriate when there is awareness of their own emotions and emotions of others. Leader should know how to find and label their own feelings and the feelings of workers accurately, if he wants to better understand themselves and others. When the leader is always trying to find out how they feel, they would be more aware of the increase and shift every sense. This is important for a leader track and figure out whether the employee was disappointed because of the situation caused by the A or B. With that ability, the leader would be able to talk about feelings and the leader can also indicate his own feelings at the same time be able to detect any change in his feelings that exist both in the environment. Indirectly, the personalities of these leaders will make employees feel valued, understood and respected. It is also an early indicator of the workers that their leaders can pave the way for discussion if the employee is found to have any problems. Consequently, the worker will be able to self-esteem improved since been directly affected by the personality of leaders who have the characteristics of a strong emotional intelligence. In fact, workers will also be more motivated to work together and strive to produce better quality work. Quite clearly, the functions and roles of leaders in the workplace are very important in influencing the emotions of employees to give effect to the level of employee self-esteem. ii. Using Emotions The second stage is the part that shows the individual uses as a medium of emotion and reason on his mind in connection with a matter of rational, logical and creative. Using emotions may require the ability to use feelings to help some of the cognitive effort as the reason, problem solving, decision making and interpersonal communication. Emotions can create a variety of mental set that proved to be more or less adjusted to the different types of ground work. With a discussion of the relevance of this process here is where the leader will start to focus his thoughts on the situation whether the attention, focus or motivation. Then head to the suitability of emotions associated with the situation and the leader that has the characteristics of this skill in his personality will be more creative, motivating and inspiring employees and not selfish. Even the leaders who have the emotional skills will also be using emotion as a day to increase thinking. Then supposedly leader will feel the emotions first before thinking to interpret what you can before you act. Of course this is in line with what is emphasized in Islam when it is said that the heart and soul is the priority in disclosing behavior and personality. Therefore, it should be emotional and heart is an entity that is positive and good values for the formation of behavior is also positive and generous. In the same tone, emotion is able to strengthen the mind as the emotional mind working with a more unique method. Emotions can help to improve human thinking and problem solving skills to make decisions (Schwarz N. , 2002). Even the leaders are also able to constantly motivate the employees either directly or indirectly, and motivate employees to be smart to handle the negative emotions with a systematic method of thinking through the best sense of God’s grace in solving problems while working to change the medium to more positive emotions. The momentum of the self will certainly strengthen the emotions, mentality and personality to become more excited and motivated to face any situation but also able to find solutions that are more relevant when dealing with any problems through the exploration of a wise and prudent. In Islam it has stressed that we need to work hard and try as though we will live longer, at the same time we also need to diligently serve God as if we were to die tomorrow. This expression should be a motivation to everyone if they can understand, appreciate and contemplate the meaning behind them. Al-Ghazali discusses the motivation for this question in terms of intention and desire to do something before (Sa’id, 2008). Whenever a person has a goal and vision to do something, and then followed that action will realize the good intentions that are targeted to become a reality. With the strengthening of self-motivation, the leaders and workers will be clearer with the direction and goals in life. Vision and mission in the struggle to achieve success will always be a platform based on the spirit of self that is never give up to continue. Motivated individuals who are symbols of people who strove to achieve the objectives of not abandon the question of personal ethics and moral values and universal symbol of character strength. For the leader, no was losses to always provide external power and motivation to employees. Each byte has a meaning of its own word and employees can feel the strength that allows them to learn independently to achieve organizational goals in life in general and specifically. Awards are given in many forms though to a minimum is very important because it enables them to believe that by behaving positively and produce quality work will continue to allow them accepted and respected by leaders and colleagues. But in the context of this neglect will cause employees to assess the human leader as a failure to help make them fun to work. This is consistent with the statistical findings by Bruce & Adam (2007) showed that 53% of workers have said that employers or their bosses did not positively motivate them to work. iii. Understanding Emotions The third stage is to understand the emotional process in which individuals begin to think why he and others so emotional. Individuals may also be involved in the equality of thinking to reflect the recommendations of the capacity to analyze emotions. These conditions include a dictionary to understand the emotions and attitudes on a combination of emotional, progress and the transition from self to others. At this stage, the level of empathy plays an important role. Individuals are trying to put themselves in others to understand their emotions. In short, individuals are also able to understand complex emotions and emotional chains and how the emotion is changed at every level. It is the same scenario at work that very much need every leader to have a sense of empathy for workers to be more to dive into the heart and the circumstances of each employee and will not misunderstand, and think that one can be prejudicial to relations within the organization. In fact, empathy is the impact will be absorbed among the workers so that workers can strengthen their self-esteem and to cultivate empathic behavior with colleagues. The need for leaders to understand the emotions is also important for employees to communicate emotional meaning. If the leader is able to understand about the tide, ebb and flow of emotion, the leader should also know what might happen in the future, when able to predict and anticipate with some reasons. Thus, no presumption would arise that bad for workers and leaders also should be able to predict whether the employee may be felt as a result of its success has a lot of emotion in his own treasury. Leader also is able to understand the emotional conflicts of employees to address the various problems that may arise in the workplace. It is also to prevent the existence of too many ‘red tape’ which can jerk the interaction between workers and leaders. If this can be overcome by the head, then will likely reduce the percentage of 53% which reflects the assessment of workers detected the presence of ‘red tape’ in the organization through a study (Bruce & Adam, 2007). iv. Managing Emotions This is the last stage in this model. The process at this stage refers to the ability of individuals to control and manage their emotions and others. When managing their own feelings, we should monitor, differentiate, and label our feelings exactly. Some people certainly have more or less effective in helping another person to deal with emotions. For example, some individuals often know things that ought to say, to motivate colleagues and to provide inspiration to others. At this level, ability to control themselves and manage themselves should be considered. Things are quite important to ensure that decisions and actions made ased on emotion and logic in order to get results. Emotional management also includes the ability to manage and control the tremendous emotional when threatened to hurt feelings, whether physical, mental or emotional. Control emotions to create an individual right that can interact and communicate better with others. Positive emotions as a catalyst for positive thoughts and emotions can be controlled from a more emotional when the mind to think in a more rational. Leader should be able to apply the personality and the best model for its employees living, admire and emulate. The success of the leader emotions that enable employees to handle these problems with more wisdom and parenting dimensions would produce a very dynamic effect but also help enhance employee self-esteem. Leader which is honest, interact and guiding employees also must be met for better work and be able to realize the objectives of the organization together. Strength in social skills is also the leader or worker to understand the other person with the ability to translate one’s feelings appropriately as a marker that he understood and accepted in the interaction or communication. Every facial expression or body language should be easily understandable for the interactions that are meaningful. However, the leader who failed to manage and regulate their emotions will be seen by employees as a hot-tempered, selfish and arrogant. Unstable of emotion on the leader like this is often just want to achieve the objective of making decisions without emotion will usually fail to see the ‘forest for the trees’ (Salovey & Caruso, 2004). Current Challenges and Outlooks Searching questions on psychoticism personality among leaders, giving emotional impact on employees has been brought to  us about the reality that there are many phenomena that affect the workers, nor the emotion and character evolution in the self-chief himself. The phenomenon that exists from time to time, so without us realizing, problems at work that involves the interaction and relationship between leaders and employees is not an issue we can look trivial and is not an isolated issue. In fact it is a string of evidence and the space to the world organization and the industry to do further research efforts in the on-going cover the emotional, mental and physical leaders and workers. Nor should the situation  arise,  such as ‘the storks’ a  fun one-blame, and if the results are biased to leaders perception toward employees is different from the results of employees’ perception toward leaders which is always contra. Instead it is necessary to look at the question from multi-dimensional framework of fair and transparent of thought through a comparison of data and the actual argument that can be strengthened. These issues demonstrate the continuity of the discussion of challenges and expectations that work on the positive and negative dimensions through several findings phenomenon. Among them is the actual scenario of workers who are victims of a leader or an employer fairly brutal causing clinical depression for 41% of victims, referring to a study by Bullybusters. org the online in Benicia, Canada is seeing the reality of abuse in the workplace. The problem of bullying is indeed a sense claimed self-belief, self-confidence and respect among employees who are victims but also provides the physical symptoms of various diseases such as sleep disorders, ulcers, high blood pressure, loss of creativity and probably also suffered post-traumatic stress disorder (Kenneth,  2010). Kenneth (2010) also explained that after 20 years of research and results of 60,000 interviews conducted, then Saratoga Institute*  reports that 80% acknowledged the existence of a direct correlation of dissatisfaction in the relationship between the leader of the employee or employer. Referring also review the Gallup Organization about the recent reality of the one million workers, one of the reasons most people leave work was because the employer at the workplace. There are other studies by the Gallup also found that the management is very weak in 50% average 44% less productive and less profitable than operating a nicer group. According to Marie (1998), the results of a study found 89% of managers believe that employees leave a job or keep working it is because of money. But in a study by Leigh (2005) with the cooperation with the Saratoga Institute found that as many as about 20,000 workers from 18 industries and from various other studies to detect as many as 80 to 90% of workers leaving the job is not for the reason of money. Then the argument was more focused on job factors, factors manager or leader, work culture and environment. Next Chapman (2006) explains there are studies conducted by the  Chartered Institute of Management  of stress and health at work among professionals. Results showed that anger and lack of humour among themselves while working to contribute to the stress in the workplace. Such a situation is certainly affecting the performance of the business of the institute. The study also concluded that the humour serves to produce  a good  mood,  staff, and inspired works of high and thus reduces the stress in the workplace. Stress at work can kill the staff and the organization itself (Granirer, 1999 in the Wan Zanariah, 2007). Then the study by the Ministry of Health in Malaysia has been estimated that a highlight of every 10 persons found to be psychotic problems (Zulkifli, 2007 in the Wan Zanariah, 2007). Truly a work environment that is less comfortable and dissatisfaction in the work may also lead to mental problems. This situation involves stress, depression, sadness and so was able to kill people slowly (Granirer, 1999 in the Wan Zanariah, 2007). The above findings clearly reflect the actual scenario which is inherent and challenges in the workplace in the past, present or future time-as long as there had been no shift in the transformation of human governance. That is the challenge that must be addressed and the opportunity for each organization will always detect such problems than to wander. It is quite clear also that the ability of a leader is to drive the workers under its operation as a strong group of organizations is not just solely depend on the revenue sources of the highest quality labour, but they also need to ensure that emotional labour should also be in a stable condition for it is closely related to the ability to focus totally on the production of better quality work. Any problems that exist should be faced with the emotional stability and rational thinking through the ideal personality and emotional intelligence are intact. Certainly, workers are also human as the leader that also has a limitation of emotion and energy that cannot use by the leader without any restrictions. Along with that, is to be hoped that every leader in the workplace must ensure and need to their return to assess on their personality and character which should be more positive, what could they also be in and the same time they are also is an employee to the management of more high at the top. Although the head line is from the different background, experiences and qualifications when at the same time they are as an employee and at the same time, they also are the leader for workers which are under their lines. Therefore, they should be more understanding of feelings as an employee and their strengths are quite different from the workers because they can explore and feel the feelings as leader too. There is also the leader are supposed to be more empathetic and need to easily detect the need to manage the climate in the workplace in line with the needs that are not set aside the question of humanity. If the leader fails to change its own personality and character to an acceptable, it is likely that the leader himself will continue to face various problems associated with extreme emotions such as anger; stress, frustration, suspicion and paranoid to the next stage would be detrimental to self-itself with physical ailments like heart disease, high blood pressure and stroke. There is always the element of peace of mind needs to be enhanced by cleaning the soul within every leader is necessary to help shape the work environment to a more harmonious and also make workers more motivated to work with. Self-esteem of employees would rise and can help the organization to achieve the aspirations and objectives by work together, so it will be easier to make it reality for all of the aim. Conclusion For the conclusions, dimensional stability of personality in psychoticism elements that must be more positive through the perspective of emotional intelligence  among  leaders is to be the main catalysts that can help enhance employee self-esteem thereby increasing the motivation and the quality of their work. Leader also plays an important role to implement the elements of a positive character in the style of leadership to become a habit and can be appreciated by both the employee as a medium to give them a high level of motivation in the dimensions of self-possession of self-esteem. By having the robustness of the emotional and mental aspects, each employee will also have the personality and behaviour that is consistent with the demands of human nature to live harmoniously in all circumstances. Obviously this will also help reduce the stress suffered as a esult of the routine and work load is getting worse especially plus the coupled with commitment and responsibility at home. Emotional stability will enable employees to work with leaders to produce a better quality of work output as well as providing an ideal joy in interaction with the environment, including with the family and community. This connection makes the rhythm of psychology between employees and leaders are to become more dy namic and capable of achieving a healthy lifestyle that helps the stability of the social dimension of socialization. Strength of the affective through the practice of moral values will enable the community has triggered not just a first class facilities, but also have the first-class personalities and competent superior in terms of communication, appearance, knowledge, soul and mind so that it is possible to re-emerge as a nation people who admired and full of social, economic, scientific expertise as well as the continuity of human civilization glorious past, present and future. Success should also be as a bridge in order to achieve success and happiness in the Hereafter is more immortal forever. Certainly also the leader should be the best model for the workers so that they can become the main alternative in dealing with issues of interaction and communication problems in the workplace between leaders and employees. In conclusion, employee self-esteem should be more enhanced and establish the dominant function of the leader by the dynamics personality through human governance practices with more systematic and based on values that can be translated in the affective behaviour in the form acceptable to the organization, and so on in the community and the country.