Increasing Intercultural Competence and Tolerance in...

In their paper, â€Å"Increasing Intercultural Competence and Tolerance in Multicultural Schools: A Training Program and Its Effectiveness,† Lebedeva, Makarova, and Tatarko (2013) discuss the Training of Intercultural Competence and Tolerance (TICT) program that was developed as a measure for preventing interethnic conflicts that were prevalent in the North Caucasus Federal District of Russia. In the paper, the authors examine the motives for developing the training program, the structure of the program, and the outcome of implementing the program. Lebedeva et al. (2013) explain the North Caucasus Federal District of Russia is comprised of more than 130 ethnic groups with the number increasing as more people migrate from the South Caucasus. The increasing numbers of migrants to the North Caucasus has created additional stress to an area that is already suffering from ethnic tensions (Lebedeva et al.). The authors describe the program as being developed as a means of training intercultural competence to adolescent students as a way of reducing tension caused by ethnic prejudices. Lebedeva et al. (2013) summarize the program goals as the following: reduce anxiety in intercultural interactions, overcome ethnic prejudices and negative stereotypes, form cognitive and emotional empathy, develop an isomorphic attribution of outgroup behavior, form a common identity, and model positive behavior patterns in intercultural interaction (p. 40) Using models from social and

The Lucifer Effect Is A Theory Of Psychology - 1568 Words

In life, we are often presented with situations of misfortune and distress. It is said that these circumstances tend to shape who we are, morally and cognitively. When things don’t turn out the way we expected, it is common that we begin to try and alter the situation to favor our desires. Have you ever considered that the situation might be changing you? This phenomenon is known as â€Å"The Lucifer effect.† The title originates from the biblical name for Satan, and is described as the demoralization of an individual’s personality and behavior due to a horrific event/experience in their life. ‘Lucifer’ was said to be an angel of the Lord in heaven. After he began realizing that God loved humanity over him, he began to grow angry. He rebelled and was cast out of Heaven, making his ultimate goal to turn good people into heathens. This can’t be directly validated, but we can however take a deeper look at the issue named after it. The Lucifer Eff ect is a theory of psychology that has been extensively researched, and its effects can most prominently be seen in the infamous â€Å"Stanford Prison Experiment.† In this trial, Philip Zimbardo and a group of colleagues split a group of undergraduate students into two groups: prisoners and prison guards. They wanted to see how certain circumstances and situations affected a person’s behavior. Zimbardo would go on to write a book with his findings, and along with other psychological studies, the darkness behind the Lucifer effect is brought intoShow MoreRelatedTheorist : Philip Zimbardo s `` The Lucifer Effect ``984 Words   |  4 PagesZimbardo, contributed to the field of psychology immensely in multiple ways, one being his theory, called the â€Å"The Lucifer Effect†, another being the Stanford prison experiment. Zimbardo was born in New York City on March 23,1933 and was raised in south bronx, where crime was at a high. As he was growing up he was intrigued with why people turned bad and what causes them to do such things. He graduated from Brooklyn college with a triple major in psychology, sociology, and anthropology. He laterRead MoreSummary : Leviathan 1156 Words   |  5 PagesMs. Tague Sophomore English P4 4 March, 2015 Prompt 1: Social Science Research Paper Leviathan, Hobbesian Theory, states that if men live without a common power to keep them all in awe, they are in that condition which is called [War]. This statement implies men are more likely to favor disorder when there is no authority to check on their behaviors. Why do we act differently in the presence of authority? When my mother is nearby, I am more focused and I pay more attention to details. HoweverRead MoreGeorge Zimbardo s Mock Prison Experiment And Other Past Events1507 Words   |  7 Pagesdepicted in one of Philip Zimbardo’s theory, the Lucifer effect. Philip Zimbardo is a well know psychologist and a professor at Stanford University, who spends most of his life studying how could people could be corrupted. The Lucifer effect focuses on the transformation of the human psychology towards evil. Moreover, it also emphasis how good people are prone to corruption by powerful situational forces. Philip Zimbardo would spend many years to prove his theory; one of hi s most famous experimentRead MoreTo See, or Not to See. Evil Exists and Grows.973 Words   |  4 Pagesincreasing intensity of evil when it grows and in turn becoming less manageable. Good people sometimes do bad things. Famed social psychologist, Phillip Zimbardo explored why exactly â€Å"good people turn evil† (Zimbardo) with his theory of The Lucifer Effect, named after Lucifer the angel of Heaven who was sent to Hell. In certain situations, individuals are faced with an ultimatum where they have to engage in behaviors that would otherwise be unfamiliar and unacceptable to them. War is a perfect exampleRead MoreThe Stanford Prison Experiment : Psychological Effects Of A Prisoner And Guard Scenario1271 Words   |  6 PagesThis is what to expect from an evil place where grown men can be molded; broken and reformed into a weaker being or into a strong piece of iron. The Stanford Prison Experiment was a study put together by Phillip Zambardo to test the psychological effects of a prisoner and guard scenario in a mock prison setting. The experiment lasted seven to fourteen days and was comprised of twenty-four male students, who were picked at random to t ake part in the experiment. The role of guard and prisoner were alsoRead MoreThe Lucifer Effect Is An Eye Opener For Me1919 Words   |  8 PagesReading The Lucifer Effect was an eye opener for me. It got me thinking do we really know anyone for that matter do we know ourselves? There are times in of our lives, have we been astonished to learn about the activities of someone we thought we knew very well. Are those who commit atrocities people with serious character defects or psychopathology, or are they ordinary people responding to an extraordinary situation? The Lucifer Effect delivers some possible rationalizations for these personalRead MoreStanford Prisoner s Experiment And Electric Shock Experiment1120 Words   |  5 Pages Stanford Prisoner’s experiment and Electric Shock Experiment Stanford Prisoner’s experiment The documentary Stanford prison experiment describes a simulation of the Stanford University s prison experiment. Simulated prison is located in psychology at Stanford University building in the basement, the experimenter took 24 out of 75 male students, and randomly assigned them to the role of prisoners or guards. A total of 70 students from the United States apply to participate in the experimentRead MoreLeadership And Teams : Conformity1278 Words   |  6 Pageswill present information that answers the requested questions and provide an opportunity to learn and become a better manager because of the information. Conformity It seems that many people that construct teams are weary of conformity and the effect it can have on the innovation of the team and ultimately the end result. Teams are an intrical part of our society and many of the successful business, but just having a team is not make the process successful. Understanding the dynamic of the individualsRead MoreBystander Effect And Crises : Bystander Effects1625 Words   |  7 Pages Anthony R. Hudgens March 24, 2016 Case Study #4 Bystander Effect and Crises Bystander Effect and Crises A woman by the name of Kitty Genovese was stalked and stabbed to death in an alleyway of Queens, New York, in 1964 (Pugh Henry). It is reported that there were nearly 40 witnesses who heard her screams for help but failed to do so (Colangelo, 2014). Why is it that some individuals tend to shy away from bad situations in which help is clearly needed? Kitty’s murderer, Winston MoselyRead MoreCan Torture Ever Be Justified?1596 Words   |  6 Pagesthe lives of innocent people prevails the infliction of physical pains to criminals. Others reject torture as both unreliable and an insult to basic principles of human rights. Some people have attempted to justify the use of torture with just war theory and the infamous ticking time-bomb scenario. For instance, one pundit argues, if it is moral to go to war and kill thousands to prevent potential acts of terror on U.S. soil, why cannot we inflict pain on one man, if that would stop imminent acts

Marriott Case Hbs Free Essays

Issue In this assignment, we are asked to compute the WACC of Marriott Corporation and each of the company’s three divisions. Our approach is outlined in the next section. We made a series of assumptions regarding either the available data or the missing information. We will write a custom essay sample on Marriott Case Hbs or any similar topic only for you Order Now This has been explained below, in a separate section. Approach We applied the following formulae to calculate the WACC: Our assumptions are explained in the next section. The table below presents the approach for calculations at corporation level and division level according to each of the variables. Marriott’s capital structure comprises debt (fixed and floating) and equity. Marriott CorporationBusiness Lines 1Beta of Debt (?  ¬Ã‚ ¬d)Computed using correlation between SP500 returns and HG Corp Bonds (recent history is implicitly more weighted), s. d. of the SP500 and s. d. of the HG Corp Bonds (Exhibit 4)Same 2Risk-Free RateEstimated to be equal to 10y US Gov Interest Rate as of April 1988 (Table B)Same 3Current LeverageUsing financial statements (Exhibit 1), we estimated the market value of debt and divided by market value of assets. Market value of debt is estimated to be equal to its book value. Market value of assets is equal to market value of debt + market value of equity (number of outstanding shares * price per share)N/A 4Market Risk PremiumFrom table of returns (Exhibit 5), taken as the average of spread between rates of return for SP500 and LT US Gov Bonds, 1926-87Same 5Tax RateEstimated from data in exhibit 1, from ratio between income before tax and net income for year 1987Same 6Beta of Equity (? E), Unlevered ? E Levered can be found in Exhibit 3 for the current debt load. Using the current leverage ratio (Step 3), we calculate the unlevered ? E. Having found unlevered equity betas of comparables from their leverage ratio and levered ? E (Exhibit 3), we averaged the unlevered ? E to get the unlevered ? E for each Marriott division. Restaurants division was mapped on Restaurants comparables, Lodging on Hotels whilst Contract Services was implied from Marriott’s and other two divisions unlevered ? E and their respective share in total assets book value. 7Cost of Equity (RL)We recalculated the new Levered ? E based on target leverage of Marriott (Table A) then, combine the Levered ? E, risk free rate, and MRP to calculated the cost of equity using CAPM relationship. Same, except unlevered beta from previous step was used to calculate levered beta. 8Cost of Debt (RD)See step 7, using Beta DebtSame 9WACCWACC formula accounting for ITS correctionSame, respective target leverage ratios and a ? D equal to Marriott’s ? D were used to estimate WACC. Assumptions †¢Overall Assumptions: Although we assume an ITS, we do not have the data to calculate individual ITS for each division and Marriott. As a result, we assume E*=E (rather than E*=E+ITS) and that the ITS is as risky as debt. We assume debt is perpetual and no growth. Beta of Debt: Although Marriott is one firm, we assume it is fairly comparable to a generic HG Corp, with single A rating. Therefore we performed a linear regression on the rate of returns of HG Corporate Bonds against SP 500 rate of returns, as a proxy of the market portfolio rate of returns. †¢Risk-free rate: The 10Yr UST is assumed to be the best estimate at company and division level. Ideally, each cash flow shoul d be discounted using a government bond with the same maturity. For this case, the selection of the maturity should one that matches best the entire cash flow stream being valued. Also, 1Yr rate is very volatile and 30Y illiquid and thus there is premium built therein. We have assumed that the rates provided in Table B are for zero-coupon bonds, and USD. †¢Current leverage: Market value of debt is estimated to be equal to its book value. The firm is HG, risk premium for HG bonds is relatively low, and we have no information on coupon level of fixed rate debt. The floating rate debt is likely to trade close to par. For subsequent calculations, we also assumed the average maturity at five years. There is only long-term debt for us to consider. Market risk premium: In the same fashion that we estimate the risk free rate benchmark is 10y UST Bond Interest Rate, so we used the difference of average returns between LT UST Bonds and SP 500 for the period 1926-87, the longest history available we have. We are aware of the imperfection of using historical rates of return. †¢Average corporate tax rate: We assume that the rate calculated as the average rate app lied to 1987 is a reasonable proxy for future tax rate. Tax rate is applicable across divisions. †¢Cost of Debt: SP 500 is also considered to be best proxy available for market portfolio. We also assumed no financial distress, which is reasonable because firm has real assets and overhead cost is 3% of revenue. Competitors and divisions have the same debt beta as Marriott: †¢Beta equity of each division: it has been assumed that the unlevered beta equity of each division is comparable to the average of unlevered beta equity of the comparables identified in the case for each relevant business segment. †¢Weighted average of book value of assets was used to determine the unlevered beta of Contract Division, we assumed this to be a reasonable proxy instead of market value of assets. How to cite Marriott Case Hbs, Papers

Meeting Organisational Development Needs

Question: Describe about the Meeting Organisational Development Needs? Answer: Introduction: This assignment discusses the necessity of learning and development on the aspect of given case study. This assignment discusses the appropriateness as well as effectiveness of development and learning towards the employees of the organisation. Analyzing the methods of identifying the needs of Learning and development: There are different patterns of learning of different individuals. Individual person learns differently in accordance with the types of personality. Honey and Mumford has developed style of learning for the individuals. Honey and Mumford have developed four learning styles; those are Activist, Theorist, Reflector and Pragmatist. Activist has very open mind. They attribute towards any type of approach of learning. Theorist always tends to understand thing with the activities of theories and concepts as well as relevant models. Pragmatist seeks to identify the theoretical knowledge within the practical aspect of learning. They depend on the case studies method of learning. A reflector learns several aspect of learning while collecting data. On the other hand, BEEVERS and REA, 2013) argued that, VARK is the process of learning. This process is included within visual sense, aural sense etc. Different modes are dominant to one person or another within the context of learning. There is another type of test for assessing the learning style of individual person. MBTI (MyersBriggs Type Indicator) helps to discuss the types of personality of an individual person. This test refers to the types of personality of a human being. According to this concept, a person can be extravert or introvert, sensory thinker within the aspect of his/her life. However, inclusive learning is also an important aspect of learning techniques for the individual. The strategy of inclusive learning refers to the process of teaching in order to identify the needs of the learners. Inclusive learning helps to every individual people to understand the needs and requirements of the learners within different context of learning. The process of inclusive learning helps to teach different students with cultural diversity. Identifying the contexts for the needs of Learning and development: As discussed by BUCKLEY and CAPLE (2009), the aspect of learning as well as development is very important and effective for the future development of a person within the context of organisation. Learning and development helps to manage the talent of employees within the context of individual as well as organisation. A manager can utilize several strategies of learning and development for managing the talent as well as building developed culture. There are several needs of strategies of learning and development for the purpose of enhancement within the organisation. Within the perspective of human resource activities of an organisation, training and development of learning is very effective for the development of human resources within the organisation. However, needs analysis is important and essential in order to identify the necessity of training and development within the organisation (HARRISON, 2009). Today the work environment has been become very competitive. Todays competitive world has become very competitive. Therefore, every employee should be very skilled for performing the responsibilities and duties within the organisation. However, the work environment of the company has required several skilled employees in order to perform several complex tasks within an efficient as well as cost-effective and safe manner. Effective training can be considered as a tool of performance improvement. This tool is very much needed at the time when employees cannot be able to perform within the standard level of the organisation. The level of performance should be enhanced as per the expected level of the organisation. Therefore, an effective technique of performance should be very necessary for the development of the organisation. However, there are difference between the real level and required level of the performance of job within the organisation. The level of performance always has the necessity of training and development (STEWART and ROGERS, 2012). However, within the purpose of instructional design, the identification of the necessity of training should be involved within the first step of instructional design. However, the needs of training analysis should be able to identify the people who need training and development. This analysis also helps to discover the type of training for the employees Lack of training also affects upon the intention of turnover among the employees. Training and development helps to motivate the people of the organisation. Effective training and development helps to enhance the quality of organisation. An individual employee can be motivated with the help of effective learning and development. The strategy of learning as well as development refers to the effective process of managing the learning attributes (Wilson, 2014). Identification of Learning and development interventions for meeting learning needs: Learning and development (LD) strategy is an organisational strategy that can be helpful for articulating the capabilities of workforce, required skills and competencies for ensuring the sustainable as well as successful operation of the organisation. This strategy can be helpful for ensuring the success of the organization. This also can be helpful for enhancing the effectiveness or work operation of the organization (Rice, 2011). Recent research of CIPD has emphasized upon the significance of the practice of strategic human resource management that has aligned with the strategy of overall business. The strategy of learning and development should reflect as well as strengthen the approach within the broader strategy of human resource management. In order to develop a strategy, operational as well as financial language should be developed within the business operation of an organisation. Learning and development helps to take appropriate decisions of challenge and technique of risk management for enhancing the effectiveness of the organisation. Effective process of LD can also be helpful for providing value towards the employees of the organisation. The process of employee engagement will be effective with the help of extensive learning and development process (Lvdn et al. 2013). Employee engagement is also a very important aspect for the effectiveness of an organisation. The aspect of employee engagement refers to an approach of organisation for ensuring the purpose that employees are committed towards the pre determined values and goals of the organisation. Employee motivation is also an important aspect for contributing towards the success of the organisation. However, extensive level of training and development can be helpful for motivating the employees of the organisation. The effective training can value the needs of the employees also (Reiser and Dempsey, 2011). The practical tool of CIPD members knows the value of learning. They reports and asses the value of learning for the organisation which can give more detail information. This information can be helpful for assessing the alignment of learning to the priorities of strategic aspect of the organisation (Kolb and Kolb, 2012). Validating the learning methods: There are several aspects of methods of learning. Different types of technology are very much required for the assessment of different methods of learning and development within the organisation. Employees of an organisation always need effective technique of learning. From the given case study, it can be stated that, the journalists have required notable learning and development program meeting the challenge within the sector (Xu and Griffiths, 2011). However, the evolution needs developed mindset and skills. There are several types of methods for enhancing the aspect of learning and development of every employee within the organisation. In order to set the skill, digital campus seminar, master classes, podcasts are effective as well as necessary for the employees (Reigeluth, 2013). According to the case study, it can be stated that, the master classes, seminars have helped to think about the digital skills of the journalists rather than traditional skills of journalism. These techniques have provided the interest among the employees of the organisation in order to understand the effectiveness of digital journalism. However, digital learning week program can be very helpful for providing adequate information towards the employees. Discussion forums also can be able to demonstrate speeches of eminent speaker from the external sources. It can be utilized for the internal and external situation of the organisation (Passarelli and Kolb, 2012). However, there are some perspectives about the formal and informal validation of learning technique. Different European countries have emphasized upon the importance of creation of visible learning that takes place generally outside the structure of formal education and training institutions, for example at work, in leisure time activities and at home. However, for the growing competitiveness within different sectors of business, the aspect of digitization has been affected upon the activities of learning and development. Within the competitive world, the digitization is very important for enhancing the capacity of learning as well as development for the employees. As the case study shows, the employees have been motivated by the innovative techniques of digitization process for enhancing the learning and development of the employees (Savery, 2015). Conclusion: The learning and development are the most effective aspects for the purpose of employees and organisation. The extensive level of learning and development process of the organisation can motivate an employee. In order to engage the employees within the effectiveness of the organisation, a purposeful process of learning as well as development is very much required for the enhanced operation of the organisation. Learning and development will be helpful for enhancing the level of performance of the employees within the organisation. Reference list: Beevers, k. And rea, a. (2013) learning and development practice. 2nd ed.london: cipd Buckley, r. And caple, j. (2009) the theory and practice of training. 6th ed. London: kogan page harrison, r (2009) learning and development. 5th ed. London: chartered institute of personnel and development Kolb, A. Y., and Kolb, D. A. (2012). Experiential learning theory. InEncyclopedia of the Sciences of Learning(pp. 1215-1219). Springer US. Lvdn, M., Wenger, E., Mrtensson, J., Lindenberger, U., and Bckman, L. (2013). Structural brain plasticity in adult learning and development.Neuroscience and Biobehavioral Reviews,37(9), 2296-2310. Passarelli, A., and Kolb, D. A. (2012). Using Experiential Learning Theory to Promote Student Learningand Development in Programs of Education Abroad. Reigeluth, C. M. (Ed.). (2013).Instructional design theories and models: An overview of their current status. Routledge. Reiser, R. A., and Dempsey, J. V. (2011).Trends and issues in instructional design and technology. Pearson Merrill Prentice Hall. Rice, W. (2011).Moodle 2.0 E-Learning Course Development. Packt Publishing Ltd. Savery, J. R. (2015). Overview of problem-based learning: Definitions and distinctions.Essential Readings in Problem-Based Learning: Exploring and Extending the Legacy of Howard S. Barrows, 5. Stewart, j. And rogers, p. (2012) developing people and organisations. London: cipd Wilson, J. P. (2014). International human resource development: Learning, education and training for individuals and organisations.Development and Learning in Organizations,28(2). Xu, F., and Griffiths, T. L. (2011). Probabilistic models of cognitive development: Towards a rational constructivist approach to the study of learning and development.Cognition,120(3), 299-301.