The Barge Haulers on the Volga by Ilya Repin Essay

One of the most famous Russian paintings that portray the suffering yet thriving in harsh conditions is The Barge Haulers on the Volga by Realism genre painter, Ilya Repin. This painting was painted in 1873 on the basis of numerous studies and portrait sketches collected young painter while traveling along the Volga River in 1870, and was a testament to his creative spiritual maturity. In one of the letters to Stasov, Repin wrote that the theme of the painting was born under the impression seen on the Neva River and Volga River scenes: festively dressed gentlemen strolling and haulers in the next strap, pulling the barge. There are eleven characters, all as one, - the poor and disadvantaged, but each - with personality and character.†¦show more content†¦This open landscape was for its time achievement for treatment of space, the nature of colors, based on a combination of yellow and blue shades. Hot sand shoals distance moves gang boatmen pulling a barge. More than one hun dred miles away, these people have been in the webbing. The bright sun illuminates the whole gang; dark spot gloomy anxiety group of people dressed in rags emphasizes calmness, clarity landscape full of light and air boundless expanse. A narrow strip of coast, the vague outlines of the hills behind the broad water surface reinforce the impression of vastness and depth of the Volga landscape that allows the artist to even sharper shade dark, greasy, a brown stain (as he describes in a letter to Stasov) - boatmen. The first impression from the picture it is this: the landscape of sparkling sun moves a dark spot. A viewer is captivated by the scenery of River Volga’s exhausted from the heat and fatigue, along the shore of the great river boatmen slowly pulling heavy unwieldy barge to the short. Boatmen are shown at the time of exhausting and mind-numbing work. However, this does not cause feelings of depression or hopelessness. Conversely, a heavy tread of boatmen, power worker s - all this gives the impression of the inner strength of the people, the great power of Russia. A viewer sees the different emotional and physical states of each person: the barge hauler with a pipe, an old man,Show MoreRelatedAnalysis On Barge Haulers On The Volga 1449 Words   |  6 Pages Mengyao Hou Art Matters 04/20 2015 Barge Haulers on the Volga Barge Haulers on the Volga is a painting by Ilya Yafimovich Repin. It uses oil on canvas, and stretches to 131.5 cm Ãâ€" 281 cm. It was painted in the early 1870’s and currently hangs in the State Russian Museum. Repin painted Barge Haulers on the Volga during a very turbulent time in Russian history. This was a difficult time for laborers in Russia, the time of early Marxism, which is a worldview that uses materialism in order to dispute

Impact Of High-Performance Human Resources - MyAssignmenthelp.com

Question: Discuss about the Impact Of High-Performance Human Resources. Answer: Introduction: A balanced HR scorecard can be defined as a strategy performance management tool that is used by HR managers to monitor managerial activities which eventually results in prosperity of the organization. In this report, a balanced critique of the benifits of the scorecard in Starbucks has been discussed. Discussion HR Scorecard benefits for organizational performance measurement Considering the fact the chief performance indicator for HR includes consumer satisfaction, financial results, career development and process improvement, a balanced HR scorecard helps the managers of an organization to identify the improvement and agree with the strategic approach. The major benefits of implementing a HR scorecard are listed below: Financial performance: A score card approach will help Starbucks to obtain financial stability in adverse conditions. An effective HR scorecard can spot trends and calculate the amount of return on investment. Consumer satisfaction: With the help of a balanced HR scorecard, the HR managers of Starbucks will be able to measure the potential of the current initiatives taken by the company to satisfy consumers. This approach will help the managers to decide the future initiatives for the prosperity of the company (Becker, Huselid Ulrich, 2001). Employee satisfaction: An effective HR scorecard reports the results of employee training processes, employee motivation and employee surveys. This method of tracking and monitoring will help Starbucks to deal with employee dissatisfaction. Improvement in Productivity: A balanced HR scorecard approach will helps the HR Managers of Starbucks to correlate HR programs like building employee competency, developing leadership skills and improving reward system with their impact on the business. This, in turn helps the organization to attain strategic goals (Kehoe Wright, 2013). Explanation of the competitive advantages due to usage of an HR Scorecard An effective balanced HR Scorecard approach, apart from focusing on efficient usage of fixed capital, gives priority to intangible assets like employee skills, intellectual properties, knowledge and abilities of both the managers and employees and effective company consumer relationship (Phillips, Stone Phillips, 2012). These factors are considered to crucial sources of competitive advantages and have immense contribution to the long-term economic success of the companies. For example, Starbucks maintain its brand equity by providing quality experience and identical taste of its gourmet coffee in all of its global stores. Challenges faced while implementing a score card Some of the challenges that may be faced during developing an effective balanced scorecard for Starbucks include lack of effective data collection and reporting, lack of review structure, poorly defined matrices and excessive internal focus. For example the implementation of balanced score card at Kenyatta national hospital has faced challenges like lack of resources, functional equipments, communication and leadership (Northcott Ma'amora Taulapapa, 2012). Measures to solve the challenges faced While for efficient data collection and reporting, companies like Starbucks should invest on automated systems that will help the company with data collection and subsequent reporting, for best performance of the score card, they should be reviewed frequently. Matrices require to be collected at ideal frequency and defining in a way that they can be used even if the targets differ. Apart from that, SWOT analysis should be done in order to avoid too much internal focus (Jskelinen Sillanp, 2013). Objectives of HR Score card in regards to the following four dimensions: HR deliverables- The crucial HR deliverables that needs to be implemented in HR scorecard of Starbucks are recruiting, training, compensation and performance structure and reward structure to encourage and identify employee innovations and ideas. The effective HR deliverables of Sears Company have made it a desirable place to work. High-performance work system- This criteria, being the key to maximize employees performance, should include recruitment of highly skilled workers, creating validate model for hiring, managing, developing and rewording employees and implementing effecting training for employees HR system alignment- This factor includes focusing on specific elements of the HR system that are crucial to produce an effective HR deliverable. Competency-based recruitment will allow Starbucks to monitor the efficiency of its HR system of recruiting employees based on their competency model. Besides that the HR department should also provide benefits to its skilled employees for employee retention. HR efficiency measures- This step includes identifying the particular task that the HR must be able to perform in order to achieve the company goals. Starbucks needs to identify cost per hire as a strategic measure. Conclusion: From the above report it can be concluded that in this era of highly competitive market, it is really crucial for companies like Starbucks to implement an effective balanced HR scorecard approach to maintain and enhance its brand equity. The HR scorecard will not only help the company to control its costs and creating a value of its own, it will also help with employee retention. Reference List: Becker, B., Huselid, M. A., Ulrich, D. (2001). The HR scorecard: Linking people, strategy, and performance. Boston, MA: Harvard Business School Press. Jskelinen, A., Sillanp, V. (2013). Overcoming challenges in the implementation of performance measurement: case studies in public welfare services.International Journal of Public Sector Management,26(6), 440-454. Kehoe, R. R., Wright, P. M. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors.Journal of management,39(2), 366-391. Northcott, D., Ma'amora Taulapapa, T. (2012). Using the balanced scorecard to manage performance in public sector organizations: Issues and challenges.International Journal of Public Sector Management,25(3), 166-191. Phillips, J. J., Stone, R., Phillips, P. (2012).The human resources scorecard. Routledge.

Snapple Case Analysis Essay Example

Snapple Case Analysis Paper Having Ivan Lend as a bookkeepers In their Minimal commercial, he pronounced It Schnapps Instead of Snapped which made the commercial to be a success due to the fact that it was such bad quality with such bad pronunciation. Snapped didnt care how their commercials came out to be as long as everything came out to look real, natural (ex: 100% Anural). They started using Wendy Kaufman as their spokes model. She was a normal real person who became famous nationwide very soon because everyone loved her. She received Invitations to Opera, David Letterman, sleepovers and prom dates. In 1994 Snapped was purchased by Quaker for 1. 7 billion. Quaker had already developed Storage into a billion dollar brand and even though its CEO didnt consider Snapped was worth 1. 7 billion he still decided to purchase and develop the brand. Their plan was to use Snappers distributors in the cold channel in order to help Storage and used Storages strength in supermarkets to help Snapped. They though that If they used the same strategy as for Storage, they will help Snapped but they failed to understand the market differences, target markets and customer references. This left customers feeling betrayed and with the Impression that Snapped was selling- out. Quaker replaced Wendy and ended the contract with Howard Stern which produced bad press. They refused to take in consideration the strategies of the previous leaders of Snapped and its own external and customer analysis therefore plans didnt go as expected and in 1 997 Tartaric Beverages purchased Snapped from Quaker for 300 million. Trying to promote two different brands In the same way was definitely a mistake on Quakers management. We will write a custom essay sample on Snapple Case Analysis specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Snapple Case Analysis specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Snapple Case Analysis specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Storage eyeing considered a sports drink and Snapped being considered a fashion drink they shouldnt have been promoted the same way. Quakers attempts to have the distributors give in their supermarkets in exchange for Storage distributor rights In the cold market was met with disagreement and resulted in conflicting distribution channels. Knowing that the Snapped consumer is considered quirky and offbeat the product must be one that portrays that Image. The average consumer Is active, on the run, fun and energetic and Snapped shouldve represented this vigorously. Consumers used mostly single bottles, ready for consumption which indicates that Snapped is an individual drink, not a family one and by creating the larger bottling, Quaker not only created a less appealing image to the average consumer but they also caused distribution channel problems and display area problems. To bring Snapped back to success changes have to be made In order to restore the companys Image that Snapped had throughout the period of 1987 to 1994. The companys Image was a Tune one, 1 natural no matter ten outcome. During Deck ten company to Its successful period and restore its image, the company currently owning it must aim for the same image the product is attempting to transmit. Product placement, quirky image, promotions and companionship ambiance will help restore consumers trust and it will erase the sell-out image that Quaker has developed. Special efforts should be put into restoring the customer and distributors confidence because in order for them to support and distribute the product in the cold and warm market they need to be reassured of the brands value. Re-building great relationships with strictures is vital because in order to stay high up in the market and beat the competition, Snapped must be placed in the major and most important cold markets and the distributors are the ones in charge of that. Bringing back Wendy or another beloved real spokes person would play a big part in succeeding the brand restoration. Wendy was a real person that people could relate to and she helped the brand tremendously. Everyone was disappointed after Quaker fired her, and now if she would start representing the brand again it would definitely be a plus for Snapped. If relationships can not be rebuilt with Wendy then another loved spokes person should take the lead and represent the brand in a very real friendly way, the way Wendy did it. Also re-building its relationships with Howard Stern would be a big plus and it would bring the company back positively into the eyes of the media but in this case relationships seem to be very hard to rebuild after Howard was very disappointed with the brand and started calling it Scrapple. In case relationships can not be restored then another radio station and show would do wonderful things f acquired. Introducing different product promotions along with bringing back the nations favorite people will help Snapped reach its goal and become the markets King. Product introduction should be another strategy to help Snapped return to a positive and increasing market and since the brand is considered a fashion one, like clothing, Snapped can come up with innovative designs and flavors that will reintroduce Snapped to the popular real culture and this will reinforce the brand. Focusing on the suggestions from the Cultural Analysis Group Dutch Inc, Snapped would create its strategy based on it.

The Life of Benito Juarez essays

The Life of Benito Juarez essays For the pass couple of weeks I had read about a president of Mexico. His named is Benito Pablo Juarez Garcia. He was born in the village of San Pablo Guelatao, Oaxaca. Both his parents die before he turn four. He worked in the corn field and as shepherd until the age of 12 then on December 17, 1818, he walk to the city of Oaxaca with a wish to educate himself and find a better life. At the time he was illiterate and could not speak Spanish, only Zapotec. In the city he took a job as a domestic servant, and eagerly made up for his previous lack of education. He work in a church and meet a lay Franciscan named Antonio Salanueva was impressed with young Benitos intelligence an thirst for learning, and helped arrange for him to be accepted at the city seminary. Salanueva, who was to employ Benito as a servant from 1819 to 1821, was a devout Catholic whose liberal views on politics and education profoundly influence the young man. He knows that if he work in a church, there a chance that he could learn read and write. At the time the Roman Catholic church controlled most of the country s school, owned huge amounts of property, and had an income estimated to be five times greater than the governments. Benito was accepted to the Holy Cross Seminary. It was the largest and best school in the area. As a Church they did not discriminate between rich and poor, everyone was equal there and all were taken seriously. The world in which Benito grew to manhood was changing at a rapid pace. After 11 bloody years of the Mexico war for Independence against its Spanish rulers drew to a close. At the age of 15-year old seminarian Benito was almost untouched by the political storms raging in Mexico. He was still too busy establishing his own independence and equality to be much troubled by the nation difficulties. Later he studied there but decided to pursue the law rather than the priesthood. He work hard as a student and stu...

Non-Democratic Regimes Theory, Government and Politic by Paul Brooker Essay

Non-Democratic Regimes Theory, Government and Politic by Paul Brooker - Essay Example The writer has purposefully endeavored to reveal a chronological discussion as regards the theoretical analysis of the evolution and development of the non-democratic form of government, significances, failure, consequences, and contribution in the development of political thought. The effort has also been made to compare democracy with those non-democratic regimes. The presentation of the book is well-organized; language usage is lucid and legible and comfort reading. The whole book has been covered by 10 chapters dealing with every issue of a non-democratic regime. The subject matter of the book is easily accessible. Commendably, for the conveniences and a better understanding of the readers, the author has supplied relevant data, figures, and tables which have made an impressive discussion. Anyone with a perusal can easily understand the contents of the book and identify the core purposes of the author inviting the readers to a thoughtful discussion in order to face the ground-rea lity through earning some practical knowledge. The 20th century has witnessed tremendous shifts in the governance portfolios. A large part of First half of the last century has experienced the advent of totalitarianism embodying fascism, Nazism, and communism in German, Italy, Eastern Europe, Russia, and China. In 1920s-1930s totalitarianism for the first time developed in Nazi German and Fascist Italy. With the growing popularity of communism, the concept was reintroduced in the western political thought in the 1950s in Russia, Eastern Europe and even in China. The dominance and wider acceptance of totalitarianism regime in 1960s-1970s were more than democracy and seemed as if totalitarianism could be the predominant state philosophy in the coming days. The period between the end of Second World War and the opening of 1970 era is marked by the military dictatorship.

Statistics 401 Mod 5 Case - Multiple Regression Analysis Coursework

Statistics 401 Mod 5 Case - Multiple Regression Analysis - Coursework Example In the normal regression analysis, we usually use regression to establish the relationship between a variable and another variable. In such a case, it is establish whether or not the changes in one of the variables affect the other variable. The one which is affected is the dependent variable because it depends on the changes of the other so as to have its changed value. The one which is being depended upon to change is the independent variable because it changes on its own. This is for instance in the case where harvest from a corn field is being tested to establish whether or not it has a relationship with the amount of rainfall in the year. The harvest is the dependent variable while the rainfall amount is the independent variable. In the case of multiple regression analysis, the independent variables are more than one. ... In this analysis where in this case assignment we were looking at housing starts again, this time we added another variable to the equation.   The historical values above give interest rates, lumber prices (dollars per board-foot) and number of starts.  Ã‚  We computed a  multiple regression equation  using these variables, with starts as the DV.   Interest and price are the IVs.  Ã‚   From the computation of the regression analysis, I obtained the results shown above using the excel multiple regression. The regression analysis involved using the Housing stats as the Y variables in the excel regression file, and both the interest rate and the Price per board foot as the X variables. Based on the results of the regression as shown in the excel except above, the regression formula that I computed is of the form Y = a1*X1 + a2*X2 + b Where Y = number of housing starts X1 = interest rates a1 = regression coefficient of interest rates X2 = lumber prices a2 = regression coeffic ient of lumber prices b = constant. The values of a1 and a2 correspond to the values on the Regression coefficients table shown above. The value of a1 is that on the interest rates coefficients which is -1203318. Likewise, the value of a2 is that on the price per board foot coefficient which is -17836.8. The value of the constant b is also found on the coefficients table. It is the value of the sample estimate of the standard deviation of the error In this case it has the value 155138.1. X1 and X2 are of course variables that correspond to the interest rates and the price per board foot respectively. In turn, the formula thus becomes:- Y = -1203318*X1 + -17836.8*X2 + 155138.1 Using this formula, it is now much easy to do

Leadership & Ethics- Research Paper Essay Example for Free

Leadership Ethics- Research Paper Essay Introduction With the collapse of major corporations like Enron, Tyco International, WorldCom and the like, corporate corruption and mismanagement has been in the forefront of some of the major issues that corporate organizations have to overcome and manage. With this research paper, my aim is to review and present three scholarly journals that highlight the impact that leadership can play on the ethical performance of an organization. Firstly, in the â€Å"Cultural Leadership Predictors of Corporate Social Responsibility Values of Top Management: A GLOBE Study of 15 Countries†, the study states, that with the spread of globalization, it has become imperative to understand managerial values that guide their actions. The authors suggest that the three main dimensions of managerial values that are relevant to the study of CSR are: shareholder/owner values where the aim is to maximize profits, stakeholder relations which refers to ethical and positive relations towards employees, consumer groups and the like and thirdly, community/state welfare which is based on the principle of public responsibility. In a more in-depth analysis the study explores the correlation of societal culture factors such as institutional collectivism, in-group collectivism and power distance on the above three managerial values that impacts managerial decision making. Furthermore, the paper proposes that visionary leadership and integrity enhances corporate social responsibility (CSR) values on moral and ethical grounds. Secondly,† The Association Between Ethical Leadership Employee Outcomes – The Malaysian Case† will help understand the value in gaining employee commitment and trust through effective ethical leadership skills. This article studies the impact of ethical leadership on the employee outcomes in areas such as organizational commitment and trust. A micro study was done on the country of Malaysia which has experienced a tenfold increase in corporate crime over the last 15 years. From the study one gathers that the main reason for such an exponential increase in such crimes is due to fact of the failures on part of corporate leadership to act ethically in their decision making process. Lastly, with â€Å"Leadership Styles the Moral Choice of Internal Auditors† I will examine how an employee’s self interest and management leadership guides their ethical decision making. This study plays close attention to one set of an organization’s workers the Internal Auditing professionals, in order to understand the how their choice in making ethical decisions are subjective to various factors , one of them being leadership. The primary viewpoint of this study indicated that an auditor’s decision making is enhanced by the leaders who adopt a standard achievement oriented leadership style and when they see clear benchmarking, fair performance assessment and growth opportunity. In conclusion, this can be held true for any employee within an organization. Hypothesis According to the GLOBE study, there were three main hypotheses that the researches proposed. The first hypothesis testing was split in two parts wherein, they proposed that â€Å"societies stressing institutional collectivist values will have a positive relationship with stakeholder’s relations and community/state welfare CSR values while societies stressing in-group collectivist values will only have a positive relationship with shareholder relations CSR values (Waldman et al).† The second theory states that cultures that have a high power distance tend to have low CSR values (Waldman et al). Lastly, visionary leadership and integrity on part of CEO’s, adds variance to the prediction of followers (stakeholders) CSR values that go beyond the effects of societal cultural values (Waldman et al). With the Leadership and Employee Outcome – The Malaysian Case, the two main hypotheses of the study were based on the notion that â€Å"there was a significant relationship between ethical leadership behaviour and employee’s organizational commitment and, that ethical leadership behaviour was positively associated with employee’s trust in leaders (Ponnu, Tennakoon).† This study aimed to examine the empirical significance of ethical leadership on employee attitudinal outcomes. The main hypothesis of the â€Å"Leadership Styles the Moral Choice of Internal Auditors† study was to understand the motivational factors that influence internal auditors when faced with ethical dilemmas pertaining to â€Å"spilt loyalty, expectation gaps and conflict of interest (Woodbine , Liu).† The authors proposed that the dependent and independent variables such as â€Å" personal needs strengths, leadership styles, the interaction between needs strength and leadership styles and situational factors impact an internal auditors moral choices when faced with an ethical issue (Woodbine , Liu).† Sampling In the GLOBE research paper the selected firms were picked from diverse sectors such manufacturing, information systems and tourism, however government run and educational institutions were excluded from the sample. Each firm had an average of 500 employees with six or more respondents from each firm. The final analysis was based on the responses of 561 firms from over 15 countries from various regions and a total of 4656 individuals completed the survey. The respondents comprised of CEO’s and several of their subordinates i.e. top executives. The leadership (two variables- vision and integrity) and societal cultural dimensions (three variables – institutional collectivism, in-group collectivism and power distance) were measured using reliability and confirmatory factor analyses. Cronback’s alpha for the above measures ranged from 0.70 to 0.90 for a five factor model. A two factor model was also used however it was not considered to be a good enough of fit. Control Variables such per capita gross domestic product, firms performance, average of age of respondents, average education and average gender, were used to enhance precision of the model (Waldman et al). Mean, standard deviations and correlations amongst the variables were interpreted and a hierarchical regression analysis was used to test the three main hypotheses. All survey items were standardized by country using Z – scores, so as to control potential differences in items scores and rating processes between countries (Waldman et al). Lastly various data collection strategies were put in to play in order to avoid single source bias issues. The Malaysian cross sectional case study was based on the primary data collected from 172 intermediate managerial employees from a wide variety of industries within the corporate sector in Klang Valley, Malaysia. The sample included 77 males and 97 females, age range from 20 to 53 and with 84% of the respondents holding bachelors or post graduate degrees. The data was collected through self administered questionnaires and â€Å"convenience sampling was used in drawing samples ((Ponnu, Tennakoon).† SPSS Version 14.0 was used to analyze the data and test the studies hypothesis. Correlation matrix and reliability analysis was done all variables to determine relationships among constructs and lastly in order to allow for correlation amongst factors,† exploratory factor analysis using principle components with oblique rotations was conducted (Ponnu, Tennakoon).† With the Internal Auditors case study, the sample population description comprised of full time internal auditing jobs with respondents that had at least one year experience with their respective organizations. The study was conducted in Australia and comprised of mailed out questionnaires. The total sample size was 128. The demographics were as follows: 84 males and 44 females, average male age 44 years and average female age of 36 years. Out of the 128 respondents, 48 of them were audit managers of equivalent. Organizations involved in the sampling were government departments, private sector and accounting firms. Statistical methods that were employed included correlation analysis for the dependent variables using a two tailed test and significant relationship amongst the three variables was found to exist and Q-Q plots and detrended normal plots were used to validate normality and reliability. For the independent variables such as leadership styles, growth needs and the like principal component analysis was used. Reverser measurement and regression analysis using stepwise method was used to explore relationships between the variables and in certain instances to test validity of model. Major Results Findings From the two GLOBE tables listed below the hypothesis that in-group collectivist values results in positive shareholder/owner is unconfirmed. The statistical analysis has confirmed and supported the authors proposal in that institutional collectivism positively predicts stakeholder CSR values, with a positive ÃŽ ² coefficient of 0.13 (P ≠¤ 0.01); power distance is negatively predictive of stakeholder CSR values, with a ÃŽ ² coefficient of -0.20; and that the leadership variables of vision and integrity enhanced CSR values, with ÃŽ ² coefficients of 0.23 and 0.13 respectively and variance of 9% (P ≠¤ 0.01) (Waldman et al). With GLOBE table 2, total variance amongst the three main managerial values are: shareholder/owner dimension equals 22%, stakeholder values is 45% and community/state welfare is 28% with a 5% significance level. Hence the model best suits stakeholder CSR values. The main findings with the GLOBE study are as follows: 1.The authors multidimensional of managerial values with the dimensions of shareholder/owners, stakeholders and community/state welfare values were appropriately construed. 2.The research indicates that manager from wealthier countries are more inclined to favor shareholder/owners values and less likely to consider the welfare of the state or community at large. In comparison, managers from poorer countries feel a greater personal responsibility towards society. 3.Managers from institutional collectivist societies tend to have greater value for the three managerial values while there has been no significant relationship between the two variables for in-group collectivism. 4.In societal cultures that have great power distance, managers tend to devalue CSR values, thus leading to a more manipulative use of power with little consideration given to stakeholders such as employees, customers, environmentalist. This could pose a definite risk for multinational firms in today’s global economy. 5.Organization variables such as CEO leadership in terms of vision and integrity are very likely to account for variance in managerial attitudes and decision making. One of the major recommendations of the GLOBE study is the need for multinational firms to pay close attention to cultural and leadership factors that have a critical impact on management CSR values. For example CSR values and policies of a multinational firm could be strong and this may be due to the home country’s high institutional collectivism and low power distance however managers in a subsidiary country may have weaker stakeholder CSR values as a result of weak institutional collectivism and high power distance (Waldman et al). The resulting scenario could lead to conflicting policies and business practices that can have an adverse effect on multinational firms. This further reiterates the authors’ proposal that in cases such as this, it’s the firm’s leadership values of integrity and vision that help managers look beyond the economic and cultural limitations. In the Malaysian case as mentioned earlier, correlation analysis was preformed to test strength and linear relationship amongst the variables. With the first hypothesis there was a medium positive correlation between ethical leadership behaviour and organizational commitment. The Malaysian Table 1 below shows correlations r = .46 and p .0 5 and, co-efficient of distribution is 21% of the variance, which can be explained. Hence with the supporting empirical data the research shows that â€Å"high levels of perceived ethical leadership behaviour are associated with higher levels of employee’s organizational commitment (Ponnu, Tennakoon).† As for the second hypothesis, there was a strong positive correlation between ethical leadership behaviour and employee trust. The Malaysian Table 2 below shows correlations r = .634 and p .0 5 and, co-efficient of distribution is 40% of the variance, which can be explained. Hence with the above results supporting hypothesis 2, it can be safely concluded that â€Å"high levels of perceived ethical leadership associated with higher levels of employee’s trust in leaders (Ponnu, Tennakoon).† Some of the main antecedents to the Malaysian case findings are as follows: 1.If leaders make ethics a cornerstone of all business practices they gain internal organizational fellowship and employees tend to value a more social exchange with the organization rather than an economic exchange. Employees reciprocate these sentiments through organizational behavioral commitment and are â€Å"willing to exert considerable effort in terms of job dedication and job commitment, on behalf of the organization (Ponnu, Tennakoon).† 2.When an organizational leader priortizes the group’s interest first, who does not wish to seek personal gain at the expense of others, who respects the rights of others and treats them fairly; tends to harness employees trust. 3.When leaders empower employees and involve them in decision making processes they not only facilitate employee well being and growth but increases their trust in them as well. With the Internal Auditors case the major findings of the study support Path goal and ERG theories (Woodbine, Liu). As per the table below, internal auditors are motivated to make ethical decisions based on their personal growth needs. Leadership styles play a significant role as well especially Standard achievement oriented approach that encourages individual performance and achievement (Woodbine, Liu). Lastly gender, age and experienced was an important predictor, as female respondents that were younger and less experienced showed less motivation towards making moral ethical choices. Conclusion The GLOBE study has been extremely informative and clearly structured to provide an in-depth understanding of how societal cultural factors and leadership guide managerial values when it comes to decision making within an organization. Some of the key limitations to the study were that the analyses were limited to 15 countries and the surveyed firms did not represent a wide range of industries (Waldman et al). Actual CSR performance was not measured and lastly, due to multiple levels of data to be collected, additional insight could not be gained. The study indicates that even though leadership integrity is a significant and unique predictor of managerial CSR values, it remains to be an under researched variable. This may be due to the fact that leadership integrity is associated with more tangible organizational outcomes such as reductions of business of costs. However, the authors still believe that it a significant factor that enhances managerial decision making and is worth future examination and research. My personal opinion would also include a more directed research towards in-group collectivism in order to find a relationship between individualistic societies and importance of CSR values towards society at large. The study concluded that, organizations that have strong corporate social responsibility values gain the trust of both internal and external stakeholder which in turn solidifies the foundations for an ethical culture. It also states that Neo – charismatic leadership that is guided by the principles of visionary leadership and integrity have a strong impact on an organization’s ethical performance. The Association Between Ethical Leadership Employee Outcomes – The Malaysian Case† study showed me a direct link between leadership ethical behavior on employee commitment and trust. It empirically proved that unethical leadership can adversely impact employee outcomes that in turn affect organizational performance. I noted related some factors such supervision, leadership honesty, trustworthiness, fairness and care, have an impact on employee perception and outcomes. The key limitations of the Malaysian study as noted by the researchers due to time and budget constraints, was that, convenient sampling may not be representative of the entire population due to insufficient representation of the entire corporate sector of the country and could be subject to self-selection bias; secondly the study could not measure if distance with top/senior management has an effect on employee perception of ethical leadership. Hence lower level employees who have very minimal contact with upper level management may rely more on information based on public opinion then direct leadership experience (Ponnu , Tennakoon). Both authors found that their study although valid and reliable, needed to be border in terms of sample size and area of study in order to fully understand and demonstrate the importance of ethical leadership. It was also suggested that since the research focused on† superior direct relationships â€Å"(Ponnu, Tennakoon) it would be recommended to gather relevant data from lower level employees within the organizational hierarchy. Finally they suggested further research on the relationship between â€Å"employee psychological empowerment and authenticity of ethical leader behavior (Ponnu, Tennakoon)†. As per my personal suggestion further research can be geared towards relating individual organizational commitment and performance. In conclusion to the Malaysian study, the authors state that corporate crime is still rising as a large number of top executives do not see the importance of ethical leadership values in their business operations. Corporate leaders should set an example of strong ethical and moral values in order to earn loyalty and trust of all major internal and external stakeholders. Organizations that have strong ethical leaders and principles are held in high esteem and enable the organization to employ and retain the best human capital available in the market. The case study on the internal audit profession, provided for a keen micro analysis on the personal motivations that guide employees to make moral decisions especially in professions that require a high level of ethical decision making. The limitations of this study as mentioned by the authors included variable identification and measurement, sample size and the use of a far too simple three vignette based model (Woodbine, Liu). Further research in to gender differences and issues that affect one’s ethical and moral decision making ability. Lastly a broader analysis that analysis the organization as whole as opposed to a particular profession would help enhance understanding of the internal motivations that guide moral decisions when faced with ethical dilemmas. The authors also recommend a new variable for research i.e. â€Å"employee religious affiliation† as a possible predictor to moral choices. Even though the authors conclude that codes of conduct and governance systems provide for an internal control mechanism, whistle blowing channels and develop cultures of honesty and accountability, the study strongly suggests that employee’s moral choices are still subject to their motivation needs. Finally, employee’s motivation to making moral decisions can be difficult to predict however they can be encouraged with proper leadership (Woodbine , Liu). All three scholarly articles empirically supported the main objective of this study, which was to reiterate the sound business principle that, ethical leadership lead to the responsible management of business processes and decision making that will in turn help an organization manage its risk of failure as a result of unethical business practices. Works Cited Ponnu, Cyril H., Tennakoon , Girindra. â€Å"The Association Between Ethical Leadership Employee Outcomes – The Malaysian Case.† Electronic Journal of Business Ethics Organizational Studies 14:1 (2009). Web. Sept 19th, 2010. Walman, De Luque, Washburn et al. â€Å"Cultural Leadership Predictors of Corporate Social Responsibility Values of Top Management: A GLOBE Study of 15 Countries.† Journal of International Business Studies 37:6 (2006). Palgrave Macmillan Journals. Web. Sept 19th, 2010. Woodbine, Gordon F., Liu, Joanne. â€Å"Leadership Styles The Moral Choice of Internal Auditors.† Electronic Journal of Business Ethics Organizational Studies 15:1 (2010). Web. Sept 19th, 2010.