Law Enforcement Essay Example for Free

Law Enforcement Essay The two strengths of community policing that I thought was important are being able to build are try to build a better rapport with the community and citizen better than what you already have. The second strength is to try to build a rapport with the kids in the community and keep them out of trouble, getting into gangs, and using are selling drugs. So I think when community policing are being done throughout the community that gives the police officer to become community educators, planners and organizers, which in the end it allows the police officers to appreciate their citizens as well as to learn how to work together with them, not to mention It will allow the citizens to trust them more than they do. The two limitations of community policing that I have chosen are lack of educational opportunities and lack of parental involvement. The reason why is because some of our parents have came to a point where they really don’t care what they child do, were they go, are who they hang with. Parents these days don’t follow up on their child/children were about as long as that child is out of the house that’s all that matter but thanks to the school system they have a system that calls home whenever the child/children are absent. The Police can’t do this along the need parents help to also keep the crimes of our children down and to lead them into the right direction so parents let’s get involve with our kids and not just our kids all kids they need some kind of guidance. Explain how political, economic, and demographic characteristics of a community impact community policing. Well in my community we have PAL, neighborhood watch, and citizen on patrols. PALs are a group of police officer that are mostly talkative and athletic that gather up our youth and engage them into different activities that they like to keep them off the streets during the day and they are very active with our kids they even take them places on the weekend. They have different sport activities that they play so they can stay active threw the week most of their games are on Saturdays, they even take the kids to different places like the movies, skating, bowling, etc. I really think it’s a awesome program for the youths. The only thing to this program is the child that are considered a problem child has to want to change and for the ones that’s not their dedicated to the program because they don’t want to change they want to stay that respectful child they alw ays been. Our Neighborhood watch programs usually are the police that are just getting on the force besides the neighbors. The ride there bikes threw the neighborhood to make sure no one is out of the ordinary they be in cars also they usually stop and talk to kids that they see and give the younger one stickers. Citizens on patrol are older people that live in the neighborhood and volunteer to work with the police department to ride through neighborhoods in a patrol car to make sure nothing unusual is in the neighborhood. I really think all of the programs are great for community policing and the more help from the parents and community they have the less crimes we would have and the citizen will respect the police more.

Marketing and Business Analysis of Mothercare

Marketing and Business Analysis of Mothercare Company History Mothercare is a retailer of specialist of products for mother-to-is, the babies and the children until the age of eight. Mothercare opened its first warehouse in 1961 in Surrey. The business was centered initially in pushchairs, the furniture of the quarter of children and the clothes of the maternity, but it extended its range later to include the clothes for the children until the age of five and more ahead until the age of eight. Now it offers an ample range of the maternity and the homemade clothes of the children, furniture and furniture, bed, feeding, bathing, equipment of the route and the toys with its operations to by minor in the United Kingdom, and also it works internationally with licenses in Europe, the Middle East, Africa and the Far East under mark of Mothercare. The business began its business of order by mail in 1962. In 1972, Mothercare first felt well to a public company and in Mothercare 1982 combined with the chain of the habitat of retailers to form plc of Mothercare of the habitat. In 1984, Mothercare began to extend itself internationally with entering adjustments of the license with the select partners in chosen countries. In 1986, plc of Mothercare of the habitat combined with the British home stores plc. During years 90 they rationalized the combined group of forces. 2000, Mothercare became the unique trade name and the name of the company that maintained was changed plc of Mothercare. In June of 2007, the group acquired the limited possessions, the owner of the warehouses of Chelsea of the early trade name of the center that learned (ELC). ELC was founded on 1974 originally like the toys of offer and books of a business of order by mail with the educative content. The first store to by ELC minor was opened more in the reading in front of he himself year. In 1985, ELC was acquired by plc of Juan Menzies who continued extending the state and ELC became a well-known affluent trade name of the main street. In September of 2001, ELC was the subject of a purchase of participation of the management, during which aerodinamizado ELC their not-beneficial operations, categories exits of the product and warehouses and grew their operation of sourcing in Asia. Gurgle.com, a social site of the establishment of a network for the new mothers was sent in 2007. Strategic Corporate Development History Strategy The aim is to construct to the group of Mothercare in the main retailer of specialist of the world of parenting and products of the children. The acquisition of the center that learned early in June of 2007 was a dominant step in the development of this subject. The aspirations of the group will be reached to traverse: Developing own-it marks of innovating factory and exciting the products under the Mothercare and to learn early center trade names; The best one of masters of the class and the specialization of our personnel; and The guessed right delivery of the strategy of the growth needed down. Growth strategy The strategy of the growth of the group of Mothercare is centered in four dominant handles that give the potential of the Mothercare and of the early trade names of the center that learn. Maximization of synergies of the integration of the center that learns early; reconstructing the combined Mothercare and to learn early it centers the characteristic list; Continuation of the fast growth of direct; and leading the international reach of the Mothercare and to learn early it centers the trade names Synergies of the ELC integration Single synergic greater of the acquisition of the center that learns early is the optimization of the combined BRITISH list of the warehouse. A significant element of this is the insertion of the center that learns early in dominant Mothercare outside warehouses of the city and greater warehouses of the main street. One hopes that 80 early fillings of the center that learn negotiate in the warehouses of Mothercare by Christmas 2008. Second synergic of integration is to develop the early trade name of the center that learns internationally through the existing networks of franchisee of Mothercare. Third synergic of the acquisition is growing the margin by the efficient operation of our offices of sourcing. With the acquisition of the center that learned early we acquired an office outpost of sourcing based on Hong Kong and have invested already in this facility, that is responsible now directly for sourcing the toys of all the group. Fourth synergic is the integration of the operations of several channels through the two trade names. Property portfolio The second handle of the growth of Mothercare is the strategic one reconstructs of the list of combined BRITISH characteristic. Inserting warehouses of the early center that learn within Mothercare in their own aids right size the chain of Mothercare; taking the best sites from both trade names, and putting a commander in execution it reconstructs of the combined list of the warehouse. The list of the main street also will be treated consolidating the two trade names in a warehouse in where we have a Mothercare and a center that learns early in the same main or Next Street, creating a more beneficial warehouse with two trade names in a location. Growth of direct The growth of the direct will grows in line increasing range of accessible product. Mothercare now has on 350 types of pushchair in line and 300 accessible seats of car. The extension of the success of our direct business in our international markets is being progressed. The center for the center that learns early is in the optimization of the Web site and the introduction of fabric-in-stores. International The fourth handle in our strategy of the growth is globalization of our two trade names. The international business will grow with the construction like-for-like the sales, having opened new warehouses in existing countries and opening new warehouses in new countries. With the center that learns early there is an opportunity to quickly grow the global presence of the trade name with leveraging the existing network of franchisee of Mothercare. The second handle of the growth of Mothercare is the strategic one reconstructs of the list of combined characteristic. . The acquisition of the center that early learned also has given us an opportunity significant to integrate and to optimize the combined lists of characteristic who take the best sites from both trade names and we is in course to put a commander in execution reconstruct of the combined list of the warehouse that we announced at the time of acquisition. Also rightsizing the list of the warehouse of Mothercare with resisting (closing a warehouse and opening a smaller warehouse in the same city) and downsizing (that a warehouse makes existing smaller) to lead sales by square foot. This strategy has been guessed right in the reduction of the operating expenses, particularly rent, whereas it conserves to the extensive majority of sales. Now we have made ten right sizes in Mothercare and the economy is forcing. Now we have recovered 16 of our warehouses of towards be-of-city with our new format of Mothercare and all are being made well. The greatest warehouses now contain the home and route of Mothercare, clothes of Mothercare, the early toys of the center that learn, the shoes of Clarks and a store of the photo, creating a true destination parenting. Now we glided to roll towards it go this format to a total of 40 warehouses by the means the next year. We are also in course of optimization of our list of the main street consolidating the two trade names in a warehouse in where we have a Mothercare and center that learns early in the same main or Next Street, creating a more beneficial warehouse with two trade names in a location. Whereas the synchronization of the activity of the characteristic is to a certain uncertain degree, we hoped that all this activity is finished before 2009 end. The result of all this work will be a list transformed of the warehouse of the group into the United Kingdom that focuses more towards centers parenting of towards be-of-city. The exceptional costs of this exercise have been recognized like appropriate in the cost of sales, administrative costs or loss in the disposition of the interests of the characteristic. We considered annualized advantages of this characteristic we reconstructed to ascend to  £5.0 million including depreciation and anticipated these we will begin to affect the declaration of rent in 2009/10. Growth of Direct The direct business by directs in home and directs in warehouse has been fast these last years and total the direct sales promote to  £85.5 million east year, a growth of 78.9 percents. We are increasing our ranges constantly in line and now we have them on 400 types of in line pushchair accessible and 150 seats of car in line, easily the greatest selection available in the United Kingdom. Now we are extending ranges of the clothes and other parts of the home and traveled option of accessible increase, in line later for our clients. Also we are considering ways to extend the success of our direct business in our international markets. A dominant conductor of the direct growth of Mothercare these last years has been our fabric-allowed strategy of the warehouse, to where each Mothercare has the capacity to in line request any accessible thing in our Web site, for the delivery to the home. Current strategic situation Plc of Mothercare (Mothercare) is a based retailer of specialist BRITISH of products for mother-to-is and the children until the age of eight. The company offers a variety of maternity and the products of the children for which plc of Mothercare (Mothercare) is a retailer of specialist based BRITISH of products mother-to-are and the children until the age of eight. The company offers a variety of maternity and the homemade products of the children who include the clothes, the feeding, to bathe, furniture, furniture, the equipment of the route and the toys through its distributors to by minor through country. These products are put under two trade names to by minor that is to say, Mothercare and center that learns early. The main subsidiary of operation of the limited company included of BRITISH and Chelsea de Mothercare store the limited possessions. The company works 1,014 warehouses, including 609 Mothercare and the center that learns early stores outside the Kingdom United in 50 c ountries through world. The 24 dominant recent progresses Feb of 2010 of plc of Mothercare: Mothercare obtains the approval of the government for company at risk shared with the 9 DLF Feb of 2010: Mothercare and shippers to create the the 18 line Nov of 2009 of the clothes of the new children: Mothercare reveals benefits and the strategy of the east characteristic comprehensive profile of the SWOT of plc of Mothercare provides a deepened strategic analysis to him of the businesses and the operations of the company. The profile has been compiled by Global Data to bring you to a clear and impartial Vista of the dominant forces of the company and weaknesses and the potential opportunities and threats. The aids of the profile you formulate the strategies that increase their business allowing of understanding their partners, clients and competitors him better. The profile contains the critical information of the company including, Description of the business a detailed description of the operations of the company and the divisions of the business. Corporative Strategy summarization of the analyst of the strategy of business of the company. Analysis of the SWOT a detailed analysis of the forces, the weakness, the opportunities and the threats of the company. History of the company progression of the associated dominant events to the company. Important Products and services an important product list, services and trade names of the company. Competing dominant a list of the dominant competitors to the company. Dominant Employees a list of the dominant executives of the company. Executive Biographies a brief summary history of use of ejecutivos. Dominant operational Heads a list of departamentos/de the functions of the key of the title of the personnel. Important Locations and subsidiary one lists and details of the contact of the dominant and subsidiary locations of the company. The companys core strengths and weaknesses and areas of development or decline are analyzed and presented in the profile objectively. Recent developments in the company covered in the profile help you track important events. Equip yourself with information that enables you to sharpen your strategies and transform your operations profitably. Opportunities that the company can explore and exploit are sized up and its growth potential assessed in the profile. Competitive and/or technological threats are highlighted. Scout for potential investments and acquisition targets, with detailed insight into the companies strategic, financial and operational performance. Financial ratio presented for major public companies in the profile include the revenue trends, profitability, growth, margins and returns, liquidity and leverage, financial position and efficiency ratios. Gain key insights into the company for academic or business research. Key elements such as SWOT analysis, corporate strategy and financial ratios and charts are incorporated in the profile to assist your academic or business research needs. International Mothercare plc (Mothercare) is one UK based specialist that dealers of products for fostra-till is and children up to the age of eight. The company offers a variation of maternity, and childrens products, that includes that baklava, mating that swims, furniture, home pieces of furniture and inventories, equipment travels and toys up to and including its levying over the country. These products market stem carcasses during two as the retailing bran marker namely, Mothercare, and to learn for early type centres. Carried out headmaster the operational subsidiaries that are consisted of off limited Mothercare UK and limited Chelsea miscellaneous trade holdings. The company functions 1.014 miscellaneous trade, including 609 Mothercare, and to learn for early type centers miscellaneous trade outside UKEN in 50 countries over the world. This extensive PLUGGHÄST profiler of Mothercare plc gives you an in-depth strategic analysis of carried out businesses and functions. Profile era has been put together of global computer for to come with to you a clear, and a prejudice free views of carried out they key strength and the weakness and the potential occasions and the threats. The profile era help formulates you strategies that increase your business, through making possible yourself in order to understand that your partners, customers and competitors improve. The international match that fourteen uses pressure this spring growth strategy, the globalization is of our two bran marker. The international match has continued in order to grow quickly this year with total franchiseereor up 42.2 percents, and underlying Gila for- to like sellers up 12.0 per cents during the year was opened 77 new koncessiondiversehandel (51 Mothercare and to learn for early type 26 centers) and to come with us in end sum to 494 miscellaneous trade on the year completes outside UKEN (379 Mothercare miscellaneous hand electrical and to learn for early type 115 centers miscellaneous hand electrical). Mothercare and for early type that faith centers is now present in 48 countries outside UKEN. We will continues in order to build the international match business up to and including growing Gila for- likes rear that opens new miscellaneous trade in existed nation and opens new miscellaneous trade in new countries. The at the end the month opened plans we ours 50th stocks in Saudi Arabia and in order to broaden striking spring presence in Turkey and Russia where we have currently 30 and 25 miscellaneous trade respective. In India, we were have, has plans in order to open 100 miscellaneous trade, ourselves already opened 20 miscellaneous trade in the at the end the two years in eight towns, and the capacity has exceeded our expectations. We also announced recently our first, in China, we be expect to open our first two miscellaneous trade in this important market stem imminent. In faith for early type centre where is an occasion to grow the fast brands global presence up to and including using it existed Mothercare franchisee links contact, and we are operable with ours franchisee partners to develop plans for faith for early type centers in the countries that Mothercare acts in, but faith for early type does not centre. We plan in order to open at least 100 new foreign miscellaneous trades this year over the magnified group. Corporate responsibility The determination and dedication of employees in the business in the front, and all this process, the necessary Ajarn brand each corporations use has the responsibility (cr) program in the first time the ELC of, which. ELC of cr the head of the group has been appointed the head of the responsibility of the Company in September, with the corner, cr, responsible for the business administration as well as in the mothercare Ltd. (0) The Company Group Secretary with the management and regulations of the group Bank from the brand and the group, which was the duty and affiliated companies of all for the last month cr Program during last year, independent experts have been appointed to look at all form of the group of business and the responsible for these help to the study in the case base set goals and objectives the appropriate in the business together, and the review will be reflected in this section, the details of the acts of us in this year, information for the educational environment al impact of the group and plans for future, there were four in our responsibility, which is below This figure shows vividly and four, the interconnection  target group and public policy of good corporate governance and the settings for the news reports of us, and the program cr. Responsible sourcing: : Making sure that our jets and partners particularly those that we bought of directly they deal to people with respect, they offer decent conditions of work and they pay the attention to environmental editions. Making sure we are a right and honest company with that to make the business that provides products of safe quality, good. Environment: Understanding and handling the impact in the atmosphere the track of the coal of our warehouses, warehouses and vehicles, the sweepings that we arrange and the packed one of products we sell. Also it demands offering of an option of the products that have environmental advantages to our clients. Community: It includes our commission to the corporative citizenship with charities and the activities of support of the community that affect our personnel, clients and people in our chain of source. Our people: To also treat our enough personnel and, the investment in them and making sure of each one can become and contribute. This also makes sure that we work our business to assure to us as soon as is practicable a safe atmosphere for our personnel and clients with the adoption of the constant policies of health and security. Environment Most of the environmental track of the group comes from warehouses that provide in the United and world-wide Kingdom with products and of the operation of the warehouses they themselves. All the United Kingdom and some products destined for warehouses of our partners of the license los happen with one of three warehouses in the United Kingdom some directly given through the jets but some concerned by us and requiring transport of the wharf in where they arrive. In the warehouses they are classified and they are transported possible to our warehouses. Some products directly give to homes of the clients los who follow an order in-store or in the Internet. The more important  environmental aspects are therefore: warehouses, using energy and producing the sweepings; warehouses, using energy and producing again the sweepings; it transports the fleets, bringing products from the wharves  to the warehouses, from the warehouses to the warehouses or homes of the clients  los; the products, and the materials did them; and packed and other materials in bulk. The energy and the emissions of the coal of our warehouses are according to the indications of the table. These have calculated using a mixture of real data (where we have it) and estimations based on figures of the previous-year. All the warehouses of Mothercare have systems of management of the energy, that allow the control of the consumicià ³n. The controls all of the heating and the illumination settle down and they are handled centrally (with a certain degree of local flexibility to allow the personnel to maintain an atmosphere comfortable). The illumination is extinguished at night, commutation in partially when the personnel completely enters the warehouse and moments before the warehouse is opened. All the new warehouses are specified at the high levels of the energy efficiency. In ELC with its list of smaller warehouses, encouraging to the approach it has been traditionally different with the personnel who is found out and reduces the energy consumption. In order to suppor t this, ELC undertook an east test year with plan of global action of investigating the possible savings in the average warehouse. The objective is to combine the best one of both systems taking the messages from the knowledge of the energy of ELC in Mothercare, and extending the system of management of the energy from Mothercare to the ELC warehouses. Much of the sweepings of warehouses is the product packed one cleared (e.g. the boxes or the external purses of the clothes) needed to surely obtain the product in the warehouse. This is gathered everything  by the licensed contractors regulated and something is recycle. The plan is to approach this of two ways: cutting the sweepings that reaches each warehouse reducing the transit that it packs and that increases to the amount the group recycle at the moment. Community The community and the charitable implication are centered in the foundation of Mothercare, that is the main vehicle for the donations. The foundation is an independent charity, presided over  by Karren Brady, with the drawn additional administrators of the board of Mothercare (our president, CEO, company secretary). Their charitable objectives league together of near the interests of our clients and personnel: to assure good the health and well-being momia-to-is, new momias and its children; special necessities of the baby-care and premature births; and other referring initiatives parenting to well-being of the family. The foundation has east year centered in a significant donation to the well-being of the charity of women, with supported others in an inferior degree. Discreet bottoms available of the marks of the foundation both for Mothercare group employees: The bottom of the president is an annual allocation donated after a competition between the personnel of Mothercare to propose cause deserving or of the inspiration. Bottom of the ones in charge of an area el is available and responds  to requests of the local charities made to the ones in charge of the area of the group. In 2007/08  £100,000 was donated directly to the foundation. In he himself year the done foundation grants totalling  £95,000. Mothercare and ELC have a history of the professional management of people. In the last year the center has been in the work to combine two diverse cultures and to keep the best one from both. This has demanded actually bringing of the two functions of the hour in one and reviewing, simplifying and harmonizing of our policies of use so that they are applied to our global business. One of these equal opportunities of the preoccupations of the policies. The business is trusted to provide the equal opportunities for all the personnel without concerning the race, the sort, the age, the incapacity or the religious bottom. In addition we have undertaken a certain limited work to investigate the diversity of the sort within the group and aimed to assure to us that the business is ethnic representative in warehouses and the central office. The annual objectives pay attention so that to all the personnel it gives a clear picture them of what it is required of him. They value to the employees against these, and this revision of its operation leagues together to its rights of the pay and the premium. In the last year the group has needed the elements that define the culture, or the DNA of the group. These are: taken care of for the parents; make the business harder; pull together; and consignable fact. They have determined all greater ones in charge already against this frame, and is being including now in our processes of the recruitment, the promotion and the valuation. In addition, the personnel can one same-handle his to in line use of the development and frame of development of race. All of these facets have lead to Mothercare being voted one of the top 20 Best Big Companies to Work For by its staff. This award is adjudicated by the Sunday Times and is based on anonymous survey responses from at least 40 per cent. The future The group has fixed a number of targets of the long term to direct and to inspire the work of the CR. These are supported to need annual the objectives what we needed to make every year to keep to us in the track for these aims from more long term. Our 2013 targets are in order to cut the absolute emissions of the coal of our BRITISH buildings and our BRITISH fleet by 15 percents (compared to the line of bottom 2007) to cut the packed one  £100 of the products was associated to each that we sell by 15 percents (compared  to the line of bottom 2007) to the cut the number of the purses single-uses at least of the carrier by 30 percents (compared to 2007 line of bottom) that we will make sure that on 50 percents of wood products we sell are done of the wood that recycled or is certified by the FSC that it above pushes for the recycling, making sure that at least 75 percents  of our sweepings of United Kingdom is recycled so that the program of the community of the group raises  £1 million stops to the charity as first it walks towards these, our objectives for the next m year is the action will be taken the use of the energy of the warehouse of the cut including bringing warehouses of ELC in the system of management of the energy of Mothercare and the operation a consolidation of the campaign of the knowledge of the energy of the personnel of the fleets of the delivery of the business to gain effective nesses and to look for ways to increase our use of the transport of track for the merchandise begins a project to review systematically and to reduce the amount of packed in our products and to investigate ways to cut use of the purse of the carrier establishes the data of the line of bottom on our sweepings of warehouses and DCs working a project experimental to investigate ways to reduce the amount of sweepings of the warehouse that is sent to the development of the embankment of a new group-wide policy in the purchase and to the use of wood products and t he paper, bringing to the whole group until the same greater levels they review our approach to give charitable with an aim to concentrate more of our activity with a single society of large-scale that can be applied to the world-wide business of all the group, including our partners of the license

Study On Charismatic Leadership Management Essay

Study On Charismatic Leadership Management Essay Introduction Nowadays, managing people is a common issue on all type of businesses but it is important. To effectively and efficiently leading the personnel in the organization without wasting intellectual capital or the companys resources is the ideal that organizations want to achieve. In our research, we attempt to clarify the correlation between the charismatic leadership and the organizational change. Charisma is the extraordinary ability that a person possesses naturally and let them able to influence people, attract their attention and admiration. Charismatic leadership is the type of leadership which make people admire and willing to follow them. Charismatic leader is a person who is dominant, self-confident, convinced of the moral righteousness of his beliefs, and able to arouse a sense of excitement and adventure in followers. According to Max Weber, Charismatic leader has a fire that ignites followers energy and commitment, which produce results beyond the call of duty. Thus, he had the ability to inspire and motivate people. There are several qualities of Charismatic leadership: Lofty visions Ability to understand and empathize Empowering and trusting subordinates Proactive, high energy and action orientation Everything is changing except the status quo of change. Every individuals, every things, could not running out of the scope of change. Similarly to organization, changes will always affects every part of the companies include their business, their environment, their people and so on. The Objective of this report is to enhance the leading style of charismatic leadership on the organizational change. Besides, improve the organization to adapt to the changes of environment, and the organization growth through globalization. Content Analysis From the study, the researchers found that the followers who rated their leaders as charismatic also reported being open and accepting the changes occurring in their organization. Specifically, followers of charismatic leaders were much more open to their work-roles changes and had a positive outlook on the benefits of the changes to their organization. Given the nature of organizational change and the pervasiveness of employee resistance to change, this finding suggests that charismatic leadership behaviours may engender follower attitudes and beliefs that promote rather than resist organizational change. Besides, a necessary ingredient of successful organizational change is leadership behaviour capable of overcoming resistance to change by causing followers to experience a felt need for the proposed changes. Indeed, the results suggest that charismatic leadership behaviours, including the ability to powerfully articulate an inspiring vision and communicate to followers a sense of ownership of the vision, may affect followers openness to organizational change and perceptions of leadership effectiveness. (Kevin, 2005, p. 19) In conclusion, the effectiveness of the charismatic leadership will influence the followers behaviour. From the study, the researchers found that the both of the visionary and expressive delivery components of charismatic leadership can influence follower task performance. The expressive delivery includes having energy, leaning toward followers, maintaining direct eye contact, having a relaxed posture, and exhibiting animated facial expressions. Second, they also found that the extent to which each of these components affects the follower task performance is dependent on the type of tasks in which followers are engaged. They suggested that organizations should consider the importance of performance quantity versus quality in their decision to select or promote a charismatic leader or non-charismatic leader. For example, if performance quality is much more important than quantity, the use of charismatic vision might be especially relevant. Regarding task type, charismatic leaders in non-charisma-conducive jobs or industries might be encouraged to adopt a contingent-reward or structuring style of leadership rather than focusing on the communication of a charismatic vision to followers. When followers are in a more charisma conducive job or industry, leaders should communicate a vision to followers to improve followers task performance. In addition, a charismatic vision may provide meaning to the task, which can add to followers motivation. Under these conditions, followers might work to get the task done right, resulting in high quality rather than simply working to get the task done. A lack of vision for followers could, therefore, translate into very poor performance on more difficult tasks. (Stefanie Robert, 2008, p. 102) Charismatic leader Work Engagement OCB In the diagram above, it is the combination of the four hypotheses. Four of the hypotheses are all links with each other. Work engagement is a mediator which is likely an intermediary trying to find solution and between the two disagreement of two parties (charismatic leader and Organisational Citizenship Behaviour-OCB). OCB is defined as individual behaviour that is discretionary. The relationship between charismatic leaders is also closely related. As OCB discuss mainly about the organization behaviour, it will also reflect charismatic leadership. Since charismatic leaders can spark an employees engagement in work, it will lead to more participation in positive behaviours that promote the organization. In the journal Toward a Behavioural Theory of Charismatic Leadership in Organizational Settings, there are some significant variables discussed. The term charisma here refers to the particular type of character by follower and leaders behaviour. First, the behavioural and nature of the charismatic leader can be determined by doing empirical test. The method can through questionnaire to identify it. Then, they can use the result to compare with the person to find out that whether he is a charismatic or non charismatic leader. Second, after determining charismatic leader, it can be use as a tool to change the organization. A charismatic leader may not only key to success of an organization but also vital to countries that are developing which may require to adopt new technologies and transform traditional way of operating. From the study of Workgroup gender diversity-asymmetric among men and women, the need of charismatic leadership is generated from a situation of uneasiness and uncertainty created in context of weak social diversity. For example, increasing levels of gender diversity comes with lower levels of pro-social behaviour where the behaviour that is beyond the requirements of the job, higher levels of conflict, lower levels of friendliness, and lower levels of job-related satisfaction and self-esteem. This situation brings indefinite and doubtful social circumstance when role expectations are less clear. The reason of these negative effects of gender heterogeneity comes from similarity-attraction paradigm, which is people with similar attitudes are attracted among themselves, in contrast, distrust and discomfort could occur when dissimilarity of attribute in group are happened. In the circumstance of gender heterogeneity, tendency of needs of charismatic leadership is greater than in homogen eous group or attribution of charisma is lower in homogeneous group than in heterogeneity group. Meanwhile, the hypotheses are made based on the journal. Hypothesis said that as the level of gender diversity increases in the work team, individual members would attribute higher levels of charismatic leadership to their elected leader and the result are partially supports this hypothesis. So, as expected, the higher the gender diversity, the higher the needs of charismatic leadership to their elected leader. Besides, they also made a hypothesis that the positive effect of gender diversity on individual charismatic relationship with the leader will be stronger for men than for women. The result shown that, it may happen when teams are formed in major; minor or a balanced condition. From the journal of Team climate, work team members tend to share their mood at work, so called team affective climate that related to job satisfaction, commitment, and performance of the workers. Related with the climate, team leaders need to play an important role in influencing individuals different dimensions and modelling the group climate. The key is leaders with charisma, which can strongly influences the work-team effects, such as performance and other intangible aspects. In fact, charismatic leadership is said to be the result of an attribution based on followers perception of their leaders behaviour, specifically behaviours that articulate and help build a positive vision and foster an impression of the importance of the followers mission. Hence, leader with charisma is said to have an important implication of building team affective climate and they need to articulate a constructive affect that results in a positive affect facing by followers. From the study, they had made few hypotheses. First, they posit that higher levels of perceived leaders charisma will predict higher levels of team optimism whereas higher levels of perceived leaders charisma will predict lower levels of team tension. As the result, team optimism and charisma leaders are correlated meanwhile lower levels of team tension cannot create by charisma leaders. Besides that, they also hypothesizes that Leaders influence will make the positive relationship between leaders charisma and team optimism stronger; at the same time, leaders influence will make the negative relationship between leaders charisma and team tension stronger. The result shown that, both hypotheses are supported by their findings. Lastly, they had made guesses that more frequent leaders interaction will make the positive relationship between leaders charisma and team optimism stronger and negative relationship between leaders charisma and team tension stronger. After they had processed th eir findings, the result showed that both guesses are not correct. From the study of Political Connection: The Missing Dimension in Leadership, Strong Networks cans Supplement Other Leadership Deficiencies. While, Larry Chasteen, the PhD holder state out that many people will think leadership is just a part of the business. It is a key ingredient for successful firm, making profit or non profit and even using in the countries. They have examines in the combination of traits to find out the change in organization behaviour in the organization. Some even use more than three of the traits such as emotional intelligence versus intellectual quotient or charismatic leadership versus instrumental leadership. The Classical Myers Briggs has made a classification on uses the four dimensions. There are physics notes that more dimension will lead to confusing from explaining our original traits. This article just focus on leadership :charismatic leadership instrumental leadership and political connections .These three tools can be use as a tool for self-assessment .It has combine the attributes of leaders , managers and networking. The research showing a charismatic leader is not enough to change the organization in long term as it can wear off easily .The instrumental leadership has been include the strength of charismatic leadership. It will lay over through structuring , controlling and rewarding to give out support for achieving the organization final goal .Charismatic leadership is needed to generate the initial energy and to create commitment. Many government and industry leaders who uses charismatic and instrumental leadership have fail to make changes to the organizations. For example, Colin Powell has exhibit a great charismatic and instrumental that serve him exceptionally well during his early career. But because of his lack of political support, he has been hindered of accomplishment and legacy as a U.S. Secretary of State. However, Condoleezza have a political connections led to a longer-lasting accomplishments at the Department of State. As a fact, General Electric has passing by such a leadership matrix to allow more variation in selected parameters for company decisions. In a great changing of an organization, charismatic is not enough to achieve an effective institutional re-organization. It requires both the charismatic and instrumental leadership as well with political powers to move on to the higher position. A good political connection can overcome the weakness of the leadership and bring strength in any firms and government offices. Make sure you are clear enough on which goals are most important and for the organization are the first steps to career advancement. From the study of Charismatic Leadership: A Phenomenological and Structural Approach The author of this journal propose that the most direct impact of the visionary charismatics characteristics is on the perceptions and feelings of the followers. Their interpretative schemes and what flows from them purposefully, emotionally and motivationally. Intrinsic and extrinsic validity are experienced whenever perceptions and feelings are congruent with behaviour is congruent with consequences. Changes in follower perceptions, feelings or behaviour in the consequences of that behaviour therefore could establish the necessary conditions for phenomenological validity to be experienced. The direct impacts of leader behaviour on the feelings of followers will an indirect impact on the followers. As an example, when leaders changes task or environmental variables, which hypothesized to affect internal and external correspondence such as task design, reward systems, and organizational structure. There are some proposition consists in charismatic leadership. Proposition is that it believes that it must be based on the articulation of an ideological goal. The writers may not fully agree as in crisis situation, ideological is too restrictive to be broadening to include the cognitions, values and need structures. Propositions 2 will lets he followers experiencing the leaders and others behaviours as well as their own. Propositions 3 to 8 primarily concern factors that influence whether cognitions and feelings and behaviours will be high on internal correspondence and will be experienced by the followers as intrinsically valid. Propositions 9 to 15 is concern about the primarily thought to affect external correspondence. The implication of the writer model is that charismatic effect may not be limited to a few who are endowed with exceptional gifts or supernatural qualities. They imply that charismatic effect may be widespread. They feel that their model invites an understanding of meaning, reasons motivations, and intentions as it seeks explanatory connections between formal structural arrangements and behaviour. From the study of The role of emotional intelligence and personality variables on attitudes toward organizational change People-oriented research in organizational change explored issues of charismatic or transformational leadership, the role of top management in organizational change and the phenomenon of resistance to change, without considering the psychological traits or predispositions of individuals experiencing the change, which are equally crucial for its success. Nevertheless, they argued that individual difference variables, such as locus of control, positive affectivity, openness to experience and tolerance for ambiguity play an important role in employees work attitudes (e.g. organizational commitment, satisfaction) as well as they predict self and supervisory assessments of coping with change. King and Anderson (1995) also indicated the role of individual differences along with previous bad experiences of change as responsible for high levels of negative attitudes and re sistance to change. It shows that there is correlation between charismatic leaderships role perception, personality and organisational change. From the study of Beyond the Charismatic Leader: Leadership and Organizational Change By: David A. Nadler Michael L. Tushman While the subject of leadership has received much attention over the years, the more specific issue of leadership during periods of change has only recently attracted serious attention. What emerges from various discussions of leadership and organizational change is a picture of the special kind of leadership that appears to be critical during times of strategic organizational change. While various words have been used to portray this type of leadership, we prefer the label charismatic leader. It refers to a special quality that enables the leader to mobilize and sustain activity within an organization through specific personal actions combined with perceived personal characteristics. There are three types of behaviour that categorises these leaders. They are envisioning, energising and enabling. In envisioning, it involves the creation of a picture of the future, or of a desired future state with which people can identify and which can generate excitement. By creating vision, the leader provides a vehicle for people to develop commitment, a common goal around which people can rally, and a way for people to feel successful. It is then easier to achieve the new organisational goals. Energising means that the role of leaders to motivate members in the organisation. Different leaders engage in energizing in different ways, but some of the most common include demonstration of their own personal excitement and energy, combined with leveraging that excitement through direct personal contact with large numbers of people in the organization. They express confidence in their own ability to succeed. They find, and use, successes to celebrate progress towards the vision. Las tly, enabling is where the leader psychologically helps people act or perform in the face of challenging goals. Charismatic leaders demonstrate empathy-the ability to listen, understands, and shares the feelings of those in the organization. They express support for individuals. Because of this, people tend to be motivated in achieving their goals when there is change in the organisation. From the study Journal of ERP Implementation lifecycle, it revealing the changes made by the charismatic leadership. Charismatic leadership is an exemplary type of leadership that shows significant relationship to the level of ERP assimilation. Environmental sensitivity of a charismatic leader will lead the organization change and make significant improvement to the organization since he is able to diagnose and update himself to the internal and external environment. Communication of the leaders vision is significantly important it will influence and lead his follower to align the vision with the organization and make the organization growth stronger and change accordingly to the leaders vision. Expectation of leader also will indicate a positive outcome from his follower and organization. According to Self-fulfilling prophecy, positive expectation from a leader will create a positive desired result from his followers. It shows that, the complete guide and influences of the vision from a leader toward his followers, will affect them to be motivated and collaborated to help in achieving the vision of the leader. Furthermore, complete guide and influences of the vision from a leader toward his followers, will make them to be motivated and collaborated themselves that help in achieving the vision of the leader. Similarly caring of the leader will make the followers feel more supported and secure and trust to the leader. Besides, it also builds confident to the followers. If the leader is trusted and respected by his followers, his followers are more likely to follow and help the leader to achieve his vision. Therefore, the followers do not mind to work hard for achieving the organization vision and thus the organization change and performance increase. Cohesiveness from the follower shows changes in organizational norms and culture. It shows that a positive norms and culture such as organizational citizenship behaviour. Thus, the cohesiveness of the follower will indicate changes in organizational norms and culture, if this type of positive norms and culture stay longer; the growth of the organization will be undoubtedly fast. It shows that a leaders charismatic leadership is significantly related to organizational change and all level of ERP implementation lifecycle. Conclusion: In our research there are significant relationship between Charismatic leadership and Organisational Change. Firstly, it shows that a Charismatic leadership behaviour is an exemplary or model for his followers which enable and capable for overcoming the constraints for organisational change. It drives the followers to learn from many aspect of the charismatic leader. Significantly, the behaviour of the leader creates organisational citizenship behaviour toward the employees that allow them to take good care about the organisation image and the internal environment. Similarly to the norms of working of employees, it is also creating a working culture and work standard that improving the performance in an organisation. Secondly, the role perception of a Charismatic leadership is significant important as well as the personal meaning for the leadership. It influences their follower understand of their role and this will incur the organisational change. Form this aspect, it shows that if the leader able to give motivation, support and cheer the work of employees will smoothen the organisational changing process. Thirdly, the relationship and collaboration among group, team and the charismatic leadership also will indicate significant changes in the organisation performance and organisational culture. Similarly to the workgroup diversity, the strong and cohesiveness workgroup will indicate high performance culture that makes the organisation have high sustainability where the entire organisation culture can aligns with the organisational performance. Lastly, good attribution from charismatic leadership such as environmental sensitivity, persuasive communication, and unconventional vision will foster and lead the changes in the organisational environment. Recommendation Unconventional styles used by charismatic leader will often create the undesired conflicts among the colleagues in the organisation as changing the status quo of works. Therefore the charismatic leader had to consider the others feelings and try to make them follow and align with his vision even if he is able to take the accountability and risk by himself. Morals are often covered up by the deficiencies of wisdom. However, wisdom is not always filled up by morals. This is referring to the negative charismatic leadership. Some charismatic leaders tend to use the leadership style for their own personal gain and thus neglect the moral values. In order to manage change in the organization efficiently, charismatic leaders must put the organizations interest above his personal interest. Being a charismatic leader gives an advantage to him because he may influence others in the organization to follow his bidding and if it is against the organizations interest, it will be very much unhealthy to it. That is the reason why charismatic leaders should have strong moral values in them. Besides that, organizations should also encourage whistle blowing in the company. This can help reduce the negative charismatic leadership from expanding in the organization. When an organization is facing with changes, it will be chaotic and this will give chances to charismatic leaders to do under the table exchanges. By encouraging such behaviour among employees, executives are able to keep most charismatic leaders under control from influencing others for personal gain. Charismatic leaders should also make contingency plans. This serves as a backup plan when the original plan fails to work. During a change, charismatic leaders may be responsible to keep followers in track and to maintain order. This needs the leaders to come out with more plans to keep followers motivated into accepting the change. Some employees tend to resist change and so the charismatic leaders must form plans and considering the scenarios that may happen so that it will make him or her influence them to accept the changes. In addition, during a huge crisis, these charismatic leaders must think conventionally and behave unconventionally. During a change, things will be hectic and many problems may arise or perhaps conflict may happen among followers. Leaders need to think rationally on how to handle this kind of situation and not just simply jump into it and create even more confusion. Charismatic leaders should also come up with strategies to minimize the resistance of followers to the change. Many followers tend to resist change because they think that it is going to mess up their normal routine. As a leader, charismatic leaders need to come up with ways to persuade these types of followers to accept the change instead of going against it in order to reduce the conflict that might have arise if it is not handled properly.

Ruth Benedict’s Ethnography of Pueblo Culture, Patterns of Culture, and

Response Piece – Silko & Benedict As noted in the response by Janet Tallman, there are three main themes concerning Ruth Benedict’s ethnography of Pueblo culture, Patterns of Culture, and Leslie Marmon Silko’s novel Ceremony. Both detail the importance of matrilineage, harmony and balance versus change, and ceremonies to the Pueblo Indians. It is important to note that Silko gives the reader a first-hand perspective of this lifestyle (she was raised in the Laguna Pueblo Reservation), while Benedict’s book is written from a third-person point of view. Because of this, it was fairly easy to see how much of the actual culture was overlooked or misinterpreted in Benedict’s work. While the above-mentioned themes about Pueblo Indians were indeed mentioned in her book, Ceremony allows the reader comes away with a better understanding of why they lived as they lived, and how their lifestyle choices impacted every decision they made. As in my first assignment, my interpretation of the books was tha t Silko’s was from a much more personal perspective; a luxury provided because her book is to be enjoyed as a fictional novel instead of an academic text. Set against the backdrop of post-WWII reservation life, the struggles of the Laguna Pueblo culture to maintain its identity while adjusting to the realities of modern day life are even more pronounced in Ceremony. Silko uses a wide range of characters in order to give a voice to as many representatives of her tribe as possible. The main character, Tayo, is the person with whom the reader is more than likely to relate. The story opens with him reliving various phases of his life in flashbacks, and through them, the reader shares his inability to discern reality from delusion, past from present and right from wrong. His days are clouded by his post-war sickness, guilt for being the one to survive while his cousin Rocky is slain, and his inability to cope neither with life on the reservation or in the outside world. He is one of several representations of the beginnings of the Laguna Pueblo youth interacting with modern American culture. Tayo’s aunt (Auntie) is the personification of the Pueblo culture’s staunch opposition to change. She is bound to her life and the people around her; more so because of the various â€Å"disgraces† brought upon her family by her nephew Tayo being a â€Å"half-breed†, her brother Josiah’s love af... ...of looking within themselves for the causes of their misery, they chose to blame the white man for their misfortunes. At the same time, they were causing pain and suffering unto themselves by punishing those who were deemed too different (Emo trying to kill Tayo and settling on Harley) and shunning any changes to life as they knew it. By the end of the novel, Tayo represents the potentially new world for Pueblo culture. As Betonie said, elements in the world began to shift and it became necessary to create new rituals in order to keep the ceremonies strong. This represents a very modern view on Pueblo life (Silko’s) of the price tribe people must pay in order to survive in this world. As shown by Tayo’s final change, Silko sees it as necessary to maintain the essential parts of Pueblo culture in order to maintain the web that connects all its people together; but one must also learn to adapt and accept the new world created around him or her in order to survive. â€Å"Don’t let them stop you,† Betonie said in page 152, â€Å"Don’t let them finish off with this world.† Stagnation is just as damaging as overwhelming change. Leslie Marmon Silko - Ceremony Ruth Benedict - Patterns of Culture

concept of consciousness :: essays research papers

An individual is somewhere in space-time, and not somewhere else. Except for God, of course, who was invented to instantiate all contradictions in blessed harmony. He's everywhere and everywhen, though at the same time, as it were, not in time or space[3]. But the upshot of this is that every individual has a point of view, a perspective, and apprehends the world, so far as it can apprehend the world, from somewhere and not nowhere[4] (Nagel 1986). If taken in isolation, the feature of being somewhere in particular affects all kinds of individuals, not just humans. But only those individuals that can view something can presumably have a point of view. Thus Searle again: Subjectivity has the further consequence that all of my conscious forms of intentionality that give me information about the world independent of myself are always from a special point of view. The world itself has no point of view, but my access to the world through my conscious states is always perspectival. (ibid. 95).[5] In itself, however, that could be true of any other living thing. Nor is it a requirement to be alive: an artificial eye has a point of view. More generally, as shown in the excellent discussion of this subject in (Proust 1997), aspectuality can be seen as a consequence of mere differences of informational channels, and doesn't therefore require any level of consciousness. Perspective might itself be of two kinds. This can be seen by asking: Does a still camera have a genuine point of view? One reason to deny this is that for a still camera there is nothing that corresponds to the difference between locality in time, and locality in space. For a living individual, these pose slightly different problems. For there are different ways in which we might care about the effects of our actions in distant space, and in different times. Time is asymmetrical in this sense (among others): we care more, or quite differently, about what happens in the future than about what happened in the past. But although the things we care about may, of course, be unevenly distributed, space has no uniformly privileged direction. So temporal perspectivity appears seems to constitute a more serious species of subjectivity than the spatial kind. Now perspectivity is sometimes equated with subjectivity in general, as suggested in the last quotation from Searle above. Yet subjectivity is also associated with the self, and the temporal form of perspectivity actually causes problems for the view that my self is my subjectivity.

To what extent have UK Prime ministers become “presidential”?

There are a number of reasons that the UK’s prime ministers can be called presidential. For instance Blair and Thatcher were both dominant over their government they would often ignore what their cabinet said. The PM is also very much seen as the head of state Also the PM is very much a figure head and the media portrays him as the head of the party, the government and the party ideology. The PM if he or she has a majority in the House of Commons they can pretty much pass any law that they like as long as the whips are used to enforce that the party votes the way that the leader of the party wants. Also Tony Blair was a very dominant PM, he would take his cabinet’s opinions in to consideration but quite often he would ignore what his cabinet had said and do what he wanted. For instance some members of his cabinet resigned as ministers over the Iraq war because Blair would not listen to them. But there is also an argument to say that the UK’s PM s are not presidential for instance the PM is part of the legislature and is therefore accountable to the House of Commons instead of directly to the people whereas a President is voted for directly by the people so the president is directly accountable to the public. Although it could be argued that the PM is accountable to the people through the media for instance televised debates and coverage in broadsheet newspapers. The PM is very much a figurehead and this is the way that the PM is portrayed within the media, for instance when a parties policies fail or something goes wrong with the country it will invariably be blamed on the PM as he is portrayed as the head of the party and the government even if the thing that goes wrong has nothing to do with them they will still be blamed by the public and held accountable by the House of Commons. In this sense the PM is more of a president than a Prime Minister. On the other hand the legislature and the executive is not strictly separate because the PM is a member of the legislature before they are a member of the executive and they are chosen from the legislature, whereas a president can only be a member of one of those things. For instance the President can not sit in Congress or in the Senate as well as being President people can only sit in one. The real UK head of state is the Queen but this is a ceremonial role as it is the prime minister who has the power. When Gordon Brown was Prime Minister he wanted to give powers back to the Commons these included the power to declare war, he also wanted to curb the power of the whips and he wanted all select committees to be voted by MP s instead of chosen by the PM. In conclusion I would say that the Prime minister is presidential purely because of the amount of power that the PM has over the country, as long as he has a majority in the House of Commons then the PM can exercise all of his power and it is almost impossible to stop him the government outnumbers the other parties that will want to try and stop the legislation set out by the PM.

Governor Phillip Essay

In this essay, I would like to examine the respective educational theories of the two men: Professor Higgins Pygmalion and Governor Phillip Our Country’s Good. Both men believe in the process of amelioration: that is, both believe in the redemptive power of ‘fine language’; if people speak fine language, they will find themselves morally or socially improved. Both believe that people, who are born into the lower classes, are not doomed to live their lives at a disadvantage. Moreover, if given the opportunity to use the ‘divine gift of articulate speech’, then they can achieve a degree of upward mobility. I should like to look first at the relationship between Professor Higgins and Eliza in Pygmalion, which is set in an era of social mobility and depends for its effect upon the English class system. In particular, I would like to examine the idea that a person’s position in society can be accurately measured by her speech-style. Henry Higgins, a professor of linguistics, believes that Eliza Doolittle (‘draggletailed guttersnipe’) can be transformed into a ‘duchess. ‘ Higgins is a scientist conducting an experiment. He wants Eliza to talk genteelly. His precise ambition is to ‘pass that girl off as a duchess at an ambassador’s garden party’. Higgins is extremely selfish (‘What does it matter what becomes of you’) and professes not to be interested in Eliza’s personal progress at all, in fact only teaching her to win a bet between Pickering and himself: THE NOTE-TAKER (HIGGINS): Well, sir, in three months I could pass that girl off as a duchess at an ambassador’s garden party. PICKERING: I’ll say youre the greatest teacher alive if you make that good. I’ll bet you all the expenses of the experiment you cant do it. As this exchange shows, Pickering has just given Professor Higgins the incentive to teach Eliza. Higgins is very vain (‘I can place any man in London’) and is teaching Eliza to stop using cockney dialect: ‘Lisson Grove lingo’ such as ‘Garn! ‘ and ‘you ought to be stuffed with nails, you ought! ‘ She also uses double negatives in her speech: ‘I aint got no parents’ where, grammatically, it should be ‘I don’t have any parents. ‘ In Act Two, Eliza goes one step further by saying, ‘I dont want never to see him again I dont’ which is in fact a triple negative. During his ‘experiment in teaching’, Higgins encounters ‘the difficulty’ of getting Eliza to talk grammatically. Teaching her to pronounce the words properly is ‘easy’ enough, but teaching her to understand English grammar is more complicated. When she comes to Higgins, her grammar is atrocious (‘I wont stay here if I dont like’), for she is using adjectives instead of adverbs. However, she is aware of her social standing. Although she knows that she is not a lady (‘I couldnt sleep here, its too good for the likes of me’), she also knows that she is not a tramp and regularly states she is not a prostitute (‘Im a good girl I am’). This chorus is her motto and shows that she has a sense of decorum. In Act Three, about three months into the experiment, Eliza undertakes what we make call a half-term test. She goes to Mrs Higgins ‘at home day’. There, she does well in her greetings of Mrs Eynsford Hill and her daughter, Clara; her four syllables ‘how do you do? ‘ are said with ‘pedantic pronunciation and great beauty of tone’. Then, however, the topic of conversation begins to turn towards incongruous subjects: ‘My Aunt died of influenza, so they said†¦ but it is my belief they done her in’. Higgins explains away Eliza’s inappropriate remark by saying that it is the new ‘small talk’. Shortly afterwards, he gives the signal to Eliza that she should leave. When asked by Freddy if she is walking, she replies with the best remark in the play: ‘Walk! Not bloody likely. Im going in a taxi’. She departs, much to the shock of the genteel folk. The conflict in this exchange is between Eliza’s ‘perfectly elegant diction’ and the crude adjective that she uses. This example of ‘Lisson Grove lingo’ or ‘kerbstone English’, when spoken in an upper-class accent, sounds incongruous and creates uproarious laughter. When we next catch up with Eliza, she has made a successful transformation from a ‘flower girl†¦ as clean as she can afford to be’ to a ‘princess †¦ in opera cloak, evening dress, diamonds, fan, flowers and all accessories’. She is at her final test, an International party at ‘an Embassy’ in London. Neppomuck, Higgins’ first student, attends, working as an interpreter: ‘I speak 32 languages†¦ You place a man anywhere in London, I place any man in Europe’. The hostess of the party instructs Neppomuck to use his skills on Eliza: ‘I have found out all about her, she is a fraud’. As Higgins thinks that he has failed and it is all over, Neppomuck reveals: ‘She is of Hungarian origin and of Royal blood. She is a Princess! ‘ Higgins, as is shown, has succeeded in his mission to transform Eliza’s speech from that of a ‘common flower girl’ to that of an ‘aristocrat’. Later, when Eliza asks Pickering if she had won his bet, he replies: ‘Won it my dear, you have won it 10 times over’. This speech by Colonel Pickering makes Eliza feel successful and when, after the party, Higgins makes an entirely selfish analysis of the ‘ordeal’ through which Eliza has been going, (‘No more artificial duchesses. The whole thing has been simple purgatory’) she passes moral judgement on him (‘you selfish brute’). When we see Eliza at Mrs. Higgins’ house we are shown that neither Higgins nor Pickering has any concept of mental cruelty, for they think that the way they have treated Eliza (who is ‘naturally rather affectionate’) by ignoring her and saying how glad they are that it is all over, is perfectly acceptable. In Act Five, Eliza realises that her ‘real education’ is not in phonetics but in manners. Eliza explains how she acquired ‘self-respect’ and has ‘risen in the world’. Shaw then puts in her mouth a political speech critical of class-differences in England in 1916: ‘The difference between a lady and a flower girl is not how she behaves but how she’s treated’ This declaration brings us on to discussing Our Country’s Good and Governor Phillip. At the heart of Governor Phillip’s educational theory is the belief that, if the convicts are treated as talented individuals, they will acquire self-respect. Arthur Phillip has been made ‘governor-in-chief’ of a penal colony in 18th century Australia. The criminals have been transported – a form of punishment at that time – on a convict ship to Australia, which was the most frequent destination. Excluding the convicts, there are several other men, of various ranks, with Phillip. Among these are Captain Watkin Tench and Judge David Collins, both of whom lack sensitivity. Phillip is a humanitarian and thinks it unnecessary to ‘cross fifteen thousand miles of ocean to erect another Tyburn’? : that is, to go to the other side of the Earth to hang people who could have been hanged in Britain. Tench, on the other hand, thinks that the convicts ‘laugh at hangings’ and it is ‘their favourite form of entertainment’. Phillip wishes to be humane and considers lashing as an alternative, but because the punishment is ‘unobserved’, Collins deems it useless for it ‘will not serve as a sharp example’: that is, it will not deter the other convicts. Tench agrees with him by saying that ‘justice and humaneness have never gone hand in hand’. When the discussion turns to plays and preferred authors, Phillip has the idea of the convicts putting on a play ‘for the good of the colony’. This is our first notion of the differences between Governor Phillip and Professor Higgins; Higgins is teaching Eliza for his own ‘good’, to improve his reputation, not for her benefit nor ‘our country’s good’. The only play they have is George Farquhar’s The Recruiting Officer (1706), which is a Restoration comedy. In Act One Scene Five, Phillip asks Second Lieutenant Ralph Clark to organise the play. He doesn’t really want to do it and to begin with is not very enthusiastic, but he is hopeful of promotion and so does it to please the Governor. He hears that a convict called Mary Brenham can read and write, so he roots her out. She is with her friend, Dabby Bryant, when he comes to talk to her. When he asks her questions to discover if she can read and write, Dabby interrupts and tells him: ‘She used to read to us on the ship. We loved it. ‘ This disclosure reveals Mary’s human potential; it reveals also that some convicts are sensitive to those who have been desensitised through brutal treatment. When Dabby says, ‘Mary wants to be in your play’, she is telling us that Mary wants something to look forward to, something to anticipate. When Ralph Clark starts reading some lines with her from the play, she reads the line: ‘Whilst there is life, there is hope’ This is a perfect example of a syntactically balanced ‘sentiment’. This proverbial saying comments exquisitely on their situation within the colony. In Act One Scene Six, ‘The Authorities Discuss the Merits of the Theatre’, Major Robbie Ross shows his contempt for the play (‘we’ll all be struck with stricturing starvation – and you – you – a play! ‘) Ross is a reactionary figure; he adopts a hostile manner towards the idea that the convicts may be capable of ‘sentiment’ and rehabilitation. He believes that they are incorrigible, beyond redemption; he has no confidence in the redemptive power of Farquhar’s language. Ross wastes no opportunity to vituperate against the convicts (‘vice ridden vermin! ‘), especially the women, whom he considers lower forms of life (‘Filthy, thieving, lying whores’). He scoffs at the fact that they are allowed to perform a play of ‘fine language, sentiment’ (‘Plays! ‘). In the same scene as Ross’ accusations, we find that these are actually civilised men: ‘The sky of this Southern Hemisphere is full of wonders. Have you looked at the constellations? ‘ Astronomy seems to be a reasonably intelligent pursuit. Phillip now shows his enlightened position– ‘We are indeed here to supervise the convicts who are already being punished by their long exile. Surely they can also be reformed? ‘