The Work Of Michael Jackson - 1315 Words

Michael Jackson, both as a solo artist and also within the group of his family band Jackson 5, pushed the envelope in music, stage costumes, dance moves, videos and record-setting album sales. The Jackson family from Gary Indiana were a rags-to-riches tale that was built on sacrifice, talent and hard work. Michael was born into the family of children Rebbie, Jackie, Tito, Jermaine, La Toya, Marlon, Randy and Janet. Their father Joseph and mother Katherine encouraged and provided guidance with their careers. With his brother already members of a band Michael joined them in 1963 along with Marlon. Their first success was at a talent show winning an amateur competition at Harlem’s Appolo Theatre in New York. After that they were endorsed by†¦show more content†¦The Jackson’s stayed with Epic/CBS until 1990. In 1984 it was the Victory Tour that rose Michael in his solo career as a worldwide superstar. In 1990 when they were no longer signed with Epic/CBS Michael, Janet and the others continued with their solo careers. Michael became a star at the age of seven and his first solo song was Got to Be There came out in 1971 when he was twelve. Although he was discovered by Berry Gordy it was Quincy Jones that helped elevate Michael’s career to be worthy of the title King of Pop. Quincy partnered with Michael in the film titled The Wiz in 1978. They collaborated on his album Off the Wall in 1979 and won a Grammy in 1980. In 1982 he released Thriller the best-selling album in music history selling 104 million copies worldwide and the title track was number 1 for 37 weeks on the Billboard album sales chart. His 14 minute Thriller video won a MTV Video Music Award for best choreography in 1984 and continues to be the greatest music video of all time. It was at a concert in Detroit in 1983 while singing Billie Jean that he first danced his signature Moonwalk which he credits James Brown as his inspiration. The rest of the world got to see him do this Moonwalk while also singing Billie Jean at Motown ’s 25th Anniversary. I personally will never forget the

A Study of Corporate Failures Free Essays

It is said that a company will only last if it practice good governance to its employees and customers providing them all of their needs and satisfying their expectations in terms of product quality and good management. This brings out a good working relationship between the management and employees that builds trust and loyalty among them which in the end will result in a favorable output contributing to the good name of the company. The reputation of a certain company has been always important for their marketing and growth. We will write a custom essay sample on A Study of Corporate Failures or any similar topic only for you Order Now Thus in order to have a good impression to the customer and employees, the company’s management tend to bring out the best that they can bring to give a good impression to their customers and people. Since good governance gives a harmonious working relationship between the management, employees and customers, people may seem to like the company more and as the days goes by, they might learn to ask more than the company can provide. The company may become bigger, but expectations will always be present from suppliers, customers and employees. Because of a higher demand for quality management, the top management of a company may do some changes to their usual managing practice to cope up to the demand that their company is facing like higher product outputs, client concerns, supply procurement and more. Change is always permanent. For companies, certain decisions must be done to acquire a certain expected result for the benefit of all but there are also some decisions that were made by the company which they think is the best strategy for a certain issue but only resulted to conflicts and problem. This paper’s aim is to give an insight of what a bad corporate management or governance is and its effect to a company, its employees, and their customers and to other business as well. We examine the different reasons why a company fail and the different things that a management can do to avoid it. Included also in the paper are some experiences of different companies that had gotten through bad management strategies and how they cope up from it. Introduction Change Management is one tool to measure the performance of the overall productivity of a company. If a kind of management strategy being implemented is not good to handle a company’s requirement, it is very obvious that it will cause problems in the end. As stated a while ago, competition is very tight in the market and demands are very high. This however, takes the management in a decision to take one step forward for improvements. Changing a workflow, product standards or even the salaries of employees are very crucial. If not monitored well, this may result to conflict and quality issues. Decision making has been a big task for managers to make new guidelines that will be followed in order to achieve a certain goal. Yearly, numerous meetings and agreements are being made by both top management and employees that change the usual work flow of the company that sometimes gives discomfort to other workers because of they are used of the usual work that they do. Aside from decision making, changes in the market demands, economy, quality expectations, information technology, business structure and manpower can give great pressure to the business. As change is permanent, the risk of managing a business gets sensitive as time goes by resulting complicated scenarios and threat of failure. Management Management is controlling a group of people to achieve a certain goal. In business, the top management is concerned in doing the most important decisions that are to be followed by all employees of the company including its policies and strategies. Because of the different issues that the business encounters, strategic decisions are made to solve the different problems that the company has. Hoping that those decisions would give a positive result in the end, the management is also responsible for any negative result that their decisions may give. Decision making is never easy. It takes a lot of patience, teamwork and courage to come up with a set of strategies that the company will use. Certain decisions are made for one department only and some are for the whole company. Either way, they still give a big effect to the overall performance of the organization. Since that decision making is very crucial, there are still some companies that made their way in doing and implementing the best decision strategies that helped their company to be the best that it can. On the other hand, not all companies shares the benefits of a good decision implementation as there are some companies that also shares the effect of a bad decision implementation made by their top management. Approach Governance Governing is a process of implementing decisions, rules and regulations in a group of people. Its concept has been widely used by companies to make their workers comply a set of agreed actions that were done and ordered by the management. The management’s ways of doing rules and policies has a big effect in a company’s performance as a whole. As decision making is vital to a company, the management should be equipped with the knowledge of how they are going to make their decisions every day. Study of Good and Bad Governance Good Governance Good governance will surely give benefits to the company, employees, customers and suppliers. Its implemented decisions had considered the characteristics of Participation, Rule of Law, Transparency, Responsiveness, Consensus Orientation, Equity and Inclusiveness, Effectiveness and Efficiency and Accountability that if complied well, it will bring good feedbacks and result to the company. Bad Governance Mismanagement has always been a problem in all companies which is a start of bad governance. Bad governance emerges when conflict rises among people who are involved in the company. It includes conflict of interest, political issues among members of the company, social problems, discrimination, lack of participation and more. When employees or the people concerned to the company starts to ask questions about the decision of the company’s management, then there is an unclear part in that certain decisions being implemented that employees do not understand or agreed. How to cite A Study of Corporate Failures, Papers

The Importance of Conflict Resolution in a Group free essay sample

Conflict resolution is an important skill that can be beneficial and lead to a greater understanding of our fellow man and our common denominators. It is through conflict resolution that we can learn to work together for the greater good. Conflict resolution is an important part of working in a team. Different aspects of conflict include a brief history, types of conflict, mediation, negotiation, arbitration and how to deal with conflict constructively. Conflict will arise in our everyday lives. It is how we deal with conflict that defines us, Conflict Resolution and Its Impact in the Academic World Conflict resolution is an important part of working in a team whether in an academic or professional setting. Conflict is an inescapable part of our everyday lives. When people from different backgrounds, ages and mindsets work together, the potential for disagreement is always present. Being able to constructively manage conflict is now considered as an inevitable part of management (Elsayed-Elkhouly, 1996). Conflict can have positive affects depending on how the inflict is managed. Teaching constructive conflict resolution is extremely important (Johnson Johnson, 1995). Different types of conflict resolution include creating a cooperative context, using academic controversy in the classroom, teaching students to negotiate the conflict, exercising diplomacy, and finally, the arbitration of student conflicts Monsoons Johnson, 1995). Conflict resolution skills are needed to deal with conflicts constructively, objectively and diplomatically (Learning Team Toolkit, n. ). History of Conflict Resolution Now that the job market has become more competitive, the ability to work operatively and constructively with peers and supervisors becomes as important as academic knowledge and skills. In the sasss and sasss the peace movement was in place and conflict resolution was born (Thomas, 1992). Society found it a more expeditious, humane and less expensive, alternative method to the court system (Thomas, 1992). An educator named Morton Deutsche laid down the basic ideas for conflict resolution programs arguing that academic institutions should not avoid or eliminate conflict, but encourage effective controversy (Deutsche, 1973). In 1972 the first academic conflict resolution plan was set up in New York City. Since 1 980 a larger number of community based conflict resolution groups have increased, and many of them support school and academic based conflict resolution programs Monsoons, 1995).Nowadays there are a huge number of conflict resolution programs in public schools in the united States (Johnson, 1994). Why it is important With violent incidents like those in Littleton, Colorado and Springfield, Oregon, the publics concern for safety in public school is at an all time high. It has been consistently shown that the more conflict resolution techniques are used in the academic environment and curriculum, the less violence is seen Sherman, 2002).There is also a noted enhancement of student s social and emotional development and a major improvement in classroom management as well (Sherman, 2002). All those attending school need to know how to manage conflict if they are to become successful members of the academic community and society as a whole. Many instructors and educators believe that competence in controversies, such as resolution skills, can lead to increased social and academic skills thus creating a more harmonious world (Johnson, 1995).It seems that many young adults are not learning conflict resolution skills at mom, as shown by the increase of violence in the academic setting. This is a prime example of why conflict resolution programs are imperative in the classroom. When in a school setting, students resolving disputes amongst themselves free up the instructor to help students with academic pursuits (Johnson, 1995). Conflict resolution can have considerable value if managed in the correct way It stands to reason that it is not whether the conflict occurs, but more importantly, in what manner it is contended with.Some of the benefits derived from conflict resol ution include an increased incentive to change, eighteen awareness of if a problem exists, and how to rectify it. Also, a higher quality of decision making, greater sense of caring commitment and community has been shown as a result of participation in conflict resolution techniques (Deutsche, 1987). Conflict resolution programs increase commitment to making solutions work, and enhance communication skills, cognitive skills and problem solving skills (Essayed Keyhole, 1996).Conflict resolution skills are needed to deal with conflicts constructively Some of the skills needed to constructively deal with conflicts include auteur language, active listening, identifying and understanding distinct points of view, identifying problems and understanding negotiating and mediating disputes. (Sherman, 2002). Conflict resolution is a constructive approach to inter-group conflicts and allows those with opposing ideas to work together to arrive at a mutually acceptable compromise (Sherman, 2002).Usually conflict resolution groups fall into two categories: programs in which the parties work among themselves to settle the disagreement, and programs with a third party (mediator) to help the disputants end their disagreement (Sherman, 2002). Types of Conflict Conflict in a classroom setting usually occurs because of controversy, conceptual conflicts, conflicts of interest and developmental conflicts. Controversy happens when one persons or groups information, conclusions, and opinions are not compatible with another persons or groups (Johnson Johnson, 1995).If managed properly this will lead to high quality decision making (Johnson Johnson, 1995). Conceptual conflict is when incompatible ideas exist at the same time in his or her head. For example: when conflicting information is received and when arguments and ideas are incongruent with hat one already thinks and believes (Johnson Johnson, 1995). Conflicts of interests happen when one persons actions work to benefit their own needs and goals and interfere with another maximizing their goals.This can also occur for a wide range of social and relationship issues: when two can not see eye to eye based on their existing values and beliefs (Johnson Johnson, 1995). Developmental conflicts can occur; for example: when working with an adult and a child, based on stability and change as the child grows and develops cognitively and s ocially. It can also occur when one person or group as developed in different areas from another. A conflict can be as simple as a disagreement to as serious as a war (Johnson Johnson, 1994). There are many different conflict styles.One method suggests there are five main types: avoidance, accommodation, competition, compromise, and collaboration. Usually these styles are determined by personal and the groups styles and goals (Learning Team Toolkit, n. D). Avoidance happens when one does not want to deal with conflict. They will change the subject, not bring up any issue they think may be controversial and sometimes pretend a conflict does not exist even if it does (Learning Team Toolkit, n. D). This style can be turned into a negative because issues throughout life will need to be addressed.Avoidance can heighten tension in a group setting and most importantly avoiding a conflict will never truly make it go away (Learning Team Toolkit, n. D. ). This avoidance style can be turned into a positive and used appropriately if: the issued is really not that important to you; other group members are already add resting and taking action on the same issues; you need time to address it because you are emotional; and if the situation would be dangerous or detrimental to address Learning Team Toolkit, n. D).Accommodation is when one gives too much to give to the needs of the group. Usually people that have this style have a strong desire to be liked and wanted. They want this so badly that they will often give in to the group even if more ideas would benefit the group as a whole (Learning Team Toolkit, n. D). This style can have negative affects because any one who accommodates all the time will have less influence, control, power, and all around be less of a necessity to the team as a whole (Learning Team Toolkit, n. D). Accommodation can also be turned into a positive if: you may be wrong bout the issue or have not completely made up your mind; if you can tell the issue is really important to another group member, but not that important to you; or if you can tell no matter what you do, the rest of the group will not agree with you (Learning Team Toolkit, n. D). Competition conflict style happens when a member is worried more about themselves then the group as a whole. These people want to win and are the type of people that can never admit that they are wrong (Learning Team Toolkit, n. . ). This style can have serious detrimental effects because it can cause group members to be come Winners and losers. This style can cause hostility, resentment, and can damage relationships in the group (Learning Team Toolkit, n. D. ). Competitive conflict style can be useful if: it is an issue that is important to you; if there is an emergency or an issue that requires action fast; if it is a serious issue that could have negative or harmful effects; or if the group is doing something that is illegal or unethical (Learning Team Toolkit, n. D).Compromise conflict style is when one lets go of some goals to get others. This person is often looking for a middle ground, thinking that by everyone giving up something, that things will be fair. The problem with that is that everyone only ends up half satisfied (Learning Team Toolkit, n. D). This style should be used for certain situations such as: when the team is not making any progress to a reasonable negotiation, when there is a deadline or not enough time to resolve the conflict in any other way and if no other way of resolving the conflict is present (Learning Team Toolkit, n. D).Collaboration conflict style looks for the goals that will benefit both themselves and the whole group. Collaboration really promotes working as a team and uses each team members talents (Learning Team Toolkit, n. D). The main problem with this style is that it takes a lot of energy and time, and all group members must actively participate (Learning Team Toolkit, n. D. ). This style is maximized when: a solution is needed that suits each group member; there is enough time, and new ideas are needed (Learning Team Toolkit, n. D). A well known model for analyzing how to approach a conflict is called, The ors Method. The OR method is well known because it works at analyzing the conflict in the particular situation (Learning Team Toolkit, n. D. ). The ors are: reasons, reactions, results, and resolutions (Learning Team Toolkit, n. D. . Reasons that the conflict are happening are important to figure out the core issues (Learning Team Toolkit, n. D). Reactions from team members while working on a goal say a lot. How the group reacts to each other is important. It is by analyzing how the group reacts that a more constructive environment can be created (Learning Team Toolkit, n. D. ).Results of the teams current practices and actions while working towards the goal will show whether or not their way is working. The end result that the team is working for is also an important consideration for anyone involved in a conflict (Learning Team Toolkit, n. ). Resolutions can come from different methods of conflict resolution. The main goal in conflict resolution is to eventually resolve the conflict (McCabe, 2005). The A-E-I-O-IS Method (citation needed here) is a tool set up to help groups communicate clearly: A- Assume the other members mean well. E- Express your feelings.I- Identify what you would like to happen. O Outcomes you expect are made clear IS- understanding on a mutual basis is achieved When all these steps are completed a group can have a successful approach to conflict management (Learning Team Toolkit, n. D). Mediation, Negotiation and Arbitration If students can not negotiate a constructive resolution to their conflicts, often mediating will take place (Johnson Johnson, 1995). Mediating means ending the hostilities, making a commitment to mediate fairly and making an agreement on the end results (Deutsche, 1973).Mediation is an alternative to the disciplinary programs used in the past in most schools (Johnson Johnson, 1995). The mediating part of conflict management is taught to give students the skill of regulating their own behavior. They are then able to resolve conflict in interpersonal affairs constructively (Johnson Johnson, 1995). Usually arbitration is the last resort in an academic environment; because the reason instructors have students work in learning teams is to create the skills that will make the student ready to be a leader and a contributing member to work place teams (Learning Team Toolkit, n. ). It is usually only when student mediation fails that an instructor will intervene in the matter and listen to both sides of the situation to make a decision on who is right or wrong Monsoons Johnson, 1995). Another reason that this is a last resort is because it can leave one side sore, resentful and angry towards whoever the arbitrator is. Further, it does not really teach the student how to deal with conflicts that will happen to them after they leave the academic institution (Johnson Johnson, 1995).Conclusion Conflict resolution skills should be a fundamental part of every schools curriculum (Deutsche, 1973). The history of conflict resolution, types of conflict and types of resolution are important to resolving conflicts. Conflict will occur in our everyday lives. It is how we deal with the conflict that defines us. Students need to know how to constructively resolve conflicts to become responsible members of academic institutions, the repressions world and society as a whole (Deutsche, 1987). Conflict resolution skills should be a fundamental part of every schools curriculum (Deutsche, 1973).