Power of the Mind Revealed in Albert Camus The Guest Essay

Power of the Mind Revealed in Albert Camus â€Å"The Guest† In â€Å"The Guest†, a short story written by Albert Camus, Camus uses his views on existentialism to define the characters’ values. Camus’ effective use of descriptive words and individual thoughts and actions allows the reader to understand and sympathize with the characters’ judgments of one another, predominantly pertaining to the characters Daru and the Arab. Daru’s responses to the Arab and his decisions, Camus’ description of the Arab, and the Arab’s respect for Daru, prove that there is a basic goodness in humans, allowing them to accept responsibility and consequences for their acts of free will. In â€Å"The Guest†, Daru forms his own opinion about the Arab based on his†¦show more content†¦Daru’s further evaluation of the Arab was one of integrity and respect. Instead of developing a judgment about the Arab based on what he was told, Daru examined and intended to understand the Arab’s character on his own. He made a decision that the Arab was worthy of his trust: â€Å"He set the bowl down, went into the classroom, and put the revolver in his desk drawer† (322). Daru put the gun away because he felt that the Arab posed no threat of danger. By doing this, Daru formed a distinctive, honest connection between the two where they both respected each other and concentrated on the positive qualities. Daru also wanted to ensure the Arab’s safety and health throughout his journey: â€Å"There are dates, bread, and sugar. You can hold out for two days. Here are a thousand francs too† (326). Even though Daru had known the Arab for less than a day, he had established a civil, affectionate bond with Arab. To guarantee his wellbeing, Daru had prepared a â€Å"care† package. Again, though Daru hardly knew the Arab, he used his blameless intuition to grant the Arab respect and behavior as a friend. Additionally, the Arab shows his immeasurable respect for Daru by choosing spiritual freedom over physical freedom, a selfless gesture that would, in the Arab’s mind, save them both. Daru lets the prisoner choose his own fate of taking the path to the East and going on to the police headquarters, or the path to the

Enron Company The Shell Game - 855 Words

Enron was a business conglomerate during the 1990s, formed by the merger of smaller oil and energy companies. Houston executives Kenneth Lay (Chairman), Jeffrey Skilling (chief executive officer (CEO) and Andrew Fastow (chief financial officer (CFO) parlayed their new mega-company into a favorite Wall Street company, bragging of record profits with negligible losses. During the 1990s, the three senior executives changed Enron from a traditional gas and electricity company into a $150 billion energy corporation. For instance, from 1998 to 2000 only, Enron’s returns rose from approximately $31 billion to over $100 billion, making the company to be the seventh biggest conglomerate of the Fortune 500. Unidentified to nearly everybody, this picture was the result of one of the largest swindles in financial history (Ferrell, Fraedrich Ferrell, 2013). One of the key issues presented in the case was the shell game. Not every person knows this, but prices of stock are based on how flourishing a company appears, not the amount of money it has in the bank. Enron’s top executives, helped by appropriate deregulation of the power-utility industry, spin this dodge into a gold mine. They apparently posted profits founded on how much a particular business enterprise could generate, not how much it was essentially worth, and covered losses through offshore â€Å"shell† companies. The company’s accounting firm, Arthur Andersen LLP, was mature and well esteemed; not even a single person supposedShow MoreRelated Propaganda and Its Effect on America Essay1698 Words   |  7 Pagesimplying that God was on America’s side. [ Haraoka ]   Ã‚  Ã‚  Ã‚  Ã‚   Another example of propaganda was an article about the success of Enron, a company that shortly after was proven to destroy important documents and crash in the stock market. [â€Å"Propaganda† Pg. 1, sec. 19]   Ã‚  Ã‚  Ã‚  Ã‚  Enron Named Most Innovative for Sixth Year â€Å"HOUSTON -- Enron Corp. was named today the ‘Most Innovative Company in America’ for the sixth consecutive year by Fortune magazine. ‘Our world-class employees and their commitment to innovativeRead MoreEnron Is An Energy Trading, Electric Utilities And Natural Gas1454 Words   |  6 Pages Enron is an energy trading, electric utilities and natural gas formed in 1931. It was merged to Houston’s Natural Gas Company in 1985 by Kenneth Lay. It was the most innovative company for 6 years until it came crashing down in a terrible scandal known as the Enron Scandal which led to the suspension of Arthur Anderson. Enron’s stock price decreased rapidly and abruptly collapsed and filed for bankruptcy. Unfortunately, in 1987 Enron merged with Valhalla. The problem began because tradersRead MoreEnron : Ethics And Law1828 Words   |  8 PagesEnron – Ethics and Law Essay Mike Towle MBA 6070X Professor Louis Benedict October 17, 2014 TOWLE 2 The Enron Jeffrey Skilling and Ken Lay knew was one they kept to themselves and a few chosen colleagues. The rest of the world saw a global oil company on the cutting edge of its business and paving a path that other American firms could follow. In its trail, investors were getting rich, employees found reward and satisfaction, and the community it called home thought itRead MoreEnron: An Ethics Case Study1834 Words   |  8 Pagesï » ¿Running head: Enron and Ethics Enron: An Ethics Case StudyEnron: An Introduction The previous decades have seen the birth and meteoric rise of several corporate giants such as Microsoft and Apple, both of which have all but become household names in this day and age. Neither achieved their level of success overnight, especially not since they have long been known to be in direct competition with each other. On the contrary, both of them have had their share of scandals and controversiesRead MoreThe Report On Climate Change Dictates5048 Words   |  21 Pagesbetween maintaining current business models that prioritizes immediate profit and short-termism in capitalizing on fossil fuel market while it remains feasible from an economic standpoint and from a return on energy investment perspective. (RoEI). Companies that promote short-termism in reaping maximum profit from the sustained growth in oil production may be caught off guard and suffer from potential climate change mitigation scenarios that could have drastic implications on the industry, such as theRead MoreTeaching Notes Robert Grant - Strategy 4th Edition51665 Words   |  207 PagesChallenge 62 7 Organizational Restructuring within the Royal Dutch/Shell Group 70 8 Harley-Davidson, Inc., January 2001 77 9 Online Broking Strategies: Merrill Lynch, Charles Schwab and E*Trade 83 10 11 12 Emi and the CT Scanner [A] [B] 88 Rivalry in Video Games 98 Birds Eye and the UK Frozen Food Industry 109 1 CONTENTS 13 14 15 16 Euro Disney: From Dream to Nightmare, 1987–94 116 Richard Branson and the Virgin Group of Companies in 2002 125 General Electric: Life After Jack 131 AES Corporation:Read MoreA Research Study On Global Warming5887 Words   |  24 Pages â€Æ' Abstract Oil majors are caught in a dilemma between being reactive or proactive in facing the rising urgency of climate change mitigation. Action on global warming mandates leaves oil companies no choice but to divest their assets in the carbon-intensive oil industry and shift their interest to low-carbon energy portfolios, their corporate strategies will have to either gamble on maximizing short-term profits in oil production while facing increasing climate change risks, or adapt their strategiesRead MoreTriple Bottom Line10664 Words   |  43 Pagessupporters contention that the overall fulfilment of obligations to communities, employees, customers, and suppliers (to name but four stakeholders) should be measured, calculated, audited and reported—^just as the financial performance of public companies has been for more than a century. This is an exciting promise. One of the more enduring cliches of modern management is that if you can t measure it, you can t manage it. If we believe that ethical business practices and social responsibilityRead MoreScams and Fraud in Stock Market5370 Words   |  22 Pages What is stock market? A stock market or equity market is a public market (a loose network of economic transactions, not a physical facility or discrete entity) for the trading privately of company stock and derivatives at an agreed price; these are securities listed on a stock exchange as well as those only traded . The size of the world stock market was estimated at about $36.6 trillion US at the beginning of OctoberRead MoreHe Corporate Social Responsibility : Tesco Study Case3615 Words   |  15 Pages We will treat the interest for a company to deal with responsible actions and activities, and the main breaks found by certain authors. The subject is treated in relation with marketing strategies and tries to persuade the readers that CSR is a good solution to gain competitive advantage. Executive summary: Several organizations such as governments, activists or the media, want to make the general public aware about the social consequences of the companies activities, by publishing different

Organizations

Question: Write an essay onOrganizations. Answer: In todays competitive environment that is persisting highly in the business zone across the world, maintenance of appropriate integration has become the foremost need. Organization Behaviour, therefore, is such a concept that requires an immediate recognition in almost all the companies. Commitment to an organization is one of most important motto that the organizations aim at. An organization in order to progress in their particular fields of specialization must ensure that the employees working in that particular organization are able to identify themselves with the goals of the organization. The managerial department of the particular firm should take into consideration the factors that affect the behaviour or the performance of the employees towards the organization. Organizational behaviour and therefore the aspect of organizational commitment to the organization are interrelated. Maintenance of proper work efficiency in a company demands that the organizational behaviour among the working staff and the leadership of the company is of utmost value. The very concept of organizational behaviour refers to the interface between the behaviour of the working staff of an organization and the organization itself. Organizational behaviour of the individuals working in a business firm determines largely the nature of growth of an organization. The industrial revolution that took place during the eighteenth century led to the intensification of the productive level of the industries. The increase in the levels of production was responsible for disrupting the organizational behaviour of the employees. The employees had to work under adverse conditions in the factories and with low payments. However, with the advent of modernisation during the post war era, the structure of the organizations underwent a change and the intensity of globalization made the organizations pose more focus upon the improvisation of the organizations. To survive in this competitive environme nt, the companies have to adopt certain policies that can help in the enhancement of the conditions of the employees. A varied set of factors influence the organizational behaviour of the companies. The relationship of the employees with the leadership of the organization, the structural framework of the company, the policies and schemes directed to the welfare of the employees, integrated structure of the management and maintenance of unity in the diversity that remains present in the organizational culture are the measuring heads. These factors determine the organizational behaviour and its impact upon the organization. Discussion: According to Barnard, (1938), Organizations are cooperative or social systems that involve and require the coordination of the tangible and the intangible, i.e. the individuals and the technology. Both the professional and the personal matter should amalgamate in an accurate manner. Thus, most of the critics are of the opinion that the Organizational Behaviour is the study of the functioning and performance of an organization and the ways in which the individuals working in the company that decide the growth of that particular organization. Organizational Behaviour is all about the way the environment of an organization influence the individuals or the people working in an organization, and vice versa. It can be more appropriately described as the branch of applied science that deals with the study of a total interdisciplinary approach that is humanistic and oriented towards the objectives of the organization (Hogg and Terry 2014.). The very concept of Organizational behaviour empha sizes the fact that a business process is actually a social system and not only a technology or economic aspects based organization. Therefore, participation of the individuals in each process as a whole constitutes the formation and systematic operation of an industry. Reasons for conducting an organizational Behaviour: The managers in todays competitive world have increasingly felt the need for undertaking the monitoring of the functioning of the organizations. The companies conduct the audits in different ways. The adjustment between an individual and organization has serious implications upon the proper maintenance of the strategies of an organization. The cultural audits are often undertaken by the companies in order to assess the status of socialization existing in a particular company between the leadership and the workforce. This kind of audit is conducted to examine the values and beliefs prevailing in the organization. This audit helps to analyse the cultural atmosphere of the organization. The critical events that happen in the companies are evaluated by such audits that help in deciding the basic policies that need to be set forth for minimising such critical events, so that the positive effects can be enhanced. An organization is always formed via appropriate integration of the subcultur es. As and when the individuals working in an organization is able to acquaint them with such an atmosphere and enrich socialization, that particular organization is able to enrich its position in terms of organizational behaviour (Naylor et al. 2013). The chief function of the audit teams remain in evaluating the ethical behaviour of the organizations. An ethics audit is conducted in order to check whether the leadership or the authorities of the company enforces and maintains its commitment to the ethical norms. The auditors must be efficient and qualified to be competent enough to understand all the relevant industry standards. The ethics audit team with the help of the reports gathered via the primary sources, customers and stakeholders could survey the ethical behaviour of a company appropriately. The audit team is also required by the organization to make survey whether the individuals working in the organization accurately follow the codes or business practices. Violation of the ethical standards in a company will lead to the decline in the profitable position of any business organization in the business world. Therefore, it becomes very essential for the company to conduct auditing at regular intervals (OSISIOMA 2015.). Areas to be assessed in an Organizational Behaviour Audit: Firstly, in the relationship between an organizations workforce and the authorities is intensely fundamental in order to ensure employee retention and developing organizational commitment among the employees. The audit team therefore must therefore examine the values shared between the employees and the leadership and the managerial department of the company. If the relationship between the organizations administrative and the workforce report a dispute, then the audit team must suggest certain strategies that would help in developing corporate relationships (Barrick 2013). Secondly, auditing of the control environment becomes an integral factor. Surveys should be conducted wit h respect to the inner workings of the organization. The audit team should evaluate the standards of performance management during the process of auditing the organizational behaviour. Performance audit is conducted by the company in assessing the level or the quality of the performance of the employees of any particular organization (Naylor et al. 2013). Thirdly, grievances audit is another part of organizational audit program. In case of organizational behaviour audit, the audit needs to make a sincere survey regarding the feedback of the employees. If the employees render a negative feedback in terms of the financial and moral support provided to them by the employees, the audit team would suggest vital policies and programs that are required to gain the employee retention and thereby increase the commitment of the employees (Montano and Kasprzyk 2015). Fourthly, there exists the intelligence audit that helps to determine and examine the manner in which an organization operates in the industry and how the surrounding environment poses impact upon the functioning of the organization. The intelligence audit takes into account the strategic business processes, procedures and cultures that define the entire infrastructure of an organization. The intelligence system of an organization should be flexible enough to adapt itself to the changes occurring in the surrounding environment and thereby meet the business interests. Factors evaluated in the above mentioned areas: The first and foremost factor that is important in an organization is the employees. The efficient performance of the employees ultimately upgrades the functioning of a business organization. Therefore, the audit or survey of the performance of the workforce is the major factor that needs to be undertaken by the audit team. There should be an evaluation of the cultural scenario of the organizations. The entire working staffs of an organization are characterized by the cultural diversity. Therefore, it becomes important that there remains integrity in this diversity. The management of the organization remains always responsible for proper administration of the cultural framework within the organization.The welfare of the employees is another most important concern that should be taken into account during the audit. It is because when the employees of a business concern are aware of the fact that the firm is providing all the required and justified requirements that can enhance the pro ductivity and efficiency of the employees (Craft 2013).The organizational behaviour audit must appropriately conduct the survey regarding the decision making approach of the firm. An active participation on the part of every individual is an absolute pre-requisite in case of every firm. Thus, the auditing of the business organizations should make an analysis of such aspects of any firm. It should most importantly assess that the decisions taken by the firm are judicious and are directed at achieving the aims of The leadership strategies of an organization also determine largely the commitment of the employees towards the organization. The audit team is required to make an appraisal of the same. If the process of auditing is able to find any such practices that are against the ethical norms that should be maintained, then immediate amendments need to be suggested by the team (Zwijze-Koning 2016). Corrupt practices need to be strictly prohibited and actions have to be taken if any suc h cases are detected. These factors related to the organizational behaviour of an organization occupy an integral position in the organization and its performance in the business world. It is only when the leadership strategies of an organization are efficient and able to provide the employees with needed job satisfaction that a business concern heads towards its path of progress. Furthermore, the capability or rather the eligibility of the workers to work in a culturally diverse environment also measures the achievement of an organization in terms of its human relation approach (Benn et al. 2014.). Seasonal auditing of the business organizations help in making the aims of those organizations much more defined.The Theories that `lead the formation as well as support the concept of the Organizational Behaviour reveal the fact that the only the recruitment of the highly qualified and prudent employees in an organization do not serve the purpose of achieving the set goals of a business concern. It shows the fact that the prosperity of an organization depends largely upon various aspects related to the approaches of the individuals working in an organization. It is mainly the process of socialization that constitutes one of the major factors in shaping the ultimate future of a business industry. Many positive and negative dimensions with regard to the organizational performance presume the extent growth and stability of a company. The theory of Intelligence (Emotional Intelligence) forms one of the major theories with respect to the notion of Organizational Behaviour. This is the theory that states that it is the ability of the individuals to identify, understand and integrate ones own thoughts and feelings as well as those of others, which helps the leadership of an organization to carry out the entire wok process in a proficient way. This concept applies to even the workforce of the company. As and when the individuals working in a concern are able to understand the thought process of each other, then managing different issues in an organization becomes easy. The leadership of an organization is liable to understand the shared values among the employees and their mindset, and thereby takes decisions accordingly (Baran 2012). Secondly, there is the Theory of Personality. The personality of an individual that is an integration of a persons personal traits and beliefs play a very important role at the workplace. The differing personalities in a company determine the productivity and quality standards in a company. The personality traits of the working staffs in an organization are considered to be an important predictor of the performance of the individuals. Conscientiousness, emotional stability, extraversion, emotional stability and agreeableness are the characteristics that enable to decide upon the abilities needed on the part of the individuals to continue working ethically and resourcefully in an organization (Montano and Kasprzyk 2015) . Thirdly, it will be most vital for an organization to captivate the motivation of the workforce of an organization. Motivation differs from one organization to another. Some individuals find motivation via the meaningful relationships that develop at the workplace; it is the sense of belongingness and identity that motivate them to upgrade their work and meet the expectations of the company. On the other hand, there are others who are instigated or rather motivated by their fundamental aims in life (McShane and Von Glinow 2015). They are morally responsible and maintain the ethical norms in an organization. These kinds of people are motivated by their sincerity and always provide supportive stance to the company. Fourthly, there comes the theory of perception. This theory states that in order to maintain the organizational behaviour in a company, the authorities require to have a dexterous pattern of perception. Both the employees and the authorities of a business organization upo n all the aspects related to their departments should give focus. The focus or the perception should not be confined to any particular factor. It is only when the scope of perception is increased then the business interests can receive a boost and easily achieve the aims (Agwu 2013). Theory of the Attitudes and Behaviour is almost similar to the theory of Personality. Attitude refers to a particular state of mind that an individual possesses. The modes of thinking and acting on the part of the individuals operating in an organization predict their impact upon the organization and vice versa. These together, thus denote the attitude and behaviour of the people. Behaviour constitutes the manner in which the individuals in an organization behave with each other. The introduction of new provisions in favour of the employees will automatically change the attitude and behaviour of the employees towards their work and they can be easily inspired to be more productive (Amujo et al.2013). Ju lius Berger Nigeria Plc is a Nigerian Construction company, located in Abuja and founded in the year 1950 excels in its structural engineering and infrastructure works throughout Nigeria. The company has turned to be a well known one in Nigeria, in terms of constructing the major expressways, residential buildings. The company undertook the major projects of Nigeria, such as the construction of the Lagos Inner Ring Road, Tin Can Island Port, National Assembly Phase III, Challawa Gorge Dam Karaye and many others like the Eko Bridge and the Third Mainland Bridge in 1968, and 1990 respectively. Although the company is engaged in the dealings of the domestic and international oil and gas industry projects, the business related to the construction forms the chief concern of the company. It is the heart of the companys major share of revenues and progress. The company provides employment to nearly 20000 employees in 40 nations. The company became one of the largest private employers in Ni geria (Alleyne et al. 2013). The company continually tries to upgrade its business policies and strategies for the better management of the employees. The development of the knowledge and skills of the workforce are enhanced by the company in order to increase the competency of the employees. The company is extremely committed in paying information to the stakeholders and the employees regarding the business activities so that it is able maintain good and long term relationship with the all the members who are associated with the organization. The organization remains excessively sincere in maintaining the safety and a healthy environment, so that the no adverse impact is imposed upon the society and the members related to the company. The company maintains the business integrity and abides by the laws that are applicable while operating in Nigeria and even makes its business partners and shareholders follow the same (Fernandez-Feijoo 2014).Planning of an Organizational Behaviour au dit for the Julius Berger Company: The audit team headed by the Organizational Behaviour analyst that will conduct the evaluation of the organizational commitment or organizational behaviour of the company requires at first the permission of the CEO of Julius Berger Plc. The company is proceeding well in terms of its employee retention strategy and maintenance of the ethical standards regarding the relationship with the surrounding societal structure and the stakeholders or the business shareholders (Korschun et al.2014). Thus, the audit team needs after receiving the approval from the CEO of the company should plan the audit in the following manner: The audit team should take into account at the first phase the examination of the infrastructural facilities and positioning of the company, whether it is in favour of the employees and the society. Second phase would constitute of the evaluation of the mode relationship between the leadership and the workforce of the organization. Th e auditing should be done for surveying the rate of compatibility of the working staffs in a culturally diverse atmosphere as the company employs the members from across the 40 nations. One to one interaction with the employees and the authorities, the managers and supervisors need to be conducted by the audit group in private in order to know the actual status. This will help in knowing the personalities, factors of motivation and perception as a whole of the entire working staffs. Information regarding the quality of the performance management needs to be adopted from the management department of the company as well as from some of the consumers or shareholders associated with the firm. The strategies adopted by the firm in terms of the welfare management of the employees and efficient management of the ethical norms of socialization should be reviewed by the auditing team in order to know the current position. Thus, the Organizational Behaviour analyst should comply with all the above mentioned theories of organizational behaviour and the current status of the organization while conducting the auditing of Julius Berger Nigeria Plc. Conclusion: Corporate social responsibility has become of the most important aspects prevailing in the business world. Thus, the business organizations need to enhance their strategies that can help in maintaining the organizational behaviour within the company. This will in turn help the company in becoming socially responsible. When the relation among the employees and between the workforce and the leadership of the organization are strong and healthy, automatically, the company will be able to gain the required growth in the national and international zone. This can be accomplished by the virtue of integrated relationship between the person and the organization. References: Agwu, M.O., 2013. Conflict management and employees performance in Julius Berger Nigeria PLC. Bonny Island. International Journal of Academic Research in Management (IJARM) Vol, 2, pp.125-139.Alleyne, P., Hudaib, M. and Pike, R., 2013. Towards a conceptual model of whistle-blowing intentions among external auditors. The British Accounting Review, 45(1), pp.10-23.Amujo, O., Otubanjo, O. and Laninhun, A., 2013. Media News Effects on the Formation of Stakeholders' Opinions About the Reputation of Business Organizations in Nigeria. Global Media Journal: Mediterranean Edition, 8(1).Arruada, B., 2013. The economics of audit quality: Private incentives and the regulation of audit and non-audit services. Springer Science Business Media.Baran, B.E., Shanock, L.R. and Miller, L.R., 2012. Advancing organizational support theory into the twenty-first century world of work. Journal of Business and Psychology, 27(2), pp.123-147.Barrick, M.R., Mount, M.K. and Li, N., 2013. The theory of purposeful work behavior: The role of personality, higher-order goals, and job characteristics. Academy of Management Review, 38(1), pp.132-153.Benn, S., Dunphy, D. and Griffiths, A., 2014. Organizational change for corporate sustainability. Routledge.Bryman, A. and Bell, E., 2015. Business research methods. Oxford University Press, USA.Chun, J.S., Shin, Y., Choi, J.N. and Kim, M.S., 2013. How does corporate ethics contribute to firm financial performance? The mediating role of collective organizational commitment and organizational citizenship behavior. Journal of Management, 39(4), pp.853-877.Craft, J.L., 2013. A review of the empirical ethical decision-making literature: 20042011. Journal of Business Ethics, 117(2), pp.221-259.Dent, M. and Whitehead, S. eds., 2013. Managing professional identities: Knowledge, performativities and the'new'professional (Vol. 19). Routledge.Fernandez-Feijoo, B., Romero, S. and Ruiz, S., 2014. Commitment to corporate social responsibility measured through glob al reporting initiative reporting: Factors affecting the behavior of companies. Journal of Cleaner Production, 81, pp.244-254.Fontaine, R., Letaifa, S.B. and Herda, D., 2013. An interview study to understand the reasons clients change audit firms and the client's perceived value of the audit service. Current Issues in Auditing, 7(1), pp.A1-A14.Furnham, A. and Gunter, B., 2015. Corporate Assessment (Routledge Revivals): Auditing a Company's Personality. Routledge.Hogg, M.A. and Terry, D.J. eds., 2014. Social identity processes in organizational contexts. Psychology Press.Korschun, D., Bhattacharya, C.B. and Swain, S.D., 2014. Corporate social responsibility, customer orientation, and the job performance of frontline employees. Journal of Marketing, 78(3), pp.20-37.McShane, S.L. and Von Glinow, M.A., 2015. Organizational Behavior 7/e.Montano, D.E. and Kasprzyk, D., 2015. Theory of reasoned action, theory of planned behavior, and the integrated behavioral model. Health behavior: Theory , research and practice (.Moses, O., Jatau, U.V., Ande, J.O.M. and Okwoli, A.A., 2014. Firms' performance and corporate social disclosures: crosssectional evidence of Nigerian firms. International Journal of Management Practice, 7(4), pp.341-365.Mudrack, P.E. and Mason, E.S., 2013. Ethical judgments: What do we know, where do we go?. Journal of Business Ethics, 115(3), pp.575-597.Mller, R., Andersen, E.S., Kvalnes, ., Shao, J., Sankaran, S., Rodney Turner, J., Biesenthal, C., Walker, D. and Gudergan, S., 2013. The interrelationship of governance, trust, and ethics in temporary organizations. Project Management Journal, 44(4), pp.26-44.Naylor, J.C., Pritchard, R.D. and Ilgen, D.R., 2013. A theory of behavior in organizations. Academic Press.OSISIOMA, H., NZEWI, H. and Paul, N., 2015. Corporate Social Responsibility and Performance of Selected Firms in Nigeria. IMPACT: International Journal of Research in Business Management, 3(3).Pinder, C.C., 2014. Work motivation in organizational behavior. Psychology Press.Svanberg, J. and hman, P., 2013. Auditors' time pressure: does ethical culture support audit quality?. Managerial Auditing Journal, 28(7), pp.572-591.Zwijze-Koning, K.H., 2016. Auditing organizational communication: evaluating the methodological strengths and weaknesses of the critical incident technique, network analysis, and the communication satisfaction questionnaire.

Transformation free essay sample

I faced the sponge-shaped building, petrified by the concept of the unknown.Simmons Hall, one of the most distinctive dorm buildings on the Massachusetts Institute of Technology campus, towered over me, framed by a grayish sky. Knots twisted in my stomach as my mom unloaded my suitcases from the rental car, paid the parking meter, and wheeled the luggage inside. Six weeks was a long time to be competing with seventy nine of the brightest young minds in the country. I wasnt exactly sure I was making the best decision. I found out about MITs Minority Introduction to Engineering and Science (affectionately called MITES) through my chemistry teacher. At the time, I believed her to be wrongly optimistic about my chance of acceptance, but she insisted I was a perfect fit. I subsequently researched the program and was genuinely intrigued by what it had to offer: the opportunity for learning and exploration without the weighty burden of maintaining a GPA. We will write a custom essay sample on Transformation or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Completely invested, I applied, though largely doubtful of acceptance. When I received notification of my selection, a flood of emotions swept over me, the strongest of which were excitement and a sense that something big was about to happen for me. But now, standing in front of the physical representation of my excitement, I couldn’t fathom constantly comparing myself to so many intelligent people. The asymmetric building seemed to grow, magnifying the anxiety that was building inside of me. I attempted to swallow my nerves, desperately trying to project a facade of comfort. Climbing up the stairs with an air of confidence, I strode into the belly of the beast. Upon checking in and meeting the program supervisor, I said goodbye to my mom, attempting more to assure myself than her that I would be perfectly okay. I rode the elevator up into Tower C, staring at the floor and wondering how my typical excitement and enthusiasm had melted away into a puddle of worry. I took the C Tower elevator many more times during the summer. Fortunately, I never felt the way I had the first day again. The elevator became a method of transportation between floors for group projects, late night snack sessions, and movie nights. It became a place for thirty-second pep talks and spontaneous dance parties, and, more importantly, the people riding with me became family. My feelings of insufficiency were replaced by a reinvigorated confidence and general excitement about learning everything I could, both about others and about myself. Gone were my fears of failure; I had realized failure’s importance in my development and the benefits of not comparison, but collaboration. I had inadvertently found what it was I was looking for this summer: I had reclaimed the love of learning for the sake of learning, a dormant passion of mine that had been buried beneath years of accumulating numbers and statistics. I experienced what it meant to question the world and to be impassioned to work towards the future, not just for a title or status, but for real progress. So much in life is accomplished not by being the best, but by being open to what others have to offer. It was this summer that I solidified that understanding and embraced transformation not just of the world, but of myself, too.