Writing Essay Example | Topics and Well Written Essays - 750 words

Writing - Essay Example Not that she was interested, she always told herself, but it felt nice that even the chubby seventeen-year-old Roger was all calf-eyed around her. Brian was the tall, wiry sort with a passion for rock-climbing and biking. After a whole day spent rafting on the river, he was leading the pack on to what he called a little jaunt on the rocks. Lisa had always been afraid of heights, but never let on in front of Brian or the others. The group of reckless youngsters kept climbing, and she followed. Brian was way ahead of her, exhorting the group to keep going. "Come on, you all, we haven't got all day!" she heard him say. Lisa could hear the river gurgling below, and the hill seemed somehow empty of air. She kept going, until suddenly the root she had gripped with her left hand slithered out of the loose earth like a clumsy snake, with nothing else around to grasp, only sheer, smooth, rock. She was hanging on to the trunk of a sapling with her right hand. When Lisa glanced down, she realized that in climbing up a short incline of a few feet, she was actually hanging above a gorge a few hundred feet deep with her feet on loose rock. She choked, and the sound made Roger, w... Lisa could hear the river gurgling below, and the hill seemed somehow empty of air. She kept going, until suddenly the root she had gripped with her left hand slithered out of the loose earth like a clumsy snake, with nothing else around to grasp, only sheer, smooth, rock. She was hanging on to the trunk of a sapling with her right hand. When Lisa glanced down, she realized that in climbing up a short incline of a few feet, she was actually hanging above a gorge a few hundred feet deep with her feet on loose rock. She choked, and the sound made Roger, who was puffing ahead of her, look down. "Hold on', he said, "I will come fetch you". Lisa could barely breathe, her ears ringing, and she merely nodded her head. Her muscles screaming under the strain, she held on, not daring to move an inch. She wanted to cry out for Brian, but he was nowhere in sight. Roger was calm, all reassurance: "Give me your hand, don't worry, I won't let you go". Fear squeezing her heart, she put her left hand in his and with a wrench let go of the sapling and gave him her right hand as well. She felt a sharp, half decaying tang of mortality in her breath, and then Roger had pulled her up. "Are you alright" offered Roger, and she nodded, drawing in long shaking breaths, "Thanks, I'm alright now.. thanks to you." As she sat ona rock on that sun-dappled afternoon, she did not feel quite so invincible, and realized that this is perhaps why the human race is given fear, pain and death. She thought of that intense, spontaneous burst of prayer that issued from her soul as she let go of her grip on the hill, a prayer of surrender into hands more powerful than her own, than Roger's, more powerful even than those of even the strongest man on earth. It

Toyota hybrid cars Assignment Example | Topics and Well Written Essays - 2750 words

Toyota hybrid cars - Assignment Example Various advanced technologies that are utilized by hybrids include regenerative braking which is characterised by the electric motor applying resistance to the drivetrain consequently forcing the wheels to slow down (Fuhs, 2009, p. 73). In response, the energy form the wheels will turn the motor that acts as a generator which converts energy that usually goes to waste during braking into electricity and battery is used for storing the electricity until when it will be required by the motor (Lagunoff, 2008, p. 156). Another technology that is used by the hybrid vehicles is the electric motor assist where the electric motor avails more power to help the engine during acceleration, overtaking or going up a hill. Therefore, a smaller and more efficient engine can be used while in some of the cars, only the motor avails power needed for driving in low speed conditions where internal combustion engines are not very effective. They also employ automatic start and shut off that shuts of the engine spontaneously when the car pulls to a halt and starts it again it when the motorist presses on the accelerator. The automatic start and shut off is important in preventing wastage of energy from idling. Toyota is a leading corporation in manufacturing, assembling as well as supply of cars all over the globe. One of the key reasons for the company’s good performance is the efficient management system that it employs (Czinkota and Ronkainen, 2013, p. 535). There are several other striking attributes that have enabled the company to achieve its place as a market leader. The type of market structure that the company functions in cannot be defined clearly and in some cases, it is considered to be a monopoly. The dominance of the company in the market is what makes the company to be seen as operating a monopoly. The company’s differentiation approach has enabled it to have a monopolistic existence particularly in the emerging nations. Conversely, the

The Khmer Rouge Essay Example for Free

The Khmer Rouge Essay There are many genocides that people are not aware of. One of them is the attempted genocide carried out by the Khmer Rouge in Cambodia. The Khmer Rouge was able to gain power and remain in control of Cambodia for years without interference because they isolated the country from any foreign influence. Other countries had no idea what was happening inside Cambodia until years later. The Khmer Rouge and Pol Pot, wanted to create their own ideal communist society. So how did The Khmer Rouge gain so much power and control? Some argue that Pol Pot was the only one responsible for the power and control gained by the Khmer Rouge. On the other hand, others say that the notion of social hierarchy was reversed and that is how power and control was gained. The Khmer Rouge was the name given to the followers of the Communist Party of Kampuchea. The Khmer Rouge leader was Saloth Sar, better known as Pol Pot, ruled Cambodia from 1975 to 1979, during which time two million Cambodians died from torture and starvation (The Khmer Rouge-Wikipedia 1). Anybody who was seen as a threat was killed by the Khmer Rouge. This organization is remembered primarily â€Å"for its policy of social engineering, which resulted in genocide† (The Khmer Rouge-Wikipedia 2). They tried to transform agriculture, but instead it led to hunger, insisting on absolute independence, even in the supply of medicine. Thousands died from treatable diseases. People were brutally murdered and tortured for no reason. The Khmer Rouge seized power by using force, authority, and fear. Cambodians had no choice, it was either obey or be killed. During Pol Pot’s time in power, he forced urban dwellers to move to the countryside to work in collective farms and forced labor camps. His goal was to â€Å"restart civilization† (Kiernan). Thousands of families from Cambodia were moved from their homes and were forced to work. Overnight everybody from Cambodia became a farmer including doctors, clerks, cooks, and business owners. They took Cambodians into the countryside, where they became peasants starving to death (Carvin 3). Some say that Pol Pot was responsible for the power and control of Cambodia because â€Å"Pol Pot cut Cambodia off from the world. He banned foreign and minority languages and attacked the neighboring countries of Laos, Vietnam, and Thailand in an attempt to regain ancient ‘lost territory’† (The life of Pol Pot- Cambodia ). This statement is true because the Khmer Rouge did gain part of their power by isolating the country, but Pol Pot is not fully responsible for that. There were other people involved, like Nuon Chea, Ieng Sary, Son Sen and Khieu Samphan all of these people were also leaders in the Khmer Rouge. Nuon Chea was the second leader in the Khmer Rouge he is known a s â€Å"The evil genius of the movement† (Chandler 1), because he is the one who was in charge of the prison system. He was one of the one’s with a heartless mind, planning tortures and executing innocent people. There was also Ieng Sary who was the one responsible for the deaths of many intellectuals who were supposed to be re-trained at a camp, but instead were killed (Chandler 2). Sary was also a cold blooded man who contributed in The Khmer Rouge, killing intellectuals thinking they were prone to exploit others. Sary is another accomplice of the Khmer Rouge who helped gain power. Son Sen was the prime minister of the Khmer Rouge he was also in charge of S-21 which was a jail. Sen was killed in 1997 by Pol Pot for participating in a peace process outlined by the Paris Peace Agreements (Son Sen 2). Even though he may have regretted what he did, he was still part of the Khmer Rouge and did not make any attempt to stop anything when he was supposed to. Last was Khieu Samphan, David Chandler a Professor of International Relations, explains that Samphan was described as having in his prime a nimble, even mischievous mind – but at the same time was meticulous, doctrinaire, slavishly obedient to his party superiors and extremely rigid in his thinking. Samphan would do anything he was asked to do step by step. The argument that Pol Pot was the only responsible for the power and control in Cambodia is weak because as we can see there were many master minds that helped the Khmer Rouge, they all worked together to gain control. According to Judy Ledgerwood a cultural anthropologist, power and control was gained by the notion of social hierarchy being reversed. Those who were wealthy and educated were treated as slaves, monks and kings from Cambodia were nothing but labor workers for the Khmer Rouge. Ledgerwood says that â€Å"crucial reversal was with regard to age. The Khmer Rouge saw adults as already poisoned by the previous regime, but children were still pure and could be properly indoctrinated† (Ledgerwood 3). The idea that adults were â€Å"poisoned† by previous regimes is ridiculous. The Khmer Rouge just knew that adults had more reasoning and experience to understand what was happening. They used children to brainwash them and turn them against their parents and adults. Children helped the Khmer Rouge maintain power since they were being trained to spy on their parents, maybe to see if any parent was a threat to the Khmer Rouge. Gender rolls also played a part; young women were given a degree of political and military authority (Ledgerwood3). The Khmer Rouge knew they needed women in their side; they had the potential to help them politically succeed and gain more power in Cambodia. The Khmer Rouge and Pol Pot wanted an ideal communist society. According to Andy Carvin, â€Å"peasants, in fact, were the Khmer Rouge communist ideal†¦ Peasants were seen as simple, uneducated, hardworking and not prone to exploiting others† (Carvin 3). The Khmer Rouge did not want any Cambodian to be smart or successful. If there were any educated Cambodians they would be killed, since Pol pot and the Khmer Rouge did not want anyone to get any ideas that might- over throw their plan. It was a smart idea but they did not need to kill to have their â€Å"ideal communist society†. The Khmer Rouge could have used those people to create better ideas for his plan, a plan that did not involve killing people. Secrecy was also one of the best tools for controlling the population. Cambodians were told that the country was being run by Angka, no leaders were mentioned (Carvin 1) to keep the identities of the leaders hidden. They just controlled the people by lying and tricking them into believing whatever the Khmer Rouge wanted them to believe. This also helped them maintain their power and control over Cambodia. The Khmer Rouge was able to gain control and maintain it for so many years because of the secrecy, the fear that was created, how they trained and brain washed the children as well as the adults and isolating the country. Without any of these, the Khmer Rouge could have been stopped and they would not have gained so much power and control. Secrecy was important to hide their identities, and to not be blamed for all the murders. Fear was a powerful tactic to use because Cambodians knew that they had to obey to everything, if not they would get killed. Children were a key to maintaining their power and control, because the Khmer Rouge trained them their way and converted them into heartless, cold blooded children. Isolating the country was the most important in gaining power and control, because Cambodia was helpless. There were no outsiders involved, and that help them maintain power and control.

The multifaceted role of a manager

The multifaceted role of a manager The role of a manager in modern organization is a multi-faceted one-it involves many duties including planning and controlling budgets. However, it is argued that one of the most important and challenging roles of a modern manager is that of successfully managing PEOPLE. Tapping into peoples creativity, motivating them and providing support and appropriate leadership is vital to the success of the organisation Discuss this statement with a particular focus on exploring what skills are necessary to successfully mange people in todays workplace. The complex systems within which people perform their roles in called an organisation: which is also a coordinated group of people who perform tasks to produce goods and services, colloquially referred to as company (Muchinsky. P M, 2006). Organisational behaviour is thus a study of structure, functioning and performance of organisation, and the behaviour of groups and individuals within them (Pugh, 1971). Studying organisational behaviour is understanding how organisations work as a structure and assess what people accomplish, from the manager to the simple employee. In this present study, we are going to be interested in managers. What is a manager? A definition of a manager could be the one given by Bloisi W et al, who suggested that managers are people responsible for working with and through others to achieve objectives by influencing people and system in a changing environment ( 2003, 50) . This definition gives us a fair insight of what managers do but what are their roles in a modern organisation? Hence, in an attempt to analyse and understand what managers are to accomplish and how, we will subsequently analyse the multifaceted roles of a mangers through the different school of management approach, see why the greatest challenge for a modern manager is to successfully manage people and finally see other skills or competence required for a good manager. Before the issue of mangers role in an organisation is being addressed, it is highly crucial to understand how new organisations operate and what a real manager is. As depicted earlier, a manager can be portrayed as a person operating within the frame work of an organisation and driven by set objectives and through whom the process of effectively and efficiently combination of factors of production could lead to an optimization of output (profit à Ã¢â€š ¬). He/she endorses an economic rational behaviour, in relation with the objectives set by their company: which in a sense is maximising output for given inputs, [bearing in mind the constraints of cost]. Several Streams of thought and theories governing the managers role have emerged since the beginning the twentieth century from the classical perspectives, the human relation approach, the systems approach to the contingency theory. All of which highlighted the legal responsibilities of a manager which has mutated in parallel with the workforce evolution. The Classical perceptive defended by Frederick Taylor and his work on scientific management and Fayol later on with the administrative principles  [1]  of management, both focus on the idea that management can be learned and set in codes systematically. These ideas are mostly concerned with the structural perspectives of management: [focusing] on structuring and design of work and organisation (Gordon, J (1999, 14). For Taylor, a managers role has to be scientifically driven. He believed that managers have the responsibility to organise, plan and determine the best methods for performing jobs ,describing management as a science in which employees have specific and yet different responsibilities within their organisation. He is one of the first to talk about managerial and non-managerial roles and believed that scientific observation of people at work through survey and motions studies [] would be the one and only best way to do non-managerial task (Bloisi W, 2003, 6). Hence after the scientific observation made and the objective set, the manager has to behave in line with the scientific principals whilst recruiting, through the development of work, training and equal division of work between workers and management. However , despite setting a new way of viewing management in an organisation , the scientific approach of Taylor has been acutely criticised because in practice, the theory has said t o be too preoccupied with productivity (Bloisi W, 2003, 7) ,thus not really taking into account the employees welfare. Henri Fayol, a French industrialist for his part developed his own principals of management based of administrative aspect of managers role, in which he believed that businesses are divided into six subsystems and to run them successfully, managers have to exercise several duties which comprises; planning, organising, coordinating activities, commanding employees and controlling performance. For Fayol, managers plan by analysing the future and its outcomes through anticipation, goal setting, forecasting and decisive actions. They organise through the design of a framework/structure to assist the set goals. They coordinate by bringing together the activities taking place in the organisation. They command by directing the organisation on the path they want it to follow through leadership and motivation of employee Jack Duncan (1990,97 ) and finally they control by making sure that everything is undertook as planned and in occurrence keeping an eye on the budget. Fayol also added to his five management function his fourteen principles of management which calls for Specialization, unity of control unity of command and coordinating activities Gordon, J (1999, 16). Managers roles a quite diverse but yet, while the obligation of economic results is a necessity for managers nowadays effective managers are those who manage their employees. The structural perspectives of management through the classical theories of management held a quite limited view of people as employees. This is why the behavioural approaches were then suggested. In these approaches we have a shift where workers were no more viewed as passive and driven by economical self-interest (which was a rather mechanical point of view) to a more human-centred orientation where they to have their word to say in the organisational efficiency. These approaches set the structure that alimented the human relations school of thought where mainly Elton Bayo and Abraham Maslow believed that social attitude, relationship with employees and group work were the key for a successful organisation. In 1924, Elton Bayo undertook a research project to determine the relationship between physical working condition and productivity and came out with the Hawthorne effect that suggest that by simply paying attention to the experimental subjects causes their behaviour to change (Bloisi W et al , 2003, 7) and thus their productivity would increase. This approach is in reality very different from the classical approach because it inspires a variety of ideas that had no scientific justification. Hence manager should then be aware of the impact they could have if they pay more attention to their employees. Maslow for his part elaborated his theory of motivation where he defines human motivation as the study of ultimate human goals in his 1954 bo ok Motivation and personality (Bloisi W et al, 2003, 12). This suggests that if a manager motivates effectively his crew, this could lead undoubtedly to an increase of both welfare in the organisation and also output. From the human relations and classical approach came the system approach elaborated by Bernard and the contingency theory, who believed in the social and technical integration of human relations and classical for one and that other that they is no best streams of thought and they were all circumstantial. Moreover, Henry Mintzberg following his observation of the various streams of though believed that there is a disparity between managers role in the classical theories and the reality. He then came out with two contrasting view of managers: the rational heroic view and the chaotic realistic view. For him managers actually fill a series of ten roles that he point out in his book. The Managers job: Folklore and Fact. For him the rational heroic view implies that the manager know what he and his staff are doing, how and accept responsibility for the problems that can occur and evaluate his performance. The chaotic view implies the way todays managers flourish (Bloisi W et al, 2003, 53) preferring action over reflection. In his ten roles of managers Mintzberg says managers formal authority and status comprises interpersonal roles, information roles and decisional roles. For the interpersonal roles, managers have to stand as figureheads of the organisation, as the leaders and as the first liaison officers. For the information roles, they have to be the monitors, the disseminators and the spokesmen. For the decisional role, managers have to be the entrepreneurs, the disturbance handlers, the resource allocators and the negotiators. They must therefore be aware of environment in which they operate and understand how external factors could influence performance of internal subsystem (Bloisi W et al, 2003, 53) Aside from successfully managing the people in the organisation, effective managers are also those who embrace an ethical behaviour whilst working in an organisation, meaning that they have to be aware that legal requirements mandate certain ethical behaviours and have to ask themselves some questions like: What is morally just or right? And what is likely to benefit our own careers.(R.Gordon, 1999, 7). In conclusion, management is a very complex job because of the multifaceted role a manager has to encompass to successfully run a company. Being a manager means, knowing how to plan, to organize, to coordinate activities in the organization, to command the staff and finally to control performances. Aside from all these attributes given to a manager, a manager has also the responsibility to manage his employees effectively by motivating them, providing them support so they can achieve their individual needs, and give them appropriate leadership so they could identify themselves in the organization. Effective manager are also those who know about their biases and try to correct them if possible. After seeing what made a good manager,

The History of Auditing :: GCSE Business Marketing Coursework

The History of Auditing Abstract The evolution of auditing is a complicated history that has always been changing through historical events. Auditing always changed to meet the needs of the business environment of that day. Auditing has been around since the beginning of human civilization, focusing mainly, at first, on finding efraud. As the United States grew, the business world grew, and auditing began to play more important roles. In the late 1800’s and early 1900’s, people began to invest money into large corporations. The Stock Market crash of 1929 and various scandals made auditors realize that their roles in society were very important. Scandals and stock market crashes made auditors aware of deficiencies in auditing, and the auditing community was always quick to fix those deficiencies. The auditors’ job became more difficult as the accounting principles changed, and became easier with the use of internal controls. These controls introduced the need for testing; not an in-depth detailed audit. Auditing jobs would have to change to meet the changing business world. The invention of computers impacted the auditors’ world by making their job at times easier and at times making their job more difficult. Finally, the auditors’ job of certifying and testing companies’ financial statements is the backbone of the business world. Introduction Auditing has been the backbone of the complicated business world and has always changed with the times. As the business world grew strong, auditors’ roles grew more important. The auditors’ job became more difficult as the accounting principles changed. It also became easier with the use of internal controls, which introduced the need for testing, not a complete audit. Scandals and stock market crashes made auditors aware of deficiencies in auditing, and the auditing community was always quick to fix those deficiencies. Computers played an important role of changing the way audits were performed and also brought along some difficulties. A Brief History of Early Auditing Auditing has existed since the beginning of human society. Auditing was used mostly for the detection of fraud and was done through extensive detailed examination from ancient times until the late nineteenth century (Lee, 1988). Fraud was a great concern during the early history of auditing, because internal controls were not used or not used effectively until the twentieth century. The late nineteenth century was a turning point in auditing history, when laws like the English Companies Act of 1862 were enacted.

21st Century Capitalism Essay -- Term Papers Research Essays

21st Century Capitalism 21st Century Capitalism. By Robert Heilbroner. (New York: Norton, 1993. 175pp., $17.95) The Work of Nations: Preparing Ourselves for 21st Century Capitalism. By Robert Reich. (New York: Vintage, 1992. 339pp., $14.00) Undoubtedly, the 20th century has witnessed some of the most significant economic events in modern history. For example, the Great Depression saw capitalism come close to its end, and the principles of laissez-faire repudiated as the New Deal was enacted to rehabilitate the economy. More recently, the downfall of the Soviet Union represented a major victory for capitalism over the now-defunct communist system, which is nearing extinction even in the land of Mao, as China reluctantly and gradually moves towards a free market economy. Despite the fall of communism, one should not be too quick to celebrate. Alas, the future of capitalism remains undetermined. Several notable economists have issued predictions for the role of capitalism in the upcoming years. I choose to focus on two: Robert Heilbroner and Robert Reich. Robert Heilbroner, the Harvard-educated economist and New School professor most noted for The Worldly Philosophers, details his predictions for the future of capitalism in 21st Century Capitalism. Heilbroner is reluctant to draw any great conclusions about capitalism’s future and instead leads a rather deceptive course, first analyzing capitalism â€Å"from a distance†. Heilbroner’s first task is to study the primitive !Kung people of Africa’s Kalahari Desert in a brilliantly effective and easy-to-understand strategy intended to differentiate between the three forces of Command, Tradition, and the Market. Describing Tradition, he writes â€Å"From their infancy, Kun... ...xpecting striking revelations about capitalism’s future. Perhaps the disparity is due to the fact that Heilbroner is a brilliant economist, equal to the likes of Keynes, Schumpeter, and Galbraith, while Reich is a politician-as-academic. Another point worth noting is the likely audiences of both books. Heilbroner, whose works are read in college economics courses across the nation, likely intended his book for serious economists. On the contrary, Reich’s book with its colorful cover is likely intended for the general audience. In conclusion, Heilbroner’s long list of scholarly achievements will now grow by one. 21st Century Capitalism is a brilliantly written work with expert analysis and a masterful study of the future of economics. However, Reich's work is somewhat less impressive, and his analysis is, to a certain extent, less in-depth than that of Heilbroner.

Challenges in Motivating Employeess Essay

Why motivating employees is becoming increasingly challenging. The study of motivation is concerned basically, why people behave in a certain way or why people do what they do? Generally motivation can be described as the direction and persistence of action. However different items such as work environment or internal and external forces can influence the person’s choice of action. Managers face a significant challenge in finding ways to motivate their employees. Some employees can often if hard to get motivated for a job even after being employed. Maybe because there is a day job duties repletion, work condition and etc. Below I discuss some of the most significant challenges in employee’s motivation: Money is one of the major variables of satisfaction and motivation, no doubt that employees will feel less motivated if they feel their compensation is not appropriate. Paying employees less will lead to dissatisfaction and of course dissatisfied employee is an unmotivated employee. However we have to consider individual differences in the motivation. Employees have different needs and given reward do not motivate all individuals similarly. Managers should spend time necessary to understand what is important to each employee and the align goal, level of involvement and reward with individual needs. For example professionals and knowledge workers which highly trained with a college or university degree are more concerned with content of work rather than their place on the organization chart. Money and promotions typically are low on their priority list in contrast job challenge and having skill-development opportunities tend to rank high. However motivating low skilled service workers which pay levels are often little above minimum wage such as retailing and fast food is different. Many employees working in low skilled service jobs feel that they do not get the respect they deserve from their employers. Unless pay and benefits are significantly increased, high dissatisfaction is probably inevitable in these jobs. Trying to understand the needs of such employees might help motivate them better. Motivating employees in a unionized workplace environment is another challenge. For example unions have not been very receptive to pay for performance plans. They believe that differential pay to employees doing similar work can hurt corporation and lead to competition in the workplace. In other word in unionized companies providing opportunities for training and advancement and listening to employees concern all help in creating a more positive environment. On the other hand with todays globalized companies we have to consider motivation do not necessarily work equally through the world. Reward practices in different countries are variable based on cultural differences. For example countries that put a high value on uncertainly avoidance prefer pay base on objective such as seniority. Countries that put a high value on individualism place more emphasis on an individual’s responsibility for performance that leads to rewards. Countries that put a high value on human orientation offer social benefits and programs that provide working family balance, such as childcare, maternity leave and etc. Work conditions and environment is another motivation challenges. Changing the way workers are treated may boost productivity more than changing the way they are paid. An employee who feels his working conditions are unreasonable maybe unmotivated. If he feels completing a task would place him in a dangerous situation, he may not see the value doing or completing it. Other thing which could affect employee motivation is training. An employee being asked to do work which he is not qualified for or capable of doing can result in an unmotivated employee. People are generally the most motivated when their jobs give them an opportunity to learn new skills and tasks that are performed and enable them to demonstrate competence. So no doubt having an open, safe and welcoming environment is one of the most important factors. Regulation of the hours of work is another condition. If an employee is working 60 hours a week instead of the standard 40 hours, he may feel unmotivated to show up or give a full effort knowing that he will give more work and expected to stay late to finish project. Multicultural Team is another challenge in motivation. Nowadays most of the companies from big to small have multicultural team. People from diverse culture, background and beliefs. It’s clear we cannot motivate multicultural teams the same way we motivate teams with members all from same culture. Multicultural teams are differing from same culture teams in a variety of aspects. For example people from different culture have different communication style, working method and decision making practices. The expectations of team behavior vary among nationals and ethic cultures. In result managers in these companies have special challenges for motivation. Managing and motivating employees who respect different cultures can be simultaneously exciting and challenging, provide supervisors and managers understand how culture differences inspire organizational excellence, at the same time, employers encounter challenges by separating employees instead of using management and motivation techniques that focus on common traits through the workforce. In these companies as a motivating factor, money is important but only to some extent. Usually After they start getting a fairly level of compensation for their input, money stop being the greatest motivator for most people. Knowing the strength, weaknesses and performance history of each team member are very important. Some training such as multicultural awareness, team building and intercultural management workshop, motivate multicultural team members are very helpful but they must know why they are being trained. Result: All said and done working with a cross cultural team is significantly challenging as the manager must develop strategies to cope not only with differences but also motivate the team to be productive and efficient. Can a manager or supervisor â€Å"empower† an employee? Generally managers used their power as the part of their interaction with employees. In today’s workplace, there is a movement toward sharing more power with employees by putting them in teams and also by making them responsible for some of the decisions regarding their jobs. Some managers believe that to empower people is a real part of leadership as opposed to management and they give examples of way empowerment can actually set people set free to do the jobs they are capable of and also allow them to do self-managing. However managers have different concepts of empowerment, for example one group of executives believed that empowerment was about delegating decisions making within a set of clear boundaries. While another group believed that empowerment was a process of risk taking and personal growth. There is a lot of positive press on empowerment but much of the talk of empowerment, but much of the talk of empowerment, does not result in employees being empowered. Some managers have difficulties letting employees have more power. But most of the managers agree that the employees should understand how their jobs fit into the organization and that they are able to make decisions regarding job action in light of the organization purpose and mission. Empowerment can offer a number of potential benefits throughout all levels of organization. Although there is a continuing debate about the real benefits of empowerment, there appears to be a general assumption motivated staff, quality customer service and improved profits. However all the theories share a common assumption that workers are an untapped resource with knowledge and experience and an interest in becoming involved, and employers need do provide opportunities and structures for their involvement. It’s also assume that participative decision making is likely to lead to job satisfaction and better quality decision and that gains are available to employer (Increased Efficiency) and workers (Job satisfaction), in short an everyone win scenario. According to Erstad, among the many fashionable management refers to the change strategy with the objective of improving both the individuals and the organization’s ability to act. From the context of articles especially in this area empowerment is a complex process. In order to be successful it requires a clear vision, a learning environment, both for management and employees, participation and implementation tools and techniques.