US Negotiations with Iran

US Negotiations with Iran The United States should negotiate with Iran The subject of US involvement in Iranian affairs is something which has been in existence for quite a while now. The intriguing thing is that in as much as this is a topic I discussed so much, very little is known about the very facts that come into perspective when looking at this issue (Parsi, 25). In as much as the United States is one of the most powerful and influential nations in the world, there are some aspects that are associated with Iran which cannot just be overlooked. The following are some of the issues which are pointed out by the US Department of State: The Iranian Nuclear Challenge The nuclear activities which are associated with Iran are some of the things which have become significant concerns which the world is having to face in the modern age. At the moment, the country is capable of producing nuclear weapons. This is something very dangerous considering over the past the nation has been having very rogue leaders. Some of the activities associated with these leaders can lead to the emergence of an arms race in a region which is already lit up with violence. At the same time, there is unrivalled hatred between Iran and Israel, one of the United States’ greatest allies. Having the leaders of such nation have such weapons at their disposal could spell doom in the region (Bahgat, 150). Time and time again it has always been the policy of the United States to ensure that Iran does not come to be in possession of nuclear weapons. In this same regard, the United States is willing to do anything within its power for the purpose of ensuring that indeed Iran does not own nuclear weapons. There are several reason why this is the case. However, the one which stands out significantly is the fact that Iran tends to keep its nuclear activities so secret (Parsi, 67). The country has become so secretive to the extent that it has even concealed these happenings from the International Atomic Energy Agency. The ultimatums which have been given to Iran by the US seem not to be having any impact on the position which the country takes with regard to its nuclear activities. The main idea in this case was to compel Iran to own up to its nuclear responsibilities and become a full member of countries associated with nuclear activities or risk being further isolated or having sanctions imposed against it. It has become rather clear that the country has opted for isolation. Supporting Terrorism-related activities Away from the nuclear activities in Iraq, it has also become rather clear that Iran is in support of Bashad Asad of Syria. In this same regard it should be understood that it is Asad who has been responsible for some of the destabilizing activities which have been witnessed in the Middle East. Some of these activities have led to widespread suffering of many innocent civilians in the world. These Iranian terrorism-related activities are not only seen with the Iranian government. There are some other instances where the citizens of the country come into view. For example, in the year 2012, there are Kenyan authorities who arrested Iranian nationals who had explosives and they were targeting the Western and Israeli spots. In this same regard, the Iranian government continues to fund terrorist groups both in and around Iran. Outreach to the Iranian People It is without a doubt that the Iranian people are indeed suffering. This is majorly because of the regime which is in their country. In this same regard, there are various ways which the United States seeks to communicate to the Iranian citizens in a bid to keep them informed and empowered. These are through online platforms and even social media. There is one outstanding feedback which comes out from these interactions. The people of the country are going through significant detriment as a result of misplaced priorities by the government, corruption and mismanagement. The leadership of the country has opted to spend huge sums of money in arming its terrorist and military proxies all over the world at the expense of local development in the country (Bahgat, 145). It is of importance to let these citizens know of the many opportuinities which they have outside their entrapments. At the same time, they should be made aware of the significant potential which they have. There are very many examples of Iranian Americans who have made very significant developments in the country. Need for Negotiation From the discussions, it can be seen that Iran is indeed a nation that has a lot of potential which when not well handled, there may be a lot of repercussions not only on the United States but all over the world. Some of the influence which this country has is already being felt in the country itself and also in regions where affiliates of Iran operate, more specifically ISIS. Most of the dealings with the country has been to do with the rule of thumb. So far, these have proved not to work as the country has proved not to be shaken. It would be advisable to try and look at aspects to do with negotiation. This is an option which has not been tried and it is actually unknown whether the results may be any different if indeed this option gets to be considered (Parsi, 23). One of the probable reasons why the Iranian authorities have become so defiant is because they have been isolated by a significant section of the world. For this reason, they may be of the opinion that proving defiant may be a way of showing these other nations that indeed the Iranians can take care of themselves. However, this action is something that may boost the egos of the leaders but will have severe repercussions for the people of the country. It is also on such grounds that indeed there is need for negotiations. The reason for this is because the hardliner stand which the United States may be taking may be for the purpose of punishing the leaders or sending some kind of message but ultimately the people who end up suffering are the citizens of the country. The United Nations has for a long time been a nation that influences almost all the activities that go on in the world. It will indeed be in order if the country can also be on the forefront of championing for the liberatio n of the people of Iran. In as much as there may be involvement of Iranian nationals on some terrorist activities, it should be understood that these opinions shared by these individuals do not necessarily reflect the opinion of the entire population of the people in the country. In this same regard, it should be noted that the cooperation of the country itself when it comes to matters to do with negotiation will mean that the neighboring allies of the United States will have peace and tranquility. The United States will also not incur expenses for the purpose of ensuring that the region is stable. These expenses majorly come about as a result of military deployment in the area not forgetting matters to do with humanitarian aid. Works Cited A Single Roll of the Dice Obamas Diplomacy with Iran. Yale UP, 2012. Print. Bahgat, Gawdat. Iran and the United States: Reconcilable Differences? Iranian Studies: 139-54. Print. Parsi, Trita. Treacherous Alliance the Secret Dealings of Israel, Iran, and the United States. New Haven: Yale UP, 2007. Print. Bahgat, Gawdat. Iran And The United States: Reconcilable Differences?. Iranian Studies 41.2 (2008): 139-154. Academic Search Complete. Web. 4 Apr. 2015. SASLEY, BRENT E. A Single Roll Of The Dice: Obamas Diplomacy With Iran. Political Science Quarterly (Wiley-Blackwell) 128.1 (2013): 175-176. Academic Search Complete. Web. 4 Apr. 2015.

Promotional Material Essay

Before we created our promotional materials such as posters, leaflets and flyers, we had to make sure that we were able to find a suitable price in which we can budget according to our finances. During our research, we were able to locate a suitable printing agency in which we could print our promotional materials in bulk, so we could hand out in the local area to help promote the business. The advantage of the agency we chose for printing our material was that they were able to print our promotional materials within 2 working days and that any deliveries that took place could be tracked on the website when u log on to it, this to make sure that the delivery is going according to plan. By selecting the amount we though would be appropriate for this campaign, we were able to locate the price in which it would cost us as an advertising agency if that amount were to be printed out. Promotional Material Leaflets We used leaflets to ensure customers the products that the cafà © will be selling in their local cafà ©. The leaflet we designed had a bright Italian background (in the form of the Italy colours), indicating immediately to the consumer that the cafà © is Italian based, which is probably the most important factor to inform the customer about. We made sure that the leaflet was specifically designed and had the relevant information such as the location of the cafà © and the products that the cafà © were going to sell. This is vital to clear as misleading customers about products that the cafà © doesn’t sell could lead to the business losing customers. We also had to include contact information so that customers could maybe phone in the cafà © to order food or to see whether the cafà © is open. We used pictures so that consumers are able to get a feel of some of the products that the cafà © has on offer. We placed this on the front (main) side of the leaflet so that it is eye catching to the consumer as soon as they see the leaflet. We made 1500 printout leaflets as they can be easily distributed around the local area and are the most common method of promotion used by a business of a similar stature. Leaflets could be posted through letter boxers to the people around the local area so it increases the chance of the consumer actually noticing and reading the leaflet This can help achieve the business objectives of achieving 30 customers daily as by using this type of promotion, in the form of leaflets, the business is virtually trying to attract more customers to shop at the cafà © and build more customer awareness of the cafà ©. If the business has more customers, they could achieve their aim of breaking even in the first year. However, a drawback of using a leaflet was that it proved to be the most costly in terms of production as we were charged at 11p per leaflet. Posters The posters we designed were again Italian based but had to limit the amount of information we could put on the poster due to lack of space. This was one of the drawbacks of using a poster but could be just as effective as using the leaflet. However, the production of the poster was the cheapest at just 4.5 per poster. This came at a surprise as we thought that the poster was to be more expensive than the rest of the promotional material. The content we had on the poster had o be very basic but had to send the message across to consumers of the products that the cafà © may sell if they came to visit. The drawback of creating a poster was that it was very time consuming as first we had to make a draft copy, then were we able to form the main copy in which was going to be used for distribution. The use of pictures made it more eyes catching for the consumer and the contents that were stated were the basic products that the cafà © were going to sell. The reason behind this decision was that we believed that consumers would be more likely to read a poster that had a limited amount of writing on the poster rather than having a ‘jammed’ pack poster full of writing and fewer pictures. By just stating the important points and more use of pictures proved to be more eye catching for us and potential consumers. This could help achieve the aims of this organisation as students and working class people could notice this poster when they shop at local newsagents or public areas when they go to work or college. Although these won’t be distributed to houses like leaflets, they will be situated at public areas such as on buses or some of the local shops nearby. This would increase customer awareness of the business on a whole or be a drawback as some people like the elderly who do not shop as often as other student are more likely to miss the poster rather than students who walk past on a day to day basis.

The First Explanation Of The Theory Of Education - 1470 Words

The first explanation is the theory of education. That Jews do well for the same reason as non-Jews, higher levels of education, but because Jews as a whole put greater emphasis on its importance throughout history do you see the disproportionate success. It has been proven that the higher the education, the higher the chances of a greater income. For example, in the United States the median income of a high-school graduate is $38,563 while the median income of someone with a master’s degree is $92,316 (Silbiger, 2000, p. 26). Pursuing an education requires the ability to delay gratification for a later payoff which is a basic Jewish belief that this world is here only to prepare you for the world to come (Avos 4 Mishna 17). Jews value†¦show more content†¦It isn’t just any education you could get from down the street. Dr. Sowell in his book Ethnic America found that â€Å"part of the reason for higher Jewish incomes is that Jews have not only more education b ut also better education – from higher quality colleges and in more demanding and remunerative fields.† Jews pursue more and better, higher quality education at a faster pace and with greater success than other non-Jewish Americans. Jewish efforts in educational advancement were noted by the non-Jews of America. An Italian immigrant in the 1920’s noted that his own ethnic group â€Å"has not yet learned the lesson which the American Jews could teach him so well.† That it is the duty of the child of uneducated, immigrant parents to pursue the highest education possible and achieve the success that his father could not (Silbiger, 2000, p. 23-35). There is no doubt that the Jewish culture values learning and education. Jews have been expelled from many countries throughout the centuries, the Crusaders en route to the Holy land in 1000s-1200s, Germany in 1182, England from 1290-1650, France in 1306 and 1394, in 1348 as blame for the European Black Plague, Austria in 1421, Spain in 1492, Vienna in 1670, Prague in 1744, Russian occupied Eastern Europe in the 1880s, and Europe during World War II. And of course there were the expulsions from Israel by the Babylonians in late 500 B.C.E and by the Romans in 100 A.D. (Silbiger, 2000, p. 26). Because of

Various types of leadership and change management - Free Essay Example

Sample details Pages: 9 Words: 2769 Downloads: 2 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? Change processes and change projects are the milestones in any organizations history. Due to the dynamics in the external environment, many organizations find themselves in nearly continuous change. The scope reaches from smaller change projects in particular sub business units up to corporation-wide transformation processes. Don’t waste time! Our writers will create an original "Various types of leadership and change management" essay for you Create order Similarly many risks are associated with change process. To overcome such risk organizations requires having effective change agent. Anyone can be change agent unless they possess certain qualities. As a multidisciplinary practice, Organizational Change Management requires for example: creative marketing to enable communication between change audiences, but also deep social understanding about leaderships styles and group dynamics. As a visible track on transformation projects, Organizational Change Management aligns groups expectations, communicates, integrates teams and manages people training. It makes use of metrics, such as leaders commitment, communication effectiveness, and the perceived need for change to design accurate strategies, in order to avoid change failures or solve troubled change projects. An effective change management plan needs to address all above mentioned dimensions of change. This can be achieved in following ways: Putting in place an effective Communicat ion strategy which would bridge any gap in the understanding of change benefits and its implementation strategy. Devise an effective skill upgrading scheme for the organization. Overall these measures can counter resistance from the employees of companies and align them to overall strategic direction of the organization. Personal counseling of staff members (if required) to alleviate any change related fears. Change management is a basic skill in which most leaders and managers need to be competent. There are very few working environments where change management is not important. When leaders or managers are planning to manage change, there are five key principles that need to be kept in mind: Different people react differently to change Everyone has fundamental needs that have to be met Change often involves a loss, and people go through the loss curve Expectations need to be managed realistically Fears have to be dealt with Here are some tips to apply the above principles when managing change: Give people information be open and honest about the facts, but dont give overoptimistic speculation. I.e. meet their OPENNESS needs, but in a way that does not set unrealistic expectations. For large groups, produce a communication strategy that ensures information is disseminated efficiently and comprehensively to everyone .E.g.: tell everyone at the same time. However, follow this up with individual interviews to produce a personal strategy for dealing with the change. This helps to recognise and deal appropriately with the individual reaction to change. Give people choices to make, and be honest about the possible consequences of those choices. Ie meet their control and inclusion needs Give people time, to express their views, and support their decision making, providing coaching, counselling or information as appropriate, to help them through the LOSS CURVE Where the change involves a loss, identifies what will or migh t replace that loss loss is easier to cope with if there is something to replace it. This will help assuage potential fears Where it is possible to do so, give individuals opportunity to express their concerns and provide reassurances also to help assuage potential fears. Keep observing good management practice, such as making time for informal discussion and feedback even though the pressure might seem that it is reasonable to let such things slip during difficult change such practices are even more important. Where you are embarking on a large change programmes, you should treat it as a project. That means you apply all the rigours of project management to the change process producing plans, allocating resources, appointing a steering board and/or project sponsor etc.. The five principles above should form part of the project objectives. Some of the effective change agent qualities are describe below. Task 1 Depending on factors like corporate culture, strategic relevance of project, acceptance of project among management and staff, timeframe, resources etc, change agents either may need good project management capabilities in order to guarantee timely progress, or they should be good leaders with the ability to motivate people. Change agents always need the ability to get all people affected by the project involved, to ensure their support and commitment. This requires a high competency as the basis for acceptance as well as soft skills, which are often summarized as emotional intelligence. This includes the ability to communicate, to understand and to take into account opinions and doubts of others. Change projects involve a great variety of factors and forces. These factors do not only comprise the reasons and objectives for change, but also the existing state of the organization, values, beliefs and routines of the people there. Many change projects challenge the existing cultur al framework of an organization. Efforts to change such lasting values, however, lead to resistance and denial. More than in technology-related projects (e.g. implementation of new software), it takes the acceptance and the support of all people affected by such projects to make them succeed. It is the change agents task to generate this acceptance in order to implement change with the people, not against them. 15 Key Competencies of Change Agents Despite the multi-faceted and ever changing demands on professionals as change agents, there are definable competencies that can be understood and learned. the successful change agents have the ability to: Diagnose problems Understanding both the business drivers and the organization well enough to identify performance issues and analyze their impact on short and long term business results Build relationships with clients Forming partnerships with mutual responsibility for the outcomes of the change effort. Because the risk is higher than with most other HR roles the level of trust required is much higher. Management consultant Ric Reichard uses a simple formula to describe the issues which are usually at play RISK Often the client and the change agent over emphasize one or the other (competency or relationship) especially when the risk increases while the challenge is to balance both to achieve the necessary level of trust. Ensure that the Vision is Articulated Interpreting the hopes and motivations of the workforce through the Vision statement. Set a Leadership Agenda Defining the ongoing role for leaders, such as communications, role modeling, reinforcement of desired behaviours etc. This requires the HR executive to understand intimately the dynamics, history and competencies of the leadership team and to have the tenacity to insist on the agendas accomplishment. Solve Problems Recommending solutions, a common expectation of HR professionals is not the same as solving problems. When it comes to the change agent role, the problems encountered are often loaded with emotional and political dynamics. The change agent must possess the insight to recogn ize the problem, the sensitivity to see its importance to those involved, the courage to take honest and often difficult measures to resolve it and the credibility to be heard. Implement Plans to Achieve Change Goals Successful organizational change on any significant scale can be attributed to the right strategy and appropriate change in organization culture. Culture change, in turn, relies heavily on aligned and supportive people policies, systems and processes. In short, the implementation plan is an HR plan for both the HR function and for management. Complementing the competencies identified above, we would add the following as essential for effectiveness as a change agent: superb communications ability in all directions knowledge of the business; products/services and core work processes keeping a business perspective both macro (mission/vision) and micro (what line managers cope with) planning and project management skills ability to tolerate ambiguity managing resistance risk taking managing conflict It is apparent that these are a blend of personal attributes and developed skill sets. A change agent working at the strategic level cannot be effective without them. Having a clearly articulated competency model for the change agent role is one thing; acquiring the knowledge and skills to function effectively in this role is another. Effectiveness in any role is a combination of competence and confidence Following are four elements that are essential in developing both: Education and Training Formal education and training that is comprehensive enough to really equip an HR professional for the change agent role is quite limited in this country. However, several Universities, such as University of Toronto and Queens University are now offering change management programs within their Executive Development divisions. These range from 3 days to 15 days of professional development sometimes with a practicum component. Practice Opportunities Five years ago we would have encouraged HR professionals to find some neutral territory for practicing their new skills. Today this is clearly impractical as organizations demand that the skills be put to use immediately. The change agent is not exempt from this reality but the practicing is often more visible and the risk higher than in other aspects of the HR role. This is where the next two elements come into play. Feedback Reflection Good judgement comes from experience, experience comes from bad judgement the simple (however painful) truth in that expression is familiar to everyone The most important thing you can experience as a change agent is not success. Nor is it failure. It is honest feedback about your performance and impact and the time to reflect on and learn from it. Support System For executives functioning as change agents, there is often no one inside the organization to talk to. The issues are often too strategic or too sensitive to discuss openly. A support system should include people who know the nature of your work and the satisfactions, stresses and risks associated with it. One of the most important people in your support system will be the colleague whom you can count on to challenge you, help you see your shortcomings and follow-up on what specifically you are doing about them Objectives 1. Sensitivity to changes in key personnel, top management perceptions and market conditions, and to the way in which these impact the goals of the project. 2. Setting of clearly defined, realistic goals. 3. Flexibility in responding to changes without the control of the project manager, perhaps requiring major shifts in project goals and management style. Roles 4. Team-building abilities, to bring together key stakeholders and establish effective working groups, and to define and delegate respective responsibilities clearly. 5. Networking skills in establishing and maintaining appropriate contacts within and outside the organization. 6. Tolerance of ambiguity, to be able to function comfortably, patiently and effectively in an uncertain environment. Communication 7. Communication skills to transmit effectively to colleagues and subordinates the need for changes in the project goals and in individual tasks and responsibilities. 8. Interpersonal skills, across the range, including selection, listening, collecting appropriate information, identifying the concerns of others, and managing meetings. 9. Personal enthusiasm in expressing plans and ideas. 10. Stimulating motivation and commitment in others involved. Negotiation 11. Selling plans and ideas to others by creating a desirable and challenging vision of the future. 12. Negotiating with key players for resources, for changes in procedures, and to resolve conflict. Managing up 13. Political awareness in identifying potential coalitions, and in balancing conflicting goals and perceptions. 14. Influencing skills, to gain commitment to project plans and ideas form potential skeptics and resisters. 15. Helicopter perspectives, to stand back from the immediate project and take a broader view of priorities. Source: D. Buchanan D. Boddy: The Expertise of the Change Agent: Public performance and backstage activity. Prentice Hall. 1992 Task 2 Reflecting upon my own attitudes values and behaviour I have identified the areas of change required to be an effective change leader. To become such I need to focus on all factors describe in task 1 .In addition to that I need to have full knowledge of the organization and the staff frame of mind working there including its market customer and relationship. There is always more than right solution so I must be able to evaluate facts from different view eg from customer and competitors point. To motivate and guide the staff to become effective change agent I need to focus on their behaviour and attitudes towards their role in organization. Should be able to find out who can be assest to company doing so and how. Task 3 Plan of action to maintain effectiveness as change agent is outlines below: Communication: Communication with possible change agents is necessary via meeting to find out their action plan and goals for future. To find out in what ways can staff and units will be more productive and welcoming. Are they looking at different ways to handle most difficult clients for better outcomes? The solution here would be to focus not only handling these clients but to reduce stress on overall staff solving the clinical issues. Address the work Change Agents are doing in their productivity plans. Some change agents will take one to two weeks or less depending on interest, motivation and time. More than likely supervisors will want to adjust productivity time based on performed work. So change agent here should know exactly what is needed in order to meet the productivity requirements. Meetings: It is important for change agent to attend monthly and quarterly meetings to have an idea on obtaining training around the made action plans and to know how to implement at work scenario. Beside these change agent should Educate staff on strategies, customer care, assessment etc. Participate in case discussions about re-occurring disorders. Provide updates and training to the staff. Create the implementation of Action plan/policy to improve general quality of the service. Task 4 Any changes made in the organization must be integrated with other business and management disciplines. Integration primarily occurs in one of two ways. First, introduction of the importance of change management and second making a commitment to build change competence and utilizing changes on every project as an standard practice. When change management is started at the beginning of a project, the activities can be fully integrated. The first step will be to develop a change management strategy based on the characteristics of the particular change and the attributes of the organization that is being changed. Change readiness assessments will help you decide on your strategy and how you will customize the change management plans you are going to develop. The following steps describe below will give a clear picture of how integration should be carried out. Start phase Define objectives and project benefits with project sponsor Set the timeline and milestones Initial budget preparation Team selection and team building Define communication system within the project Identify the main stakeholders and members of project holding committee Planning Make draft of the plan Review with sponsor Finalize the plan Schedule first meeting with committee Prepare presentation for committee and review it with sponsor Data collection Gather all data collection requirements Delegate responsibilities among team members Conduct managers and employee interviews Conduct customer surveys Identify main competitors and non competitors Prepare all research report Again prepare presentation for committee reviewing with sponsor. Design solution Review all detail of the findings Define principles and concepts for the future Create documents for system and technology requirements Define the change required and the new roles and responsibilities Make a draft of solution design and finalize Prepare presentation for meeting with key committee and sponsor Gap analysis Conduct gap analysis between as-is and to-be phase Determine cost savings and revenue growth from new solution Also estimate for system and technology Implementation cost for project should be clearly estimated Outline business case for new design and compare with initial objective and ensure the alignment With accounting group review the financial calculation. Involve the committee and sponsor in the final review of project Solution development Buy the required system and technology Conduct the trial Collect feedback Detail job description is needed and review with HR and legal department Training requirements should be defined and curriculum should be develop. Solution implementation Develop control process Train new employees on new process and tools/systems Collect employee and manager feedback Modify the solution according to feedback If any issues arises during implementation process track and resolve. Ensure the alignment with business strategy Measure the performance outcome and compare Conclusion Change management can be applied to many types of business improvement programs from radical changes like BPR, mergers and acquisitions or new product releases to incremental changes like continuous improvement processes or Six Sigma. Change management is the process and tools such as communications, sponsorship, coaching, and training and resistance management plan for addressing the people side of change. Change management is not an event it is a process of helping individuals understand, internalize and support a change.