The 1920’s in India witnessed the publishing of an inflammatory book vilifying Prophet Muhammad (SAW) thereby adding fuel to the existing Muslim/Hindu tensions. The British Raj ruled India and the creation of Pakistan was still a distant dream in the hearts of the Indian Muslims. The Muslim population was understandably incensed and mass protests were held. Prashaad Prataab had authored Rangeela Rasool (The Colourful Prophet), under the pen name of Pandit Chamupati Lal. The word rangeela means ‘colourful’ but can be understood in this context to mean ‘playboy’. [Nauzbillah]
Rajpal was a Hindu book publisher from Lahore. He took the responsibility of publishing the book in 1923 and pledged not to disclose the author’s real name. Pressure from the Muslim community resulted in the matter being taken to Session court Lahore which found Raj Pal guilty and sentenced him. Subsequently Rajpal appealed against the decision of Session Court in the Lahore High court. The appeal was heard by Judge Daleep Singh who gave leave to appeal on the grounds that on the basis of criticism against the religious leaders, no matter how immoral it is, is not covered by S.153 of the Indian Penal Code. Thus Rajpal could not be sentenced as law did not cover blasphemous criticism against religion. The High Court decision was widely criticised and protests were made against it by Muslims of India. Little did anyone suspect that one young man’s course of action would bring about a significant change in the Law, ensuring that Islam would be covered by blasphemy laws.
Ilm Din was an illiterate teenager from Lahore. His father was a carpenter. One day he was passing near Masjid (mosque) Wazir Khan. There was a huge crowd shouting slogans against Rajpal. The speaker thundered: "Oh Muslims! The devil Rajpal has sought to dishonour our beloved Prophet Muhammed (S.A.W) by his ****** book!”
Ilm Din was deeply affected by this passionate speech and vowed to take action. On 6th September 1929...
ILM Level 3 Certificate in Leadership and Management
Unit Code: 8600-308
Unit Title: UNDERSTANDING LEADership
AC 1.1 Describe the factors that will influence the choice of leadership styles or behaviours in the work place
Autocratic leadership, also known as authoritarian leadership is a leadership style characterized by individual control over all decisions and little input from group members. Autocratic leaders typically make choices based on their own ideas and judgments and rarely accept advice from followers. Autocratic leadership involves absolute, authoritarian control over a group. It can also be derived as a dictator, domineering and aggressive behaviour. An autocratic leadership can be beneficial in some circumstances such as that decisions have to be made quickly without consulting anyone, also when projects sometimes require strong leadership so that things can get accomplished quickly and effectively. Some team members may actually prefer the autocratic style this can let the team focus on performing tasks without worrying about the decisions that have to be made, this style of management does have its problems managers / team leaders can learn to use the elements of this style wisely and correctly. As an example autocratic management can be used effectively when the leader has the most knowledge and has access to...
...management (ILM) project, the problems associated with implementing the project and possible ways to overcome these issues.
In the main body of the report I will give an account of the years leading up to the implementation of the ILM project. This is an important factor as the industry was in a recession at the time and it is necessary to see how EMC was able to put itself in a position to take on such a large, time consuming and costly project.
In the interventions section I will explain ILM and all of the reasons for implementing the software in the interventions section as well as giving a detailed account of Information lifecycle management and all of its attributes.
In the next section I will outline all of the problems associated with implementing a project of this scale. I will give best practice approaches to change management and detail EMC’s approaches then I will compare and contrast to two.
I will conclude the paper by giving expected outcomes to all of the problems detailed in the other sections.
For this project, our group decided to use EMC Corporation as an example of an organization implementing change. EMC is a multinational company based in Massachusetts USA. Its main function is the manufacturing of systems for information storage. I did my 3rd year work placement in Westborough, Massachusetts about 3 miles from the head quarters in Hopkinton. This was an advantage as I was able to...
BUS 101- 51369
September 3, 2013
Paula Deens desire to cook has led her to a worldwide celebrity chef. She has built a brand for herself by becoming a part of the Food Network. Paula has become an American icon which gained her a lot of fans and supporters. As she gained her image she opened up multiple restaurants, started cook books, bakery goods, personal magazines, and cook wear. Her brand appeared worldwide in Walmart, Target, Sears, Kmart, Walgreens, and Home Depot. That is until Lisa Jackson one of the general managers at her restaurant filed a race and sex discrimination lawsuit against her. The lawsuit caused her to lose her brand. Paula Deens actions has led her brand to have a negative impact on her now sociocultural and global environment.
1. What did she say?
According to huffingtonpost.com “When asked if she wanted black men to play the role of slaves at a wedding she explained she got the idea from a restaurant her husband and her had dined at saying, “The whole entire waiter staff was middle-aged black men, and they had on beautiful white jackets with a black bow tie. “I mean, it was really impressive. That restaurant represented a certain era in America…after the Civil War, during the Civil War, before the Civil War…It was not only black men, it was black women…I would say they were slaves.” (Teeper). When Paula was interviewed by Lisa Jackson lawyer she was...
ii) the need for acceptance
Self-Esteem Needs -
i) the need to feel good about themselves
ii) the need to be recognised for their achievement
Self-Realisation Needs –
i) the need for personal fulfilment
ii) the need to grow and develop
Maslow believes that people would not move on down this list to be motivated by the next set of needs until the previous set(s) had been satisfied. here’s a short video which illustrates Maslow’s Hierarchy of Needs by drawing on clips from the Disney film ‘Up’.
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There are other theories in a similar vein to Maslow.
Another theory by Alderfer categorised these needs into three categories:-
Good Leaders Recognise People are Different
Leaders and managers need to have this level of understanding if they are to be in a position to motivate their staff. However to be a good leader and manager you need to recognise that people are different. To display the traits of a good leader you need to recognise that some people come to work to earn money (existence needs) and have no desire either to...
...Barriers to Communication
There are numerous barriers to effective communication in the workplace. I have chosen to focus upon two potential barriers in relation to the earlier activities discussed within this assignment.
Language and terminology is a vital component of the communication process. Whilst I am focussing on the Education Link Workers in relation to this, I am mindful that part of my job role is dealing with the general public whilst supporting frontline staff. As we work in a highly diverse city, there are many ethnic minorities with English rarely being their first or preferred language. However, terminology is also something I need to be aware of within my everyday role (medical 'jargon'), but particularly in relation to the Education Link Workers. My role has a strategic element, with the need to participate in, relate to, understand and explain National Policy and Professional Body Regulations. Having worked for many years at operational level, I am able to recognise the difference in terminology used at this level, and can therefore appreciate the need to 'translate' or 'demistify' it's meaning.
Whilst this undoubtedly creates a barrier, there are ways to overcome it. I ensure that every meeting allows time for questioning, and present myself in an open and approachable manner, encouraging the Education Link Workers to feel comfortable and confident to ask questions. However, I could assemble a 'glossary of terms' as part of the meeting. This...
...Title: |Solving problems and making decisions |Unit Ref: |M3.01 | |
|Level: |3 |QCF unit code |K/501/3795 |
|Credit value: |2 |Guided learning hours |11 |
|Learning outcomes |Assessment criteria |
|The learner will |The learner can (in an organisation with which they are familiar) |
| | | |
|Know how to describe a problem, its |1.1 |Describe a problem, its nature scope and impact |
|nature, scope and impact | | |
| | | |
|Know how to gather and interpret |2.1 |Gather and interpret information to identify possible solutions to a problem |
|information to solve a problem | |...
...ILM Level 3 Work Based Assignment
M3.11 Building The Team
Developing and maintaining trust at work
Developing and maintaining trust at work is essential for structure and balance within the working environment and for a business to be successful in its chosen fields. Trust is built on the following, respect, honesty, integrity, communication, attitude, approachability, manners and commitment. Trust can be broken down by using a trust model that then incorporates decision-making factors and situational factors.
Decision making factors consist of the following:
How risk tolerant is the trustee?
How well adjusted is he/she?
Situational factors consist of the following:
How similar are the parties involved?
How secure do the parties feel?
Does the trustee show concern?
Have they shown predictability and integrity?
Do the parties have good communication between them?
How much power do they have?
Confidentiality is important for building and keeping trust in the work place, from senior managers down to the different departments within the business and onto the different workstations on the shop floor. When an employee confides in a person, who is in a position of trust, it is then that persons responsibility to keep and make sure that the information given to them is kept in the strictest confidence unless told otherwise by the trustee. Any breach of this confidentiality will break down trust between the parties involved and do...
...around the team to allow for a more efficient and robust support model on an on-going basis.
One area for Improvement that was identified during this process was that I have been asked to step up and provide cover for my team leader when they are on leave or not in the office. I have the technical knowledge to be able to carry this out but not the formal training to be able to carry out the managerial side of the job. I have therefore been enrolled on an ILM Level 2 course to rectify this.
Improving own Performance
A simple action plan is created during the annual appraisal which is shown in appendix 2 as a personal development plan, within which I have the opportunity to put forward any training needs that I believe I require and also my reviewer also has the opportunity to suggest any requirements that they believe would enhance me professionally and personally. Each training need identified is discussed at the meeting and a priority for this need is agreed.
The Institute of Leadership and Management (ILM) Level 2 course that was identified in the Personal Development Plan is designed to give team leaders a solid foundation for their formal development as a leader. They are delivered through a combination of online and work based learning to develop a range of leadership and management skills, both formally and through their own self-directed efforts. Programmes are split into modules, each with a blend of online learning,...