Vouch for Versace Essay Example for Free

Vouch for Versace Essay Don’t let your garments wear on your financial balance (if you’re an adolescent) ‘’ Young individuals spend a lot of cash on garments and are time after time impacted by brands and architect labels’’ This is in truth the troubling reality my companions. You perceive how intolerantly we young people are seen. In established truth in any event 7 out of 10 individuals would concur with that announcement. Certainly shocking, isn’t it? Any individual who isn’t a young person is qualified for spend ‘too much’ cash on garments, or rather, they won’t be considered as the effectively ‘influenced’ youth of today. What is ‘too much’ cash at any rate, where is that line which, when crossed, says that you have spent a lot on your garments? I’ll let you know precisely where it is-no place. That line doesn't exist as an almost negligible difference, and it essentially can't be. Numerous individuals appear to overlook that that it can't exist because of the way that we set aside up cash with the goal of utilizing it to purchase garments; I would scarcely call that spending a lot of when that is in truth the main thing we want to spend on. I need to concede that numerous individuals concur with this announcement on the legitimate premise that garments are not as significant as different things that adolescents ought to spend their cash on, for example, school hardware and assets, network, sport and so forth. Regardless the greater part of that is and ought to be paid for by guardians would it be a good idea for it to not? After all since instruction is so indispensable and basic shouldn’t your folks furnish you with all the assets and hardware you require so as to do your most prominent? Then again your folks might be paying for such as of now, however they may likewise be financing your customary shopping binges, particularly for all you young ladies out there! Each one of those frill and make up items must come up to a weighty total. Studies show that 68% of young people get their folks to pay for their outfits and additional attire, 43% of these adolescents being young ladies. This examination shows that adolescents fixation on architect names and garments when all is said in done appears to have had a thump on impact on their folks. Some may even ponder, ‘why do they really need to dress unique? ‘’ I’ll disclose to you why. We have been mobbed into society’s confusion of young people. Truth be told, we burn through cash on garments so as to really conflict with these generalizations that we are on numerous occasions stapled with. A large number of you would concur with me when I state that by burning through cash on garments we are in reality communicating our distinction as youngsters. What else would we be able to do to defeated these generalizations that we are left with? To the extent being ‘’often affected by brands and designerâ labels’’, we don't simply go for brands. We are youthful grown-ups and we know about monetary issues around us, so for what reason would we squander cash consistently to supplant our garments? Would it not be smarter to spend a reasonable piece of cash on a creator brand that can guarantee you of its quality? By buying planner marks and brands we are basically setting aside cash over the long haul, after all do they not state quality over amount or for this situation the expense. Because we favor fashioner marks doesn't really imply that we are survivors of big name hawking. On the other hand numerous individuals concur that young people are without a doubt impacted by fashioner marks and brands, and I concur with this a considerable amount since it is in reality a fact, anyway they are not to fault. Numerous youngsters just wear fashioner brands in light of the fact that their companions are as well. They wear it to, well, fit in I presume. Companion pressure has an enormous influence in youthful people’s lives, for example, you. You simply need to fit in and not become that kid who has no feeling of style don’t you? It isolates you; it shows the separation between the rich and poor people, and if you’re fortunate it raises your economic wellbeing. Besides the other way adolescents, for example, yourselves are affected into purchasing just the originator names and brands is because of the tireless impact of VIPs who advance these names and brands so as to create cash for themselves. These days numerous youngsters approach the most popular trend through all media. You and numerous others can become casualties of this big name selling, and at some point or another you can get ensnared in this design cognizant circle. That is to say, you’re continually going to discover something that’s progressively stylish would you say you are most certainly not? Clearly you’ll need to stay aware of the most recent style and unavoidably you will inevitably turn into a casualty simply like such huge numbers of others before you. There is one thing that is an advantage of being particular about your dress. By being observing about who you purchase your garments from you may simply be accomplishing something acceptable. Simply envision, on the off chance that you purchased that shirt from Primark, at that point what amount would the poor little youngsters who made that shirt after hard work get paid? Precisely, you know they’ll get hardly anything. However by buying higher brand clothing you are in actuality contemplating the moral si de of style. You may appear to be befuddled by that announcement; in any case, there is a moral side to everything, including garments. Numerous individuals are demanding about the garments they accept in light of strict reasons. Maybe they need their garments to be long and spread their body appropriately, who knows? It is a likelyâ possibility however that the explanation that we adolescents spend a great deal of cash on garments is just in light of the fact that we need, not need them. Tragic to state when solicited 86 out from 100 individuals said that they unequivocally concurred that young people spent an excessive amount of cash on garments significantly in the wake of being given the full picture concerning why you give so much consideration and cash on your apparel. One individual really said ‘’ Advertisers are misusing youngsters and their craving to conform’’. Considerably in the wake of being told how some youngsters are really following through on these costs to demonstrate to individuals that they are not accommodating a direct result of promoters, rather, as a result of society and how they view adolescents all in all age. This was all very interesting really, all things considered, who raised this ‘’Influenced’’ age .Not me.

Hernan Cortes and His Tlaxcalan Allies

Hernan Cortes and His Tlaxcalan Allies Conquistador Hernan Cortes and his Spanish soldiers didn't overcome the Aztec Empire all alone. They had partners, with the Tlaxcalans being among the most significant. How this union created and how their help was significant to Cortes achievement. In 1519, as conquistador Hernan Cortes was advancing inland from the coast on his brassy triumph of the Mexica (Aztec) Empire, he needed to go through the terrains of the furiously free Tlaxcalans, who were the human foes of the Mexica. From the outset, the Tlaxcalans battled the conquistadors violently, however after rehashed routs, they chose to make harmony with the Spanish and partner with them against their customary foes. The guide gave by the Tlaxcalans would in the end demonstrate pivotal for Cortes in his crusade. Tlaxcala and the Aztec Empire in 1519 From 1420 or so to 1519, the powerful Mexica culture had come to overwhelm the greater part of focal Mexico. Individually, the Mexica had vanquished and oppressed many neighboring societies and city-states, transforming them into key partners or angry vassals. By 1519, just a couple of segregated holdouts remained. Boss among them were the savagely free Tlaxcalans, whose region was situated toward the east of Tenochtitlan. The region constrained by the Tlaxcalans contained around 200 semi-self-governing towns joined by their contempt of the Mexica. The individuals were from three fundamental ethnic gatherings: the Pinomes, Otomã ­, and Tlaxcalans, who were dropped from warlike Chichimecs who had migrated to the area hundreds of years prior. The Aztecs attempted over and again to vanquish and oppress themâ but consistently fizzled. Head Montezuma II himself had most as of late attempted to crush them in 1515. The Tlaxcalans scorn of the Mexica ran profound. Tact and Skirmish In August of 1519, the Spanish were advancing toward Tenochtitlan. They involved the modest community of Zautla and considered their best course of action. They had carried with them a large number of Cempoalan partners and doormen, drove by an aristocrat named Mamexi. Mamexi directed experiencing Tlaxcala and potentially making partners of them. From Zautla, Cortes sent four Cempoalan emissaries to Tlaxcala, offering to discuss a potential union, and moved to the town of Ixtaquimaxtitlan. When the emissaries didn't return, Cortes and his men moved out and entered Tlaxcalan domain in any case. They had not gone far when they went over Tlaxcalan scouts, who withdrew and returned with a bigger armed force. The Tlaxcalans assaulted however the Spanish drove them off with a purposeful rangers charge, losing two ponies all the while. Strategy and War In the mean time, the Tlaxcalans were attempting to settle on some solution for the Spanish. A Tlaxcalan ruler, Xicotencatl the Younger, concocted a sharp arrangement. The Tlaxcalans would as far as anyone knows invite the Spanishâ but would send their Otomã ­ partners to assault them. Two of the Cempoalan emissaries were permitted to get away and report to Cortes. For about fourteen days, the Spanish made little progress. They remained stayed outdoors on a peak. During the day, the Tlaxcalans and their Otomi partners would assault, just to be driven off by the Spanish. During hushes in the battling, Cortes and his men would dispatch correctional assaults and food attacks against nearby towns and towns. In spite of the fact that the Spanish were debilitating, the Tlaxcalans were daunted to see that they were not picking up the advantage, even with their boss numbers and wild battling. In the mean time, emissaries from Mexica Emperor Montezuma appeared, urging the Spanish to continu e battling the Tlaxcalans and to not believe anything they said. Harmony and Alliance Following fourteen days of ridiculous battling, Tlaxcalan pioneers persuaded the military and common initiative of Tlaxcala to sue for harmony. Unruly Prince Xicotencatl the Younger was sent by and by to Cortes to request harmony and a partnership. In the wake of sending messages to and fro for a couple of days with the older folks of Tlaxcala as well as Emperor Montezuma, Cortes chose to go to Tlaxcala. Cortes and his men entered the city of Tlaxcala on September 18, 1519. Rest and Allies Cortes and his men would stay in Tlaxcala for 20 days. It was an exceptionally profitable time for Cortes and his men. One significant part of their long visit was that they could rest, mend their injuries, watch out for their ponies and hardware and essentially prepare for the subsequent stage of their excursion. Despite the fact that the Tlaxcalans had little riches they were viably disengaged and barricaded by their Mexica foes they shared what little they had. 300 Tlaxcalan young ladies were given to the conquistadors, including some of honorable birth for the officials. Pedro de Alvarado was given one of the little girls of Xicotencatl the senior named Tecuelhuatzã ­n, who was later initiated Doã ±a Maria Luisa. Be that as it may, the most significant thing the Spanish picked up in their stay in Tlaxcala was a partner. Considerably following fourteen days of continually fighting the Spanish, the Tlaxcalans despite everything had a large number of warriors, savage men who were faithful to their seniors (and the collusion their older folks made) and who scorned the Mexica. Cortes protected this coalition by meeting consistently with Xicotencatl the Elder and Maxixcatzin, the two incredible masters of Tlaxcala, giving them endowments and promising to liberate them from the detested Mexica. The main staying point between the two societies appeared to be Cortes request that the Tlaxcalans grasp Christianity, something they were hesitant to do. At long last, Cortes didn't make it a state of their coalition, yet he kept on compelling the Tlaxcalans to change over and surrender their past worshipful practices. A Crucial Alliance For the following two years, the Tlaxcalans regarded their coalition with Cortes. A huge number of savage Tlaxcalan warriors would battle close by the conquistadors for the span of the triumph. The commitments of the Tlaxcalans to the victory are many, however here are a portion of the more significant ones: In Cholula, the Tlaxcalans cautioned Cortes of a potential snare: they partook in the resulting Cholula Massacre, catching numerous Cholulans and taking them back to Tlaxcala as slaves and sacrifices.When Cortes had to come back to the Gulf Coast to confront conquistador Panfilo de Narvaez and a large group of Spanish fighters sent by representative Diego Velazquez of Cuba to assume responsibility for the campaign, Tlaxcalan warriors went with him and faced at the Conflict of Cempoala.When Pedro de Alvarado requested the Massacre at the Festival of Toxcatl, Tlaxcalan warriors helped the Spanish and secured them until Cortes could return.During the Night of Sorrows, Tlaxcalan warriors helped the Spanish departure around evening time from Tenochtitlan.After the Spanish fled Tenochtitlan, they withdrew to Tlaxcala to rest and refocus. New Aztec Tlatoani Cuitlhuac sent emissaries to the Tlaxcalans encouraging them to join against the Spanish; the Tlaxcalans refused.When the Spanish re-va nquished Tenochtitlan in 1521, a great many Tlaxcalan fighters went along with them. Heritage of the Spanish-Tlaxcalan Alliance It is anything but a misrepresentation to state that Cortes would not have crushed the Mexica without the Tlaxcalans. A huge number of warriors and a sheltered base of help just days from Tenochtitlan demonstrated important to Cortes and his war exertion. In the end, the Tlaxcalans saw that the Spanish were a more prominent danger than the Mexica (and had been so from the start). Xicotencatl the Younger, who had been hesitant of the Spanish from the beginning, attempted to transparently break with them in 1521 and was requested openly hanged by Cortes; it was a poor reimbursement to the youthful Princes father, Xicotencatl the Elder, whose help of Cortes had been so significant. Be that as it may, when the Tlaxcalan authority started to think again about their partnership, it was past the point of no return: two years of consistent warring had left them extremely powerless to crush the Spanish, something they had not practiced in any event, when at their full may in 1519. Since the time the victory, a few Mexicans have considered Tlaxcalans to be backstabbers who, similar to Cortes translator and courtesan Doã ±a Marina (otherwise called Malinche) helped the Spanish in the annihilation of local culture. This shame perseveres today, yet in a debilitated structure. Were the Tlaxcalans backstabbers? They battled the Spanish and afterward, when offered a union by these imposing outside warriors against their customary adversaries, concluded that in the event that you cannot beat em, join em. Later occasions demonstrated that maybe this partnership was an error, yet the most exceedingly awful thing the Tlaxcalans can be blamed for is absence of prescience. References Castillo, Bernal Dã ­az del, Cohen J. M., and Radice B. The Conquest of New Spain. London: Clays Ltd./Penguin; 1963. Toll, Buddy. Conquistador: Hernan Cortes, King Montezuma, and the Last Stand of the Aztecs. New York: Bantam, 2008. Thomas, Hugh. The Real Discovery of America: Mexico November 8, 1519. New York: Touchstone, 1993.

Paternalistic Leadership Guide Definition, Qualities, Pros Cons, Examples

Paternalistic Leadership Guide Definition, Qualities, Pros Cons, Examples UNDERSTANDING THE DIFFERENT CONTEXTS OF PATERNALISTIC LEADERSHIPTo understand the guiding elements of paternalistic leadership, you need to grasp the different contextual forces influencing this leadership style. Paternalistic leadership has been influenced by the historic concept of paternalism, but also more recently the different cultural views of the paternalistic style.The historical backgroundIn order to comprehend the ideas behind paternalistic leadership, it’s crucial to examine the concepts of patriarchy and paternalism. Patriarchy, according to the Oxford Dictionary, refers to“a system of society or government in which the father or eldest male is head of the family and descent is reckoned through the male line”. It has been a popular model for organizing not just societies, but the family structures around the globe. Historically, the world has been a man’s world, with the male making the decisions in public and in private context.Paternalism, while having roots in patriarchy, is not quite the same. Although the word paternalism is derived from the Latin word pater, which means father, the word’s closer root is the adjective patemus that stands for fatherly. In fact, paternalism differs from patriarchy in that it doesn’t focus on the male gender, but rather emphasizes the role of a parent or a guardian.Therefore, the official definition of paternalism explains it as,“the policy or practice on the part of people in authority of restricting the freedom and responsibilities of those subordinate to or otherwise dependent on them in their supposed interest”.So while the power is concentrated in a single person, paternalism and a paternalistic relationship doesn’t mean the power is in the hands of a man, as would be the case in a patriarchy. The key element of the theory is the concept of “the person in charge knows the best”, whether the person is a woman or a man. Nonetheless, due to the patriarchal structure of most societies, pate rnalistic constructions have often displayed elements of patriarchy as well.Historically, the study and the appearance of paternalistic structures tended to centre on economic relations. For instance, the labor relationships of the pre-industrial society reflected paternalistic behaviors, with landowners having concentrated power in terms of controlling the economic gains of labor. But examples of paternalistic leadership have also been present in politics, academics, religious and private spheres.In the early part of the 20th century, Max Weber examined the social construct of power, with his findings published posthumously in a book called Economy and Society. Weber acknowledged paternalism as one of the traditional frameworks of power, as one of the notable management systems in place across society. He described is as the pre-bureaucratic type of domination, writing that the power is“based not on the official’s commitment to an impersonal purpose and not on obedience to abst ract norms, but on a strictly personal loyalty”.Unlike bureaucratic power, paternalism didn’t establish norms and rules out of rationality, but from tradition and irrational belief in the leader’s right to rule. To Weber, paternalistic power can be effective because the framework of this type of leadership relies on “the belief in the inviolability of what has always been”. Paternalistic structures didn’t question the status quo or the legality of power.Nonetheless, Weber argues that paternalistic practices would become obsolete, as the bureaucratic leadership framework would become more common. He saw this framework superior, as it relied on rules and emphasized individual rights more over the “common good”. The Western and non-Western contextAside from understanding the historical context of paternalistic power, it’s essential to look at paternalism in the context of culture. The modern business culture views and values paternalistic leadership in a rather distin ct way, whether in the Western or non-Western setting.In the Western world, paternalistic leadership suffers a bit from the loose connection to patriarchy and the false assumption that it might promote gender inequality. But more importantly, the paternalistic style is linked close to an authoritarian leadership style, which has a bad reputation in the modern, more democratically minded business world. The idea that “the leader knows best” is viewed mostly through a negative lens, even though paternalistic and authoritarian leadership differ in a number of ways.Furthermore, the Western business culture is focused more on the individual rather than the group. According to A. M. InunJariya’s analysis of literature on the study of culture and management style, the Western context promotes individualism. “They rely on their own view to determine what they should do,” Jariya writes. This preference for individual style in the Western culture can be another factor in why paterna listic leadership styles are not in favor. The nature of paternalistic style is that of creating a family style community, where the ‘father’ or the ‘mother’ figure, i.e. the leader, knows what is best for the community.On the other hand, in non-Western cultures, such as the Japanese and Chinese business culture, the paternalistic leadership style has tended to be favored and dominant. According to academics, like Jariya, the connection with philosophies such as Confucianism, which emphasizes family and social harmony, the paternalistic style is considered appropriate and effective. These management cultures tend to favor collectivism and the concentration of power in the hands of those that ‘know the best’.According to academics such as Aycan et al. and Pellegrini and Scandura, paternalistic leadership in countries like China and Pakistan is considered as “a relationship in which subordinates willingly reciprocate the care and protection of paternal authority by showi ng conformity”. The findings were mentioned in a literature review by Ekin K. Pellegrini and Terri A. Scandura. Their 2008 article Paternalistic Leadership: A Review and Agenda for Future Research examined closely the different studies done on the leadership style in separate cultures.According to Jariya’s findings, the non-Western business culture emphasizes the hierarchal structure and group adaptation. It’s not to say authoritative leadership would work better, but the emphasis is on organizing in an obedient manner. Differentiating yourself from a group norm is often considered a shameful act to do. The strong emphasis on security also means employees are more willing to follow a leader that provides this extra security.Due to the above, paternalistic leadership is viewed in a rather different context in the non-Western and Western culture. The styles use, and indeed its benefits to a workplace, in the Western business world have only recently began, with different academi cs looking at the framework’s application in an organization.Furthermore, recent research suggests the culture isn’t necessarily the only important driver within paternalistic framework, but the key is to fit the leadership style with the right type of subordinates. Pellegrini and Scandura wrote in 2008 that “subordinates with certain values, such as a high need for affiliation or high respect for authority, may desire paternalism and be more productive under paternalistic leadership”, even if they are operating in a Western organization.THE CORE ELEMENTS OF PATERNALISTIC LEADERSHIPLet’s now turn our attention to the core elements of paternalistic leadership. In this section, we will explore the core framework of paternalistic leadership style, before analyzing the two core theories of motivation that drive the framework. At the end, we’ll also explore the two separate strains of paternalistic framework: benevolent and exploitative models.The core frameworkWhen it comes to leadership, a few core elements guide the way in which different leadership styles organize and manifest. These are:The decision making power â€" Who has the power to decide?The legitimacy of rule â€" Where does the power come from?Paternalistic leadership  is built around the authoritative idea that the leader is the person with the power to decide and his legitimacy comes from his or her expertise. The leader has the final say in making decisions and consultation is not required, as the leader is expected to make choices that benefit the subordinates.The subordinates are treated as an extended family and in a sense have a more partner-like relationship with the leader than in autocratic model, for example. The leader puts the wellbeing of the subordinates at the centre of decision-making and tries to ensure people are treated fairly. Nonetheless, the power ultimately lies in the hands of the leader.Furthermore, the power to rule comes from the leader’s position and the idea t hat he or she is the most capable of making the decisions. The legitimacy of rule relies on loyalty and trust. There is a natural understanding that the leader is the best equipped to make the decisions and that he or she would make choices based on what’s best for the organization and the subordinates.Since the organization is considered a tight-knit unit, what is best for the organization tends to be equated with what is best for the employees and the leader. There is an understanding within the framework that there aren’t competing motivations at play because ultimately everyone wants the organization to succeed.The framework requires complete trust in the leader on the part of the subordinates. Paternalistic leadership often expects the subordinates to work for the organization for a long time out of loyalty and respect.[slideshare id=2829560doc=5powerpoliticsandleadership-12626682887593-phpapp02w=710h=400]Paternalistic leadership and subordinate motivationTo understand the construct of the paternalistic framework, you must study different motivational theories. The theories, which have influence paternalistic leadership the most and highlight the framework’s viability, include Mayo’s view of motivation and Ouchi’s Theory Z.Mayo’s human relation view of motivationElton Mayo is the founder of the human relation school of thought, which focuses on the idea that managers should pay more attention to the interests of the workers. He examined the relationship between the leader and the subordinates, drawing up his motivational theory during experiments at the Hawthorne factory.The experiments separated workers into groups, with Mayo manipulating the environmental conditions and observing how this influences employee productivity. The changes occurred in things such as working conditions and Mayo expected productivity levels to decline, as conditions became worse. But in fact, the workers’ productivity didn’t change depending on these factors, wh ich led to Mayo drawing up a set of relational conditions, which actually influence motivation.Mayo noticed that workers’ motivation and productivity are improved by:The ability to work in a team. The employees at Hawthorne weren’t used to working in groups, but once they teamed up, the productivity improved.Enhanced communication. The experiment required more consultation and the subordinates at the factory began to provide regular feedback. The improved communication between the leader and the subordinates boosted motivation.Increased leader involvement in personal lives. The more attention the managers at the factory provided in subordinates’ lives, the more productive and happy the employees felt.All the above points tightly fit the framework of paternalistic management. The organization works as a group, the leader has an open and communicative relationship with the subordinates, and the leader is increasingly involved in the lives of the employees. The leader tries to pu t subordinates’ interest at the forefront of decision-making and the creation of a respectful relationship can guarantee employee loyalty.Mayo’s experiments showcased that productivity and motivation don’t require monetary incentives or the best working conditions. Instead, the motivation is driven by a sense of community and caring. If the employee feels valued and looked after, he or she won’t require any other incentive to work. Employee motivation and productivity are influenced by social factors, instead of environmental factors or financial benefits.You can learn  more about Elton Mayo’s Human Relations theory from the below video: Ouchi’s 1981 Theory ZThe other motivation theory closely linked with paternalistic framework is Theory Z. Dr William Ouchi devised the theory during the 1980s by examining the rise of the Asian economies, especially in Japan. The key idea of his theory was that leaders could guarantee employee loyalty by providing them with a stable job and focusing on the wellbeing of the employee, both in terms of professional and private satisfaction.The basis of the theory lies in the dominance of Japanese companies during the 1980s. The organizations tended to have the highest productivity at the time and according to Ouchi, this was down to the focus on partnership and group work. In his book Theory Z: How American Business Can meet the Japanese Challenge, Ouchi, like Mayo, noticed that productivity and motivation are not dependent on factors, such as work conditions or organizations technological capabilities. Rather, the secret was the management style.Ouchi defined the Japanese management style as something, which,“focuses on a strong company philosophy, a distinct corporate culture, long-range staff development, and consensus decision-making”.Furthermore, the theory made similar assumptions about subordinates’ motivation and productivity, as Mayo above. Ouchi’s assumptions are outlined below:Subordinates are inter ested in creating close relationships with leaders and their peers.Subordinates need support from leaders and they want the leader to show interest towards their wellbeing, not just at work, but also in their personal lives.Subordinates can be autonomous, as long as the leader looks out for their wellbeing and supports them.According to Ouchi, paternalistic tendencies aren’t incompatible with a certain level of consensus decision-making. In essence, the theory believes in the idea that because communication in paternalistic leadership is essential and since the leader makes decisions based on what is good for the subordinates, the decisions are driven by consensus, even when the leader ultimately makes the decisions.Ouchi’s Theory Z should also be understood in the context of McGregor’s Theory Y and Theory X. As we will discuss below, paternalistic leadership has certain characteristics of Theory X. The theory, which is generally linked with autocratic leadership, assumes empl oyees don’t like to work and tend to focus on fulfilling self-interests. Due to this behaviour, the leader should yield the ultimate power and provide the employees with the motivation to work, i.e. support and direction.On the other hand, McGregor’s Theory Y, linked with participative management, saw workers more committed and motivated. Therefore, the manager doesn’t need to control or punish employees, as they are motivated through other measures. In essence, theory Z is a combination of these two styles.For more information regarding McGregor’s Theories, check out the below slideshare:[slideshare id=29485506doc=theoryxy-131225045644-phpapp01w=710h=400]Benevolent and exploitative paternalismThe final core element that must be discussed in relation to paternalistic leadership is the idea of the two ends of the spectrum. According to Pellegrini and Scandura, paternalistic leadership and research surrounding it has focused on both benevolent and exploitative forms of the fra mework.Paternalistic leadership in essence is about finding the balance of authoritative and benevolent behavior. While the leader is the one with the power, he or she is also more caring and interested towards the workers, as this can guarantee the subordinates remain loyal. Therefore, the framework can show qualities of more authoritative or exploitative behavior, or on the other hand, be a benevolent force.Pellegrini and Scandura’s studies highlighted that in terms of the spectrum, difference is often evident in a different cultural context. As mentioned in the previous section, Western cultures and scholars view paternalistic leadership through a lens of “noncoercive exploitation”, while the non-Western studies have identified it as benevolent.Overall, it is possible for the leadership to manifest in an exploitative manner or result in a more benevolent system. A leader can start to become blind with power and make decisions, which are not benefitting the subordinates, but rather him or herself. On the other hand, there can be a deep consultative element, as described by Ouchi, which means paternalistic leadership is more of a participative than authoritarian model of leadership. THE QUALITIES OF A PATERNALISTIC LEADER “A leader is one who sees more than others see, who sees farther than others see, and who sees before others see.” â€" Leroy EimesPeople often refer to their work as a second family. The idea of belonging to a group where you are looked after is a natural yearning for human nature. Just like many families can have ‘a head of the family’, organizations can have leaders that take the position of knowing what’s best for the rest of the team. © Shutterstock | blocberryThe approach, where a leader is the most equipped to look after the interests of the organization and its employees, is referred to as paternalistic leadership.In this guide, we’ll explore the concepts around paternalistic leadership and the core elements of this leadership style. We’ll explain what it takes to be a paternalistic leader, before examining the advantages and disadvantages of the style. You’ll also be able to read a few examples of paternalistic leaders to understand the strengths and weaknesses of this style.UNDERSTANDING THE DIFFERENT CONTEXTS OF PATERNALISTIC LEADERSHIPTo understand the guiding elements of paternalistic leadership, you need to grasp the different contextual forces influencing this leadership style. Paternalistic leadership has been influenced by the historic concept of paternalism, but also more recently the different cultural views of the paternalistic style.The historical backgroundIn order to comprehend the ideas b ehind paternalistic leadership, it’s crucial to examine the concepts of patriarchy and paternalism. Patriarchy, according to the Oxford Dictionary, refers to“a system of society or government in which the father or eldest male is head of the family and descent is reckoned through the male line”. It has been a popular model for organizing not just societies, but the family structures around the globe. Historically, the world has been a man’s world, with the male making the decisions in public and in private context.Paternalism, while having roots in patriarchy, is not quite the same. Although the word paternalism is derived from the Latin word pater, which means father, the word’s closer root is the adjective patemus that stands for fatherly. In fact, paternalism differs from patriarchy in that it doesn’t focus on the male gender, but rather emphasizes the role of a parent or a guardian.Therefore, the official definition of paternalism explains it as,“the policy or prac tice on the part of people in authority of restricting the freedom and responsibilities of those subordinate to or otherwise dependent on them in their supposed interest”.So while the power is concentrated in a single person, paternalism and a paternalistic relationship doesn’t mean the power is in the hands of a man, as would be the case in a patriarchy. The key element of the theory is the concept of “the person in charge knows the best”, whether the person is a woman or a man. Nonetheless, due to the patriarchal structure of most societies, paternalistic constructions have often displayed elements of patriarchy as well.Historically, the study and the appearance of paternalistic structures tended to centre on economic relations. For instance, the labor relationships of the pre-industrial society reflected paternalistic behaviors, with landowners having concentrated power in terms of controlling the economic gains of labor. But examples of paternalistic leadership have also been present in politics, academics, religious and private spheres.In the early part of the 20th century, Max Weber examined the social construct of power, with his findings published posthumously in a book called Economy and Society. Weber acknowledged paternalism as one of the traditional frameworks of power, as one of the notable management systems in place across society. He described is as the pre-bureaucratic type of domination, writing that the power is“based not on the official’s commitment to an impersonal purpose and not on obedience to abstract norms, but on a strictly personal loyalty”.Unlike bureaucratic power, paternalism didn’t establish norms and rules out of rationality, but from tradition and irrational belief in the leader’s right to rule. To Weber, paternalistic power can be effective because the framework of this type of leadership relies on “the belief in the inviolability of what has always been”. Paternalistic structures didn’t question the s tatus quo or the legality of power.Nonetheless, Weber argues that paternalistic practices would become obsolete, as the bureaucratic leadership framework would become more common. He saw this framework superior, as it relied on rules and emphasized individual rights more over the “common good”. The Western and non-Western contextAside from understanding the historical context of paternalistic power, it’s essential to look at paternalism in the context of culture. The modern business culture views and values paternalistic leadership in a rather distinct way, whether in the Western or non-Western setting.In the Western world, paternalistic leadership suffers a bit from the loose connection to patriarchy and the false assumption that it might promote gender inequality. But more importantly, the paternalistic style is linked close to an authoritarian leadership style, which has a bad reputation in the modern, more democratically minded business world. The idea that “the leader k nows best” is viewed mostly through a negative lens, even though paternalistic and authoritarian leadership differ in a number of ways.Furthermore, the Western business culture is focused more on the individual rather than the group. According to A. M. InunJariya’s analysis of literature on the study of culture and management style, the Western context promotes individualism. “They rely on their own view to determine what they should do,” Jariya writes. This preference for individual style in the Western culture can be another factor in why paternalistic leadership styles are not in favor. The nature of paternalistic style is that of creating a family style community, where the ‘father’ or the ‘mother’ figure, i.e. the leader, knows what is best for the community.On the other hand, in non-Western cultures, such as the Japanese and Chinese business culture, the paternalistic leadership style has tended to be favored and dominant. According to academics, like Jariya, t he connection with philosophies such as Confucianism, which emphasizes family and social harmony, the paternalistic style is considered appropriate and effective. These management cultures tend to favor collectivism and the concentration of power in the hands of those that ‘know the best’.According to academics such as Aycan et al. and Pellegrini and Scandura, paternalistic leadership in countries like China and Pakistan is considered as “a relationship in which subordinates willingly reciprocate the care and protection of paternal authority by showing conformity”. The findings were mentioned in a literature review by Ekin K. Pellegrini and Terri A. Scandura. Their 2008 article Paternalistic Leadership: A Review and Agenda for Future Research examined closely the different studies done on the leadership style in separate cultures.According to Jariya’s findings, the non-Western business culture emphasizes the hierarchal structure and group adaptation. It’s not to say auth oritative leadership would work better, but the emphasis is on organizing in an obedient manner. Differentiating yourself from a group norm is often considered a shameful act to do. The strong emphasis on security also means employees are more willing to follow a leader that provides this extra security.Due to the above, paternalistic leadership is viewed in a rather different context in the non-Western and Western culture. The styles use, and indeed its benefits to a workplace, in the Western business world have only recently began, with different academics looking at the framework’s application in an organization.Furthermore, recent research suggests the culture isn’t necessarily the only important driver within paternalistic framework, but the key is to fit the leadership style with the right type of subordinates. Pellegrini and Scandura wrote in 2008 that “subordinates with certain values, such as a high need for affiliation or high respect for authority, may desire patern alism and be more productive under paternalistic leadership”, even if they are operating in a Western organization.THE CORE ELEMENTS OF PATERNALISTIC LEADERSHIPLet’s now turn our attention to the core elements of paternalistic leadership. In this section, we will explore the core framework of paternalistic leadership style, before analyzing the two core theories of motivation that drive the framework. At the end, we’ll also explore the two separate strains of paternalistic framework: benevolent and exploitative models.The core frameworkWhen it comes to leadership, a few core elements guide the way in which different leadership styles organize and manifest. These are:The decision making power â€" Who has the power to decide?The legitimacy of rule â€" Where does the power come from?Paternalistic leadership  is built around the authoritative idea that the leader is the person with the power to decide and his legitimacy comes from his or her expertise. The leader has the final say in making decisions and consultation is not required, as the leader is expected to make choices that benefit the subordinates.The subordinates are treated as an extended family and in a sense have a more partner-like relationship with the leader than in autocratic model, for example. The leader puts the wellbeing of the subordinates at the centre of decision-making and tries to ensure people are treated fairly. Nonetheless, the power ultimately lies in the hands of the leader.Furthermore, the power to rule comes from the leader’s position and the idea that he or she is the most capable of making the decisions. The legitimacy of rule relies on loyalty and trust. There is a natural understanding that the leader is the best equipped to make the decisions and that he or she would make choices based on what’s best for the organization and the subordinates.Since the organization is considered a tight-knit unit, what is best for the organization tends to be equated with what is best f or the employees and the leader. There is an understanding within the framework that there aren’t competing motivations at play because ultimately everyone wants the organization to succeed.The framework requires complete trust in the leader on the part of the subordinates. Paternalistic leadership often expects the subordinates to work for the organization for a long time out of loyalty and respect.[slideshare id=2829560doc=5powerpoliticsandleadership-12626682887593-phpapp02w=710h=400]Paternalistic leadership and subordinate motivationTo understand the construct of the paternalistic framework, you must study different motivational theories. The theories, which have influence paternalistic leadership the most and highlight the framework’s viability, include Mayo’s view of motivation and Ouchi’s Theory Z.Mayo’s human relation view of motivationElton Mayo is the founder of the human relation school of thought, which focuses on the idea that managers should pay more attention to the interests of the workers. He examined the relationship between the leader and the subordinates, drawing up his motivational theory during experiments at the Hawthorne factory.The experiments separated workers into groups, with Mayo manipulating the environmental conditions and observing how this influences employee productivity. The changes occurred in things such as working conditions and Mayo expected productivity levels to decline, as conditions became worse. But in fact, the workers’ productivity didn’t change depending on these factors, which led to Mayo drawing up a set of relational conditions, which actually influence motivation.Mayo noticed that workers’ motivation and productivity are improved by:The ability to work in a team. The employees at Hawthorne weren’t used to working in groups, but once they teamed up, the productivity improved.Enhanced communication. The experiment required more consultation and the subordinates at the factory began to provide re gular feedback. The improved communication between the leader and the subordinates boosted motivation.Increased leader involvement in personal lives. The more attention the managers at the factory provided in subordinates’ lives, the more productive and happy the employees felt.All the above points tightly fit the framework of paternalistic management. The organization works as a group, the leader has an open and communicative relationship with the subordinates, and the leader is increasingly involved in the lives of the employees. The leader tries to put subordinates’ interest at the forefront of decision-making and the creation of a respectful relationship can guarantee employee loyalty.Mayo’s experiments showcased that productivity and motivation don’t require monetary incentives or the best working conditions. Instead, the motivation is driven by a sense of community and caring. If the employee feels valued and looked after, he or she won’t require any other incentive to work. Employee motivation and productivity are influenced by social factors, instead of environmental factors or financial benefits.You can learn  more about Elton Mayo’s Human Relations theory from the below video: Ouchi’s 1981 Theory ZThe other motivation theory closely linked with paternalistic framework is Theory Z. Dr William Ouchi devised the theory during the 1980s by examining the rise of the Asian economies, especially in Japan. The key idea of his theory was that leaders could guarantee employee loyalty by providing them with a stable job and focusing on the wellbeing of the employee, both in terms of professional and private satisfaction.The basis of the theory lies in the dominance of Japanese companies during the 1980s. The organizations tended to have the highest productivity at the time and according to Ouchi, this was down to the focus on partnership and group work. In his book Theory Z: How American Business Can meet the Japanese Challenge, Ouchi, like Mayo, noticed that productivity and motivation are not dependent on factors, such as work conditions or organizations technological capabilities. Rather, the secret was the management style.Ouchi defined the Japanese management style as something, which,“focuses on a strong company philosophy, a distinct corporate culture, long-range staff development, and consensus decision-making”.Furthermore, the theory made similar assumptions about subordinates’ motivation and productivity, as Mayo above. Ouchi’s assumptions are outlined below:Subordinates are interested in creating close relationships with leaders and their peers.Subordinates need support from leaders and they want the leader to show interest towards their wellbeing, not just at work, but also in their personal lives.Subordinates can be autonomous, as long as the leader looks out for their wellbeing and supports them.According to Ouchi, paternalistic tendencies aren’t incompatible with a certain level of consensus decision -making. In essence, the theory believes in the idea that because communication in paternalistic leadership is essential and since the leader makes decisions based on what is good for the subordinates, the decisions are driven by consensus, even when the leader ultimately makes the decisions.Ouchi’s Theory Z should also be understood in the context of McGregor’s Theory Y and Theory X. As we will discuss below, paternalistic leadership has certain characteristics of Theory X. The theory, which is generally linked with autocratic leadership, assumes employees don’t like to work and tend to focus on fulfilling self-interests. Due to this behaviour, the leader should yield the ultimate power and provide the employees with the motivation to work, i.e. support and direction.On the other hand, McGregor’s Theory Y, linked with participative management, saw workers more committed and motivated. Therefore, the manager doesn’t need to control or punish employees, as they are motivate d through other measures. In essence, theory Z is a combination of these two styles.For more information regarding McGregor’s Theories, check out the below slideshare:[slideshare id=29485506doc=theoryxy-131225045644-phpapp01w=710h=400]Benevolent and exploitative paternalismThe final core element that must be discussed in relation to paternalistic leadership is the idea of the two ends of the spectrum. According to Pellegrini and Scandura, paternalistic leadership and research surrounding it has focused on both benevolent and exploitative forms of the framework.Paternalistic leadership in essence is about finding the balance of authoritative and benevolent behavior. While the leader is the one with the power, he or she is also more caring and interested towards the workers, as this can guarantee the subordinates remain loyal. Therefore, the framework can show qualities of more authoritative or exploitative behavior, or on the other hand, be a benevolent force.Pellegrini and Scandur a’s studies highlighted that in terms of the spectrum, difference is often evident in a different cultural context. As mentioned in the previous section, Western cultures and scholars view paternalistic leadership through a lens of “noncoercive exploitation”, while the non-Western studies have identified it as benevolent.Overall, it is possible for the leadership to manifest in an exploitative manner or result in a more benevolent system. A leader can start to become blind with power and make decisions, which are not benefitting the subordinates, but rather him or herself. On the other hand, there can be a deep consultative element, as described by Ouchi, which means paternalistic leadership is more of a participative than authoritarian model of leadership. THE QUALITIES OF A PATERNALISTIC LEADERThe above delved into the elements of the framework and how the leadership style manages to convince subordinates to follow. In addition to understanding the framework, it’s also imp ortant to examine the qualities a paternalistic leader needs to succeed.We’ll first examine the key characteristics a paternalistic leader must possess, before studying the best approach to generating trust and loyalty among subordinates.The core characteristicsPaternalistic leadership is among the leadership styles that require plenty of the leaders. The type of leader that can successfully pull of this management style has to showcase the characteristics of influence, the ability to empower people, compassion, decisiveness and good organizational skills.#1 InfluentialFirst, it’s important you can influence other people. While the style does provide the leader with plenty of power, in terms of decision-making, it isn’t as authoritative as other styles. Instead of simply telling people what to do and ensuring subordinate compliance through coercion and the fear of punishment, a paternalistic leader must ensure subordinates understand he or she is acting on their behalf. Since the leader must guarantee the subordinates trust him or her, the emphasis must be on ensuring they respect him or her.Influence can be manifest in a few different ways. You can be influential through superior communication skills, which captivate subordinates and get them on your side. On the other hand, you can show your influence through your extensive knowledge. By showing your expertise, you create respect among subordinates and they value your opinion, as they can see you know what you are doing.It’s essential to try focus on both of these spheres of influence. Influential communicators don’t simply focus on the words they use, but also the body language. You need to show confidence in your communication and have an energetic approach to things, even when they seem mundane. You need to start using expressive language and become stern in your articulation. An influential leader doesn’t mumble or sound unsure.For example, listen to the advice by Simon Sinek, who explains in the below TEDTalk how leaders inspire: Aside from improving influence through communication, you can boost your ability to impact other people through knowledge. Not only does knowledge provide you confidence in your speech and action, it sows the seeds of trust among subordinates.#2 EmpoweringPaternalistic leadership is about getting the most out of subordinates. As a leader, you want them to succeed and grow, just as a parent would want their children to succeed. In similar fashion to a parent, you must empower the people around you to achieve their goals and grow, both professionally and as a person.But empowering other people is not always an easy task, especially in a business environment. It requires a careful balance of micromanagement and full autonomy. Whilst paternalistic leadership doesn’t provide employees much autonomy in regards of decision-making and setting procedures, the leader’s role also isn’t to undermine or question the actions of the employees.If you wa nt to improve your ability to empower,  focus on eight actions:Create an environment for open and honest communication and feedback.Provide incentives for subordinates to seek self-improvement.Reduce risks and failure by creating better checks and balances, while using possible failures as learning opportunities.Do not keep all the information to yourself, but share information with your subordinates.Make sure roles are clearly defined and subordinates know what is expected of them.Ensure everyone is accountable for his or her actions.Support the subordinates’ efforts to be more autonomous and allow them to take responsibility when they are ready.Thank your subordinates for the effort they put in for accomplishing tasks.#3 CompassionateIn order to create loyalty, you need to show compassion towards your subordinates. Paternalistic leadership is about ensuring employees feel comfortable and valued; if you don’t have empathy and compassion, you can’t relate to what your subordin ates are going through.If you thought that compassion is a trait you either have or don’t have, you’d be wrong. Compassion can actually be taught, according to scientific research. A study, conducted by the University of Wisconsin-Madison’s Center for Investigating Healthy Minds, found active compassion meditation helping people behave in a more altruistic manner.Therefore, you should add compassion meditation to your daily schedule to ensure you are more able to relate to your employees’ feelings and generate a more trustful relationship with them. Compassion meditation is not a difficult thing to do. You can find a 30-minute guided routine by signing up online with the Centre for Healthy Minds.#4 DecisivePaternalistic leadership concentrates the decision-making into the leader’s hands. Not only does it require knowledge and expertise from the leader, but the ability to make sound decisions also asks for decisiveness. As a paternalistic leader, you cannot contemplate on t he decisions forever and you must be able to pick your approach and continue marching forward.The ability to make quick decisions and to live happily with the consequences might seem easy, but ask any leader and they will tell you otherwise. The saying, “With great power comes great responsibility”, perfectly captures the difficulties of being a leader. As much as you think you are prepared for making those difficult calls, when you are presented with two bad or two good options, the indecisiveness can easily creep in. The road to becoming more decisive is not easy and it requires determination, but it’s not complex. You need to:Set clear goals for everything you do. If you know what you actually want to achieve, you can make informed decisions. Remember, a clearly defined goal is not “to increase profits”, but “increasing profit by generating 20% sales next month”.Create timelines for taking action. Having a deadline for the decisions makes you more accountable.Delega te and remove the meaningless decision in your life. Did you know, for instance, that Barack Obama only uses brown or blue suits to avoid having to decide on the color of the suit every morning?Be open to ideas and information. Decisions are generally easier when you are informed and aware of different implications. Therefore, don’t stop learning or being inquisitive.#5 OrganizedFinally, a paternalistic leader needs solid organizational skills. Since the decisions, procedures and goals require the leader’s undivided attention, it’s important he or she is able to keep hold of the different strings. Staying on top of the organizations operations will further help generate trust among the subordinates.How do you strengthen your organizational skills? According to Regina Leeds, a guru in organization and the author of One Year to An Organized Life, recommends always breaking everything down into smaller chunks. “The first thing to realize is that the whole of anything is overwhe lming,” she told Fast Company.Instead of seeing the big picture, which is naturally crucial as well, try to break down your tasks, goals and processes into smaller portions. Prioritize the essential things to work through and worry about the others later. Create routines that make it easier to stop having to worry about certain things. For example, automate emails or other miniscule tasks to ensure you don’t need to spend time on these.How to establish a position as a paternalistic leader?The above lists the key qualities paternalistic leaders showcase. But how do you turn these qualities into trust and loyalty?First, you need to establish clear guidelines regarding the workplace and the specific mission. It is essential the subordinates are aware of what is allowed and what is not.Talk about the objectives with your subordinates to ensure they understand the common goal you are working towards. Provide them with the opportunity to voice any possible concerns and if they need he lp, provide enough support. You want the subordinates to feel appreciated and valued. If you guarantee they are aware of the task’s requirements, the procedures to accomplish the task, and have the tools at their disposal, they will be able to reach the targets while feeling valued. Another important part of creating a paternalistic leadership framework is your commitment to consistency. You need to be able to follow through with your punishments and rewards in a manner that doesn’t start favoring certain people or groups. While employee wellbeing is at the top of your agenda, it doesn’t mean tough love isn’t occasionally required. Expect accountability and show accountability.In fact, for a paternalistic leader to gain trust with subordinates, leading by example becomes important. If you are able to steady the ship, showcase your expertise and keep the team on the right track, subordinates will admire you and trust your abilities. On the other hand, if you are erratic with your decisions, you seem unsure about your decisions and you don’t support your subordinates, their loyalty to you will diminish.Finally, for a proper trust and loyalty to flourish, a paternalistic leader must properly explain his or her decisions. Although you are in charge in terms of making the decisions, you should explain your thinking to subordinates. The benefit of this is to highlight how the decisions could help them and to explain the realities of the situation. Even when the decisions might not be something your subordinates agree, they will at least appreciate the effort you made in letting them know why those decisions were made. Understanding the reasons can make acceptance easier.The below picture summarizes the key points a paternalistic leader should keep in mind: ADVANTAGES AND DISADVANTAGES OF PATERNALISTIC LEADERSHIPNow that we’ve examined the core elements and characteristics of the style, it’s important to study its impact on an organization. The paternalistic style, just like any other leadership model, has strong advantages, but also notable downsides to its application.Advantages of paternalistic leadershipThe major advantage of paternalistic leadership to other authoritarian models is its focus on employee welfare. Although employees might not have the power to impact decisions within the company, a paternalistic leader’s decision making is strongly influenced by the effect different actions will have on the employee. Paternalistic leadership considers the wellbeing of employees to be one of the keys to company success.The leader doesn’t simply make decisions in terms of what is best for the organization, but tends to favor the happiness of employees. For example, if the company needs to find ways to cut costs, a paternalistic leader wouldn’t consider firing employees as the best course of action. Instead, the leader would look for other ways, which would be less damaging to employee welfare.In essence, since the focus is on making decisions that benefit or, at least, don’t harm the subordinates, the paternalistic leadership framework can boost employee motivation and therefore productivity. If the employee feels that the leader and the organization truly cares for him or her, they feel more connected to the organization and therefore are likely to want it to succeed.The paternalistic leadership framework tends to listen to subordinates, even though it might not result in all the chances the subordinates might want to implement. Nonetheless, the framework allows subordinates to voice opinions and participate in the conversation. The ability to say what is on your mind can create a more open environment, where people don’t feel like their concerns are being ignored.Overall, enhanced employee satisfa ction, motivation and productivity are going to benefit an organizations bottom line. If the organization has employees that feel valued and looked after, they are unlikely to look for opportunities elsewhere. Working towards stronger employee loyalty is at the core of a paternalistic leadership style.On the other hand, the style can provide benefits in terms of the development of the employees and the quality of the decision-making process. Paternalistic leadership puts employee education at the centre of its implementation. Since the leader cares about employee wellbeing and performance, he or she wants to support the employee to be a better worker and a better person. Paternalistic leadership isn’t about punishing when mistakes occur, but leading the way to ensure the amount of mistakes is limited. It supports development, both in terms of gaining access to professional training, but also in terms of personal growth. It’s evident that the better trained your employees, the be tter your organization does.[slideshare id=55445092doc=cts9-ways-to-empower-employees-151124034230-lva1-app6892w=710h=400]Paternalistic leadership doesn’t just provide the professional and personal development, but it can help employees make better choices as well. Since decisions are not done without consultation and care for subordinates, the leader has an important job in explaining and teaching subordinates about the decisions. As Mary Marshall, CEO coach and author of Putting Together the Entrepreneurial Puzzle, wrote in her blog post, the leader’s job is “to provide choice, as possible a good default suggestion, and most importantly explain “why”.”Therefore, paternalistic leadership shouldn’t be seen as “do as you are told”, but more of a “this is the best thing for you to do, because…” approach to management. The focus on education can grow better future leaders and employees, as they will be better equipped to understand the benefits of certain action s and behaviors.It should also be noted that paternalistic leadership style does benefit from the speed of decision-making in general. Similar to other hierarchical leadership frameworks, a paternalistic leadership model concentrates decision making into the hands of the leader, which provides speed for the organization. Since there is no formal requirement for consultation with subordinates or the need to conclude together, the leader is able to make decisions quickly. In certain instances, such as a problem with orders, speed is of the essence.Disadvantages of paternalistic leadershipDespite the above advantages, the leadership style hasn’t escaped criticism. The first disadvantage of the framework is highlighted by the different outcomes in effectiveness in terms of cultural context. As mentioned in the first section, the cultural context matters with the leadership style, as paternalism is viewed differently in the Western and in non-Western cultures.Hierarchy, in general, ten ds to be a positive force in terms of management in Chinese or Japanese organizations, for example. The cultural difference is important because it makes gathering empirical data on the effectiveness of paternalistic management style difficult. The leadership style is therefore difficult to view without understanding of the social elements of the organization it is used in.But aside from the theoretical difficulty, it can have a negative impact in organizations operational effectiveness. Paternalistic leadership style can create a dependency on the leader. Since the leader acts as the decision-maker and the person “who knows it best”, the subordinates might feel less inclined to learn or look for solutions. In essence, “if you are treated like a child, you’ll start acting like a child”. Instead of making decisions on their own, subordinates can start running everything by the leader. This cannot just harm the employees’ ability to learn and develop, but also hit producti vity levels.Since subordinates are not part of the decision-making process, the morale can drop if the employees do not see the decisions as beneficial. Although the leader should ideally try to make decisions based on what is best for the employee, this is not always possible and different employees might see a same decision differently. While some employees might be satisfied, others might find the decisions a hindrance or simply ethically wrong. Therefore, just as autocratic leadership can damage employee morale, so can paternalistic leadership.[slideshare id=46264715doc=whitepaper-march-2015-productivity1-150325070152-conversion-gate01type=dw=710h=400]Furthermore, the framework does have a dictatorial feel to it. Whilst subordinate input is not discouraged, the decisions are still in the hands of the leader. Placing power in the hands of a single individual can lead to problems. In paternalistic leadership, the issue is about the idea of the leader being the best person to make the decisions. If the leader doesn’t stay grounded and humble, the idea that he or she is the best person for deciding things can cause arrogance and lead to worse decisions. If there are no checks in place to question the leader’s decisions, then the organization might suffer. In short, paternalistic leadership could lead to complacency.This point about complacency also relates to the sustainability of the framework. The system can be efficient and work well when things are going well â€" employees are happy, they are supported and motivated and the leader is making good decisions to benefit them and the business. But if the business suffers problems or has trouble with managing resources, the problems might arise. Businesses might not always have growing profits and innovation might be required to move the organization forward. But loss of profit might mean hard decisions, such as laying off staff or limiting their benefits, all of which can cause resentment among the workforc e.In addition, innovation has been shown by studies to grow when diverse opinions are allowed and encouraged. If the leader is always right, challenging can be difficult and thus innovation might stall. The problem doesn’t just touch on the leader’s innovative abilities or his or her complacency. Under a paternalistic framework, where employees enjoy benefits and are looked after, the employee might become content. This can reduce their willingness to work hard or look for new solutions, as mentioned above.EXAMPLES OF FAMOUS PATERNALISTIC LEADERSPaternalistic leadership and its unique characters, benefits, and disadvantages can be easier understood through the examples of real leaders. Below is a selection of leaders, who in their respective fields have used the leadership style to get ahead.The examples prove the framework consists of different layers and show how the leadership can lead to great results, but also sometimes cause problems in sustainability.Jack Ma / AlibabaThe concept of paternalistic leadership has been accepted as an effective strategy in non-Western cultures for a number of years. It shouldn’t come as a surprise then to find paternalistic leaders on top of some of the biggest companies from countries like China.Jack Ma, one of the richest men in the world, has used the paternalistic style to create one of the world’s biggest companies, Alibaba. Although Ma has combined his paternalistic style with a touch of charismatic and participative leadership, the idea of him as the ‘father figure’ remains strong within the company. He has surrounded himself with a team that trusts in him and would do quite a bit to please him.Although Ma isn’t excited about micromanagement, as some paternalistic leaders are, he does want to lead by example and ensure his subordinates are having fun while working hard. He acts as the unifying force within the company; creating the vision the organization should work towards.To better understand Ma’s p aternalistic style, watch the below video of him explaining the lessons he’s learnt about leading. Ingvar Kamprad / IKEAThe founder of Sweden’s most popular export is a solid example of a paternalistic leader. Ingvar Kamprad’s leadership can be summed up by the quote: “If there is such a thing as good leadership, it is to give a good example”. Kamprad believes that by setting a good example, the subordinates will trust you more and perform their own work better as well.The foundation of IKEA was purely an effort to create a family business and the core values of the company still emphasize the idea of ‘one big family’. Kamprad set the vision, the goals and operational strategies from the start. He was in control of the decisions, but he tried to make decisions with the ‘family’s’ wellbeing at the core of his thinking.Kamprad wanted workers to have fun, but also to ensure they serve customers to the best of their abilities. He believed in the central theme of pate rnalistic leadership, which claims that by improving employee motivation through caring and support, you also end up driving the bottom line.“If you want to maximise results, it’s not enough to preach. You have to set a good example,” Kamprad once said.Francis Ford CoppolaThe world of film offers quite a few examples of paternalistic leaders, with the famous director Francis Ford Coppola being among them. The movie industry creates the perfect framework for the leadership style, as you work closely together on set, but the tight budget and schedule means someone has to be in charge.In most instances, the chief decision-maker is the director and Ford Coppola is no different in this. Like a paternalistic leader, he aims to create a family-like environment without handing over the reins of power. His actors, cameramen and other members on set refer to him as ‘Papa’ or ‘Godfather’. Coppola once said, “You can make the decision that you feel is best, but listen to everyon e, because cinema is collaboration.” Understanding your subordinates and the ability to make decisions that suit them, require collaboration even though the final word is with the leader.Due to his success as a director, as well as his way of treating cast members, Ford Coppola has created an aura around him. People who start working with him tend to revere him even before. The paternalistic requirement of loyalty and trust has therefore already been achieved.Jose MourinhoFinally, the sporting world has also provided us with paternalistic leaders. Football manager Jose Mourinho has excelled while using a framework, which closely resembles the paternalistic style. The manager, who has reached success with teams like Real Madrid, Chelsea and Inter Milan, has become a revered figure in the football world.Mourinho has shown the paternalistic ability to influence his players to achieve the best success by supporting and defending his players. He has told players they are the best, even when they haven’t performed well. He keeps the pressure off the players and instead takes the hit himself in the pressrooms to allow players to focus on performance.“I always say that as the coach and leader you must be the master motivator of your team. When performance levels drop, your energy, motivation and drive can be the turning point for change,” Mourinho once said.Mourinho uses the motivating tactic of ‘us’ versus ‘them’. His team is a family unit that must go out and fight against the ‘other’.Because he has been able to achieve success, players respect him as an accomplished leader. But more crucially, Mourinho shows resilience, commitment, and the passion to win, which results in his players looking up to him.“The more you understand your team the more you can lead them. I never liked the kind of leadership where the boys say: he’s my leader, I have to respect him. I prefer them to say: I respect him and he’s my leader,” he explained his leaders hip mentality.On the other hand, Mourinho also has shown the downside of paternalistic behavior. If the loyalty goes, then the leadership is hard to obtain. This happened during his last time managing Chelsea. The players stopped believing in his vision and because he believed, he is right, the respect and loyalty quickly eroded.FINAL THOUGHTSPaternalistic leadership is often misunderstood as a leadership concept. The model is too closely associated with patriarchy and gender-based leadership. In the Western context, paternalistic leadership is thought as another form of authoritarian leadership, but perhaps with even more condescending nature. On the other hand, the leadership model is revered in the Eastern countries, such as China and India. The focus there is not on the decision-making structure, but on the sense of being a big community, where the leader is looking after the subordinates.Indeed, if a paternalistic leader is able to create an environment of loyalty through his o r her expertise and commitment, the style can provide effective benefits to any organization. It is a powerful framework for improving employee motivation and productivity. It supports swiftness and efficiency, without harming employee wellbeing.Nonetheless, paternalistic leadership is based on the assumption that leader alone can make the right decisions. It perhaps expects a bit too little from its subordinates and doesn’t always provide them the tools to thrive. Since it relies so heavily on the leader’s ability to make sound decisions and to lay down a vision, it can cause the organization to suffer from lack of creativity and oppressive behavior. As mentioned above, stubbornness and tunnel vision can be the drawbacks of the leadership model.

Mba Programme A Different Experience For Me - 1606 Words

Introduction The MBA programme was a different experience for me, it was entirely different from what I was used to. As I’m from Sri Lanka, moving to a new country to do a master’s degree was an exciting prospect and I was looking forward to it with much interest. Although I’m from an IT background with and internship, I was always interested and eager to learn about the business world. Initially I was nervous because I was anticipating that most of my colleagues would be from highly experienced backgrounds. During the orientation, I met my future colleagues who would be in my cohort, and then we were combined with the rest of the cohort for the first semester. As I got to know my new colleagues that most of them were around my age and few†¦show more content†¦By analysing that I was able to learn more about myself and more importantly learn to create a better response to handle a similar situation. I’m usually vocal with my friends (Mentioned in ppd) but in t he workshop I was incredibility quiet, I believe this was my nervousness beginning to control me, during the scenarios created by the module leaders many of the colleagues were able to discuss about the situation. Initially I didn’t speak due to the nervousness but I went away soon as I got to know the new people in the group. The reason I was so quiet was I could not find the discussion very interesting or productive, as mentioned in the portfolio on of the first discussion topics was about the seating arrangements. ‘Iceberg theory or principle’ stated that most of the information is hidden below the surface (NHS, n.d.), I believe that the workshops intent was for us to discuss these issues. During the smaller group discussion, I was able to turn the discussion towards these issues. One of the main topics we discussion was about handling disappointment. This point important to me as I feeling the workshop wouldn’t be as productive as I expected. I wanted to see beyond the conflict that I had created in my mind about the workshop. I began by think the exact reason I was disappointed by the workshop, and one reason loomed and it was the topics. I have to mention thatShow MoreRelatedSelf Reflection Ppd Plan1486 Words   |  6 PagesThe following report is a personal and professional development plan that shows a self reflection of me using the various tool (Belbin team role analysis, Career survey guide, MBA skills audit etc) discussed in the PPD sessions in the class room. Thi s also provides insights of various strengths and weakness I possess and the various things which I want to develop during the course of my MBA programme both in respect to my personal and professional development. It also gives out steps of how to achieveRead MoreStatement of Purpose959 Words   |  4 Pagesactive participation in academic as well as extra-curricular activities and work experience have helped me to develop strong quantitative and analytical abilities and good leadership and communication skills. These abilities have prepared me to handle complex problems and have given me confidence to pursue post graduate studies. During the three years of my undergraduate studies I interacted with students from different states, varied cultural and social backgrounds. Working with these students onRead MoreStudent Learning At The University College Institute Of Education Essay2049 Words   |  9 Pages I earned two Bachelor degrees, in Law and Economics Business Administration. I also hold an MBA and a PhD. I am currently studying the Doctorate in Education (EdD) at the University College Institute of Education. I have been working on Business Schools for the last 16 years, and I have been privileged to do it from two sides: the managerial and the academic, with an approximate balance of 80% - 20% as an average during my career. Thanks to this, I have been able to understand in fullRead MoreI Am Working As An Area Sales Manager At Footfall Field Marketing1329 Words   |  6 PagesI completed my bachelor degree from Bangladesh, I came to the UK and completed a Masters of Business Administration (MBA). After completing the course I got Tier1 Post-Study Work and currently I am Tier2- Work Permit. I am working as an Area Sales Manager at Footfall Field Marketing Limited, is a sales and marketing company. I have held this position since September 2014. My duties are to Identifying new business opportunities, building relationships with the clients and delivering solutions thatRead MoreI Am Working As An Area Sales Manager At Footfall Field Marketing1326 Words   |  6 PagesI completed my bache lor degree from Bangladesh, I came to the UK and completed a Masters of Business Administration (MBA). After completing the course I got Tier1 Post-Study Work and currently I am Tier2- Work Permit. I am working as an Area Sales Manager at Footfall Field Marketing Limited, is a sales and marketing company. I have held this position since September 2014. My duties are to Identifying new business opportunities, building relationships with the clients and delivering solutions thatRead MoreCareer Aspirations1515 Words   |  7 PagesElectronics form Saintgits College of Engineering (2009). PROFESSIONAL EXPERIENCE: Two years of work experience as a Sales Engineer for Gulf Services and Industrial Supplies Co.LLC in Water Equipment’s Division – Oman. Employer Profile: Gulf Services and Industrial Supplies Co. LLC is a part of Arabi WLL Group, one of the prominent business houses in Kuwait. GSIS is one of the leading trading houses in Oman deals with different kinds of Industrial products and Machineries across the Sultanate ofRead MoreProgram Of Interest : Mba / Technology Management1057 Words   |  5 Pages NAME:ANISH PRAKASH SHINDE PROGRAM OF INTEREST: MBA/Technology Management STATEMENT OF PURPOSE Albert Einstein’s words of wisdom, â€Å"Problems cannot be solved at the same level of awareness that created them.† interested me right from my school days and with single-minded devotion I focused my attention throughout my career in school and college to increase my level of awareness to understand life and the associated problems. After intense introspection of my abilities, academic backgroundRead MoreProgram Of Interest : Mba / Technology Management1057 Words   |  5 Pages NAME:ANISH PRAKASH SHINDE PROGRAM OF INTEREST: MBA/Technology Management STATEMENT OF PURPOSE Albert Einstein’s words of wisdom, â€Å"Problems cannot be solved at the same level of awareness that created them.† interested me right from my school days and with single-minded devotion I focused my attention throughout my career in school and college to increase my level of awareness to understand life and the associated problems. After intense introspection of my abilities, academic backgroundRead MoreSTATEMENT OF PURPOSE1611 Words   |  7 Pagesâ€Å"Knowledge is power. Information is liberating. Education is the premise of progress, in every society, in every family.† As I move towards a point where my undergraduate programme is about to end, and I sit down to define the course of my career, I felt a strong desire to pursue a career that combined IT with management skills. I believe MBA is a platform to cultivate diverse managerial skill sets, generate ideas with structured thoughts and capability of assuming higher corporate responsibility. FromRead MoreMy Personal Development Plan For Mba Program1855 Words   |  8 Pagesinitial personal development Plan, which was prepared at the beginning of the MBA program to improve upon my personal as well as professional skills, and regarding my expectations and goals that I would like to achieve through this program. This PDP is reviewed and assessed on regular basis during the course based upon the learning and personal reflection, along with highlighting my short and long term objectives after the MBA completion, to meet personal and professional target goals. SWOT ANALYSIS

Preventing Sexual Harassment At The Workplace - 978 Words

Preventing Sexual Harassment in the Workplace An anti-harassment policy should be set and published to every company by the employer; moreover, this policy should state and allow the employees to complain if the harassment and discrimination occur. However, employers are likely to be negligent about the important of investigating complaints of sexual harassment and appropriate solutions. (Tremblay, 2008) The most effective weapon against sexual harassment is prevention. It is impossible for sexual harassment to happen and disappear on its own. In fact, if the problems cannot be specified, the harassment will get worse more and more and become more difficult to manage and remedy when the time passes. (Stop violent against women,[Online document], n.d.) Equal Employment Opportunity Commission (EEOC) The Equal Employment Opportunity Commission (EEOC), the federal agency, responsible for investigating charges of job discrimination related to sex, race, color, and religion at least 15 employees in the workplaces. Each states has their own agencies that enforce state laws against discrimination. The EEOC role is to investigate and access the allegations in the charge and judge an understandable solution. However, the EEOC can file a case or lawsuit to protect the individuals’ rights and the interests of the public in case they cannot find discrimination. Additionally, the EEOC has a duty to prevent any discrimination before it happens. (U.S. Equal EmploymentShow MoreRelatedPreventing Sexual Harassment in the Workplace1166 Words   |  5 Pages Preventing Sexual Harassment in the Workplace Does the phrase â€Å"That’s what she said.† sound familiar? The phrase is from the popular hit television series The Office. The guy behind this popular quote is none other than Dunder Mifflin’s Michael Scott. This quote is not only inappropriate but it is also a form of sexual harassment and Michael Scott is the king of sexual harassment. Unfortunately sexual harassment is a problem that is occurring in the workplace. In another popular movie, HorribleRead More Preventing Sexual Harassment in the Workplace Essay2823 Words   |  12 Pagesfour out of five teenagers suffer sex harassment at school. One in ten students said that he/she had been forced to commit a sexual act during school hours. The surveyors state that the findings provide evidence that sexual harassment in schools has reached â€Å"epidemic† proportions. Employment training programs now ten years after the sexual harassment prohibition and the well-publicized Thomas hearings begin with myths and facts about sexual harassment or pre-tests on knowledge of the prohibitionsRead MoreSexual Harassment At The Workplace990 Words   |  4 PagesIt is great to have a workplace where you are friends with your coworkers. But what happens when coworkers talk about other coworkers in a sexual context. Two male coworkers talking about female staff where coworkers in the area can hear. Your manager suggests that they can help you earn a promotion if you go out with them. This puts employees in awkward situations where they might not know if this is considered sexual harassment. If it is, an employee maybe unsure what to do about it. AccordingRead MoreSexual Harassment At An Organization Essay1485 Words   |  6 PagesSexual Harassment in an Organization By: Elsie Alex Organizational Behavior Professor Patricia Sokol September 15, 2016 Abstract This essay is based on sexual harassment in the workplace. It gives examples of what sexual harassment is and knowing how to identify sexual harassment in an organization. This essay takes information from different articles describing sexual harassment and discrimination in the workplace. It gives scenarios and examples of sexual harassment. It alsoRead MoreThe Legal Management of Employees in the Hospitality Industry1418 Words   |  6 Pagesaspects of legally managing employees in the hospitality industry. Generally, employment agreements in this industry are developed and established either through an offer letter or verbally. When properly developed, the offer letters can help in preventing the difficulties that are brought by the misunderstandings of employers or employees. This is primarily because the offer letters provide comprehensive details of the offer made by employers to employees. The details in the offer letter includeRead MoreIntroduction. The Purpose Of This Artic le Is To Provide1362 Words   |  6 PagesIntroduction The purpose of this article is to provide a concise summary of what sexual harassment is, discussing who it affects, and its prevalence in organisations using evidence and examples. A range of views will be provided to describe how sexual harassment affects organizations and employees. This article will examine the primary alternative interventions aimed at resolving for sexual harassment in the workplace. The alternatives are all considered to be preventions, rather than reactions toRead MoreThe Background of Sexual Harassment1799 Words   |  6 PagesRunning head: SEXUAL HARASSMENT IN THE WORKPLACE: AN EMPLOYER LIABILITY Sexual Harassment in the Workplace: An Employer Liability Angela Brittain Bus310. Human Resource Management Professor Bucholz March 15, 2007 Sexual Harassment in the Workplace: An Employer Liability Sexual harassment in the workplace is among the most offensive and demeaning situations an employee can be subjected to. A recent study concluded that at least 40% of women in the workforce have at one time been the objectRead MoreSexual Harassment Within The Workplace1567 Words   |  7 PagesSexual harassment is a continuing, persistent occupational health problem in corporations and work environments. There can be extensive, negative consequences for individual victims and the corporations involved. Assailants and harassers can impact and hurt victims by affecting both their professional work lives and personal lives. The purpose of this paper is to heighten awareness and sensitivity to this important issue, recognizing that institutions, clinics, corporations, organizations and office-basedRead MoreThe Ethical Conduct Of The Physician Assistant1308 Words   |  6 PagesSafety (CCOHS) (2005), defines workplace violence as â€Å"any act in which a person is abused, threatened, intimidated or assaulted in his or her employment.†5 (p 254) There are five behavior components in workplace violence: Threatening behavior, verbal or written threats, harassment, and physical attacks. Threatening behavior includes â€Å"shaking fists, destroying property or throwing objects.†5 (p 254) Verbal threats reveal intent to inflict harm to another. Harassment encompasses behaviors that â€Å"demeansRead MoreThe State Of Sexual Harassment858 Words   |  4 Pages Machin, L. (2012). The State of Sexual Harassment in America: What is the Status of Sexual Harassment in the US Workplace Today? Journal of Global Business Management, 8(1), 133-138. Unwanted sexual advances are inappropriate whether or not an individual is at work. This article speaks to the minds of people who have been sexually harassed at work in the 2000s. When written, the article explained that in the last two years sexual harassment in the workplace had actually increased. It also explains

Essay On Student Loans - 768 Words

The Department of Education in recent times has embraced a new system regarding student loans, bringing on board a customer-friendly policy. According to this new scheme, students will now have access to loans with easier and less complex repayment terms. This development will help them fast-track the repayment of their debts without hassles. The Department of Education also integrated an income-based repayment plan: a flexible approach geared at facilitating student finance in their most dire hour of need. Sadly, despite having the potentials to substantially pull off the amount of burden on people’s shoulders, this income-driven repayment scheme hasn’t gained much traction and acceptability among the general population. This is due to†¦show more content†¦Therefore, if you decide to hire a private company evaluate their credentials based on their expertise, experience and past performances. Unfortunately, the majority of third-party company’s primary focus is to prey on your ignorance and desperation. Let us take a cue from Navient, Great Lakes, Fed Loans, and Nelnet an outside third-party company contracted by the Department of Education to service accounts and collect money. Yes, you heard it right, â€Å"Service accounts and Collect money.† Sadly, millions of borrowers are being hoodwinked by the actual roles of these servicing companies, as they disguise to be more than what they are, all in a bid to exploit you. However, theyre ‘nothing more than bill collectors. Moreover, The Consumer Financial Protection Bureau filed a lawsuit against Sallie Mae (Navient) alleging , among other allegations, Navient systematically and illegally [failed] borrowers at every stage of repayment, which included creating obstacles to repayment by providing bad information, processing payments incorrectly, failing to act when borrowers complained and illegally cheating many struggling borrowers out of their rights to lower payments, causing them to overpay for their student loans and deceiving private student loan borrowers about requirementsShow MoreRelatedEssay on The Student Loan Scam1878 Words   |  8 Pagescomparatively â€Å"small† expenditures I have to deal with, examples of educators, students, and parents all paint a portrait of the devastating and deceiving nature of debt involved in the collegiate system in this country. Systemically, culturally, and personally, the system of debt associated with virtually every modern college experience of all but the highest socioeconomic echelon wrings the resources of the average college student dry.         In the context of how the system works, the only conclusion toRead MoreStudent Bank Loans? Essay576 Words   |  3 PagesMost of the students are always eager to go to the last stage of their educational program and attain the highest degree. This is also very important for their professional lives too. The students need to make sure that they have attained the good results or, good marks in their examinations. But, these are always like dream for the students having less financial abilities as the higher education needs you to have some money for managing the academic expenses. This becomes really impossible to carryRead MoreEssay Student Loan Debt Relief1460 Words   |  6 PagesStudent Loan Debt Relief Student loan debt relief is a controversial issue in America today. Student loan debt affects twelve million college students, roughly 60% of all college attendees, per year (Student Loan Debt Statistics). Student loan debt relief rose to the forefront of economic news during the financial market crash of 2008. The U.S. Government has developed a debt relief plan that extends payments over a 25-year period, with a full forgiveness of all remaining debt at the end ofRead MoreStudent Loan Debt Crisis Essay1214 Words   |  5 PagesStudent Loan Debt Crisis What do you think of when you hear the words college graduate? Well, in most scenarios, these words would be exciting to someone that just graduated college who have put in years of hard work and dedication to better educate and promote themselves for their future careers. Sadly enough, this is too far common not the case. In today’s society, students are graduating college with piles of debt at an alarming rate. With a troubled economy that is recovering from a recessionRead MoreIn The Short Essay, â€Å"Is Forgiving Student Loan Debt A Good807 Words   |  4 Pages In the short essay, â€Å"Is Forgiving Student Loan Debt a Good Idea?† by Kaya Webley, she illustrates through validations that student debt is a problem, but Applebaum’s proposal brings about political and economic problems. One of her validations is that most people can afford their student loans. She also states that only a small handful of graduates leave school with an unbearable student debt . Webley touches upon programs that are already in place to help pay off college debt. Another one of herRead More College Student Loans Skyrocket Essay example747 Words   |  3 Pages If youre counting on government student loans to get you through college or graduate school, count on paying them back. The Education Department has become one of the toughest debt collectors around. Over the past decade, the agency has steadily expanded its arsenal for dealing with former students who dont repay. A 1998 change in federal law made it extremely difficult for people to escape student loans through personal bankruptcy. The Education Department also can now seize parts of borrowersRead MoreForgiving Student Loan Debt Essay examples822 Words   |  4 Pagesamount of student loan debt have an effect on the economy? If so would forgiving student loan debt help lower the national debt or would it just increase it? According to Mary Claire Fischer, a writer for Kiplinger’s Personal F inance magazine, â€Å"two-thirds of students who receive bachelor’s degrees leave college with debt in tow† (Fischer). Among these students, the average amount owed is twenty-six thousand dollars (Fischer). There is a six month grace period after graduation to allow the student timeRead MoreEssay on Student Loan Debt Should be Forgiven1256 Words   |  6 PagesDoes the amount of student loan debt have an effect on the economy? If so would forgiving student loan debt help lower the national debt or would it just increase it? According to Mary Claire Fischer, a writer for Kiplinger’s Personal Finance magazine, â€Å"two-thirds of students who receive bachelor’s degrees leave college with an average debt of twenty-six thousand dollars† (Fischer). This means that the average student debt has doubled since 2007 (Ross 24). The total student loan debt is $1.2 trillionRead MoreEssay on Policy Proposal: Student Loan Default3338 Words   |  14 Pagesfel lowships, and grants, student loans are an important method of financing post-secondary education. With tuition costs rising, more students are borrowing to pay for college education today. However, not all students realize the burden of paying back their student loans. Many are defaulting. Moreover, individual borrowers are not the only ones who face the consequences of the loan default. The federal government recovers around 80% of the total defaulted amount of student loans, losing billions of dollarsRead MoreEssay on The Government Should NOT Forgive Student Loan Debt1761 Words   |  8 Pagescollege degree, students are either being driven away entirely from earning a degree or taking out student loans which cripple their financial prospects well after graduation. Without question, the increasing national student loan debt is one of the most pressing economic issues the United States is dealing with, as students who are debt ridden are not able to consume and invest in the economy. Therefore, many politicians and students are calling on the government to forgive their student loan debts so