The Philippines’ Geography - 769 Words

The Philippines’ Geography Landscape The Philippines is located between 116 °40, and 126 ° 34 E. Longitude and 4 ° 40 and 21 ° 10 N. It is mostly made up of mountains, plateau and hills. Most mountains on islands are covered with tropical rainforest plants. Besides, there are a lot of live volcanoes, so earthquakes happen frequently in the Philippines. In total, there are 52 volcanoes in the Philippines. The Luzon Mayon, which located in the island of Mindanao, is the largest active volcano in the Philippines, and is the smallest active volcano in the world. The land area of the Philippines is 29.97 square kilometers, located in southeast Asia. North across the Bashi channel and Taiwan province of China. The south and the southwest is the Barak Buck, the Sulawesi Sea, and Indonesia, Malaysia. In the Philippines’ west, there are the south China sea, and the Pacific ocean on its east. There are big and small islands, the amount of them is 7107, but not every of them has a name. There are only 2400 isla nds which have their names, and only about 1000 islands have residents on them. There are 11 mains islands in the Philippines, which hold 96 percent of the total area of the country. The mountains on the islands are overlapped each other. More than two third of islands is hilly, mountainous and plateau. Moreover, the harbors in the Philippines are famous of its excellence. Climate In the Philippines, the type of climate is tropical rainforest climate. TheShow MoreRelatedCulture And Geography Of Philippines1554 Words   |  7 PagesName: Instructor: Course: Date: Culture and Geography of Philippines Introduction The Republic of the Philippines was called Filipinas to honor King Philip the second of Spain in 1543. The Philippine Islands were the name used before independence. Geography and climate have always had very potent effects on culture. Geography often shapes the way people live and interact with each other. Climate, or the prevailing weather patterns over time of a region, also has drastic effects on society and culturesRead MoreGeography of the Philippines essay1402 Words   |  6 PagesGeography Geography and climate have always had very potent effects on culture. Geography, or the study of relationships between people and locations on Earth, very often shapes the way people live and interact with each other. Climate, or the prevailing weather patterns over time of a region, also has drastic effects on society and cultures, and these statements are especially true in the South East Asian nation of the Philippines. The Republic of the Philippines is an archipelago, or chain ofRead MoreMajor Characteristics Of A Philippine Culture1031 Words   |  5 PagesPhilippine Cultural Awareness Culture is the shared patterns of behaviors and interactions, cognitive constructs, and affective understanding that is learned through a process of socialization. These shared patterns, identify the members of a culture group while also distinguishing those of another group. Five major characteristics of a Philippine culture include family, beliefs, customs, food, and language. In this essay geography and military conflict history, weather analysis, and civil considerationsRead MoreCompeting Claims. The Disputes In The Scs Have Evolved1709 Words   |  7 PagesCompeting Claims The disputes in the SCS have evolved over decades and engage multiple regional states that have territorial claims in the South China Sea including China, Vietnam, the Philippines, Brunei, Malaysia, and Taiwan. While not located directly in the region the United States, Australia, Japan, and India all hold economic, territorial, and security concerns over the disputes. Specifically, the United States has been involved in the territorial disputes to uphold maritime security laws andRead MoreThe Political Environment Of The Philippines1710 Words   |  7 Pages Political Environment To begin, the political environment of the Philippines should firstly be addressed. In the modern day Philippines, they have established a multi-party democracy which has an elected president along with its legislature. Their democracy is set up exactly the same as ours in the United States. They have the framework of where the president is both the head of state as well as the government in general. Similarly their system is composed of the three independent branches whichRead MoreHistory of Paco1600 Words   |  7 PagesLOCAL HISTORY OF HOMETOWN †¢FIVE THEMES OF GEOGRAPHY LOCATION Paco, is a district of Manila, Philippines. It is located south of Pasig River, and San Miguel, west of Santa Ana, southwest of Pandacan, north of Malate, northwest of San Andres, and east of Ermita. According to the 2000 census, it has a population of 64,184 people in 13,438 households. Paco was formerly known as Dilao, not because of plants that produce amarillo (yellow) color but yellow gold that japanesse soldiers hid in one of theRead MoreThe Most Active Volcano Of The Philippines1179 Words   |  5 PagesThe Philippines is an area of many islands in various sizes that are grouped together to make the Philippines. It is located on The Ring of Fire which is an area where there are many volcanos and earthquakes. The most active volcano is The Mayon Volcano and is considered highly dangerous but so is another Mount Pintatubo erupted in 1991. The islands are mountainous, narrow coastal plains, and most are covered by rain forests. The Philippines has many rivers and lakes. Some riv ers are Abra, BicolRead MoreThe And Its Influence On East Asia Essay1538 Words   |  7 Pagesof environmental scientist. Building a dam is controversial because dams can: a) Block migrating aquatic species b) Trap sediment c) Change the water temperature d) All of the above 15. Population distribution is tied to Southeast Asia’s _____ geography. On the islands, people concentrate _____. a) Cultural; in coastal cities b) Physical; in coastal cities c) Physical; in the interior d) Cultural; in the interior 16. East Asia is the hearth of: a) Daoism b) Shintoism c) Confucianism d) All of theRead MoreThe Philippine Philippines Culture And Culture Essay1329 Words   |  6 Pages The Philippines is a country deeply rooted in culture. The Army defines culture as a â€Å"dynamic social system† containing the values, beliefs, behaviors, and the norms of a â€Å"specific group, organization or society or other collectively† learned, shared, internalized, and changeable by all members of the society (FM 3-24 COUNTERINSURGENCY, 2006). Cultures have different characteristics which consist of shared, learned, symbols, integrated and dynamic. Culture The Philippine islands are brokenRead MoreCreating A Global Treasure Hunt1547 Words   |  7 PagesThemes of Geography Learning Target 2 Step 3 Step 3: Creating a Global Treasure Hunt Step 1: You will learn about 10 places on Earth Essential Question: What skills do geographers use? Directions: You will choose 10 places on Earth to research and study. You may choose places that are well known or unfamiliar. However, all places should be on land and located at least 50 miles from each other and must include at least one place on each of the following:(North America, South America, Europe

The Theories Of Maslow s Theory - 2929 Words

1. Executive Summary Maslow’s motivational theory, as one of the well known motivational theories in human behavior at work, is widely used in employee motivation. For managers, Maslow theory has a number of implications. In this report, we will analyze the practice of Maslow’s motivational theory in business and exam its effectiveness by looking at how entrepreneur apply this theory to different types of managerial levels, which categorized as non-managerial employees, first-line managers, middle managers and senior managers as well. Also this report states some flaws of the theory. Based on the analysis of various cases, we will make some suggestions about how can today’s managers apply Maslow’s theory in a more effective way in†¦show more content†¦However, in order to accomplish these goals, those five needs are required to fulfill. There are five levels in a triangle and each level represents a goal or one of our needs. The pyramid structure can be break down into five levels. The most basic need is physiological needs, which appears at the bottom, defined as things we need to survive. For next step up is the safety needs, which can be described as people’s need to have a security place to live and work. The former two needs we mentioned are categorized as basic or lower needs. In the middle level is the emotional needs or the belonging needs, which refers to our willingness to have a sense of belonging or build relationship with surrounding people. Next level is esteem needs, which are things that make us feel good or significant. Each time a lower needs is fulfilled, you then can move up to the next needs until you reach the top, which is self-actuation. According to Maslow, self-actualization indicates that people are eager to achieve humans full potential and reach out of the world. The latter two needs that Maslow hierarchy chart show are higher needs. Therefore, Maslow’s hierarchical needs theory mai nly focuses on what actually motivates people to do the things they do, to behave the way they behave. In later years, Maslow expanded this theory into eight-hierarchy level of needs. However, in this paper, we won’t cover the revised version of his

High School Reflective Essay Free Essays

First Time Stepping out under the bright lights, Crowd roaring with cheer and shouting our names. The feel of adrenaline going through my body is almost ecstasy like. Knowing that this doesn’t represent you, it’s for your school and even more your community. We will write a custom essay sample on High School Reflective Essay or any similar topic only for you Order Now This is the kind of things that were going through my mind when I first stepped out onto the field as a Varsity Football Player. All the years of playing the game since I was a little kid had paid off, and now it would be time for the big show and the highlights of my career. All the hills and the Two-Twenty’s we put in day in and day out, end up being worth it. The summer days spent in the blazing sun and not at the beach take a lot out of me but the cravings for big games drive you through it. Even though we condition for almost five months in the end the two month season is all we live for. Football begins to be all you can think about, whether it is training hard at the gym or just eating better at home it drives you to be a better person. It pushes you to do things that will improve your skills and talent, usually things you wouldn’t normally do. This is why I love the game; it’s become a part of me. The lessons of hard-work, dedication and brotherhood have been drilled into me for years already. These things are going to forever be with me, as well as the people that I got to play alongside with. Our coaches sometimes sit us down and talk to us about life and how football will teach us things, we might sit there and just nod our heads. But we all do know that it really does. They tell us that when we walk around we don’t represent just us, not just our households anymore. But that we are our school, our community and that we have to be exemplary people and lead in a positive way. These are things that I’ll never forget due to the vast amount of times I’ve heard these speeches before, but also because I believe them. The rush that I feel when I get onto that field is like nothing else; when you hear the crowd go wild after you make a big play is just a feeling that you can ever get enough of. It’s like an addiction to be the best and do great. Football has become more than just a sport to me but somewhat of a lifestyle. On and off the field everybody knows who you are because you play. But it affects me outside of school too, I’ve meet some of my best friends through football. When you hear people asking â€Å"Is that so and so from the Mililani Football team? † You get a feeling like no other. These are just some of the things football has taught me, done for me and gotten for me. How to cite High School Reflective Essay, Essay examples

Organizational Change Perspectives

Question: Discuss about the Organizational Change Perspectives. Answer: Introduction The essay discusses the organizational development and change management from the organizational change perspectives. The essay discusses the organizational development, and various organizational change perspectives. Further, the essay discusses in detail about the leadership, management and governance perspective of organizational change. The essay has also discusses the processes of change diagnosis and change intervention and how it is carried in the organizational context. Organizational development It involves research, theory and practice of various concepts related to the organization in order to enhance the knowledge and effectiveness of human resource to achieve more successful organizational change and performance. Organizational development can be defined as process of continuous diagnosis, action planning, implementation and evaluation, with the objective of transferring knowledge and skills to organizations to improve their problem solving capacity and to manage future change. Todays business environment has become highly competitive and dynamic; therefore, it is crucial for business organizations to align with such complex environments. Organizational development helps in aligning the organizations with the rapidly changing business environment through organizational learning, knowledge management and passing on organization values, culture and ethics (Geparth et al. 2014). Organizational development is the use of various techniques and interventions that have been planned and implemented in order to facilitate the incorporation of certain pre-determined and consequential changes in the organizational structure, processes or human resources within the organization. Organizational change perspectives In the modern business environment, it is has become very crucial for business organizations to evolve and adapt as per the requirements of the business. To be successful in the long-run companies are required to implement certain changes that allows it to gain certain competitive advantage over the competitors. Organizational change is important for the any business organization, if it wants to stay in the business for the long term as the business environment is changing at a very rapid pace and only those businesses can survive in the market that adapts and evolves with the changing environment. Further, the change that can be brought depending on the requirement of the business (Coghlan and Shani 2013). For the purpose of this essay Leadership, governance and management; Sustainability; Innovation and entrepreneurship and Technology (disruptive) perspectives are discussed as Leadership, Governance and Management: In order to bring the desired change in the organanizattion, the role of leaders, top executives, change agents and opinion leaders becomes as they exercise greater authority and trust from the employees. A change is most likely to be imbibed in the organization culture if it has backing by the organization leadership and top executives. Moreover, it is also important to have complete governance support before, during and after the change management process so that employees can be assured of the importance of the change and can adjust to their new roles and responsibilities. Effective governance acts as a catalyst to make the change process more efficient and effective (Cummings and Worley 2014). Sustainability: Sustainability motives in the organization include ecological, economic, legal and regulatory, organizational identity and financials. It helps in developing corporate social responsibility opportunities in organizational development. In addition, it helps in identifying what roles gender, ethnicity, culture and class have in bringing and sustaining change. It also helps to identify how perceptions and beliefs inspire sustainable development (Myers et al. 2012). Innovation and entrepreneurship: Innovation and entrepreneurship helps the organization to develop new value chain improvements, new supply opportunities and new market opportunities. It can be attained through employee training, developing strategies to lower staff turnover, managing risks and incorporating due process rigor. It also includes bringing organizational change for a flexible and dynamic business. Technology (disruptive): As technology is one of the most changing and dynamic plays an important role in gaining competitive advantage. Therefore, it is important to implement new technologies in the business as well as innovate new technologies to make the business processes more efficient. Responding to new technologies that creates market opportunities helps in improving the organizations competitiveness. It also helps in eliminating process and role redundancies due to the inefficient technologies. Therefore, it becomes crucial to take advantage of new technologies as soon as possible in order to provide best products and services and thereby enhance satisfaction levels of all the stakeholders of the organization. As is clear from the above discussion that desired change in the organization can be brought about by any of the above organizational change perspectives (Myers et al. 2012).However for the purpose of this assignment, Leadership, Governance and Management is being discussed in more detail. Change Diagnosis The success of any business depends on its ability to respond to change and implementing new business strategies, processes and principles as early as the external business environment make pressure for change. Therefore, it is important for the business organizations to forecast the future market conditions by keeping an eye on the market trends and developments and initiate change processes as soon as possible. In this context, change diagnosis helps in identifying the areas that needs intervention. Change diagnosis includes following steps Most of the changes in the organization are required due to the pressure from the external forces such as invention of new technologies, policies of government, competitors strategies and the like over which the organization. Apart from that, the need for change can also arise from within the organization, if the management is of the view that changes are required in the organization to enhance and streamline internal organization capabilities. From the leadership, governance and management perspective, change is important in the event of crisis, if there is performance gap or new opportunities are identified by the business that require considerable change in the organization (Senge 2014). From the leadership, governance and management perspective, diagnosis can be undertaken by undertaking following two steps: Preparing the diagnostic analysis: It is the pre diagnostic tool that comprises activities such as identifying the study area, building a team responsible comprising of top management, leadership, change agents, opinion leaders and the like that will be responsible for making the diagnosis and selection of most appropriate methods and tools that are necessary for its accomplishment. In an organization, from the leadership perspective preparation for change diagnosis can be undertaken by studying the leadership style being followed in the organization, identifying whether the current organization structure, leadership style and overall management is in align with the organizational mission and objectives. Moreover, it is also important to analyse whether the current leadership and management style would be sufficient to meet the challenges of the future. In order to achieve this, a team comprising of top management, organizational leaders and change agents are required to take a preliminary investigation. It helps the management to identify what changes are required to be made and how it is going to affect the organization in long run. The leadership, governance and management related changes are most difficult as human factors are involved and it requires constant reinforcement to prepare human resources for the desired change (Ford and Foster 2012). Investigation and analysis: Tthis stage is further sub-divided into the following stages: Collecting and organizing data: It is important to collect data in order to validate the importance of change as well as ascertain how the change would enable the organization achieve competitive advantage. Therefore, data concerning one or more fields are collected. Further, according the type of change and its magnitude, change program is formulated. The methods of data collection can be in the form of questionnaire, interview, survey or observation. In addition, it is crucial to analyse both internal and external environment to completely understand the change objectives (Benn et al. 2014). Moreover, from the leadership, management and governance perspectives, it is important to collect data regarding the effectiveness of the leadership and management style in the organization. Data concerning employees confidence in the leadership, capability of management in taking crucial decisions, efficacy of corporate governance, as well as data from the peer organizations about the leadership and management style are collected. This helps the organization to identify pitfalls in the current management styles with concrete evidences. Identifying significant problems: Once the organization has the relevant data about the field that needs change, it is important to list various symptoms that indicate the need for change. With the help of identified symptoms, the management can understand the gap between the expected results and the actual performance that can be analysed using qualitative and quantitative methods. The data collected about the leadership and management perspectives helps in identifying the gap between the expected outcomes from the management versus the actual results. Further, with the help of available data, it has been identified that the current leadership and management style is too bureaucratic with unnecessary control and one way communication method. Thus, it has been identified that the employees are not able to work with their full potential and as a result, the productivity and morale of the employees are negatively affected (Ford and Foster 2012). Analysing pros and cons: It is important to analyse the current management and organizational governance style and identify the pros and cons of it. Further, it is also important to understand the causes or situations that demands change and what elements of the current management style are beneficial for the organization. This helps in developing a connection between the identified symptoms and the primary causes (Benn et al. 2014). By analysing the weak and strong points, together with the causes would help the change agent to identify the loopholes of current leadership style and governance practise and ways to avoid such incidences in the future. Generating recommendations: This stage includes generating recommendations in order to eliminate the drawbacks of previous management and developing ways to exploit the opportunities present in the market. One the issues in the organizational leadership, management style and governance is identified. It is important to identify and develop alternatives that can be incorporated in the organization. This steps marks the precursor of intervention stage of change management with clear specifications to the competences, responsibilities, and the application deadlines (Burke 2013). Change Interventions Interventions can be defined as a set of structured and planned activities in which certain organizational perspectives are engaged in order to fulfil certain objectives regarding systematic improvements and organizational development. The intervention stage of organizational development consist of following steps: Creating a plan for implementing the intervention: This stage involves formulation of detailed intervention strategies for every aspect concerning the organization change. This stage aims at providing solution regarding what the organization wants to achieve, how it can be achieved and understanding the learning from the diagnosis about the barriers to change and what sources can bring the desired change (Anderson 2013). Structuring the activities that need to be implemented: In this step, the various activities that are identified for bringing the desired change in the organization are structured in the order of execution. Moreover, in this step, people such as leadership, top executives and change agents are identified. In addition, various parties to the organization that will be affected by the change are identified and their needs (e.g. training programs) are taken care of (Burke and Noumair 2015). Proper selection and initiation of interventions: In this step maximum use of diagnostic data are employed and the effectiveness of intervention activities are arranged in such a manner that subsequent steps becomes more effective and efficient. It also helps in saving time, energy and organizational recourses. In addition, with proper selection and speedy initiation of intervention activities, not only organization improvement is ensured but also helps in minimizing the psychological and organizational strain (Anderson 2013). Communicating the interventions implemented: Once, the relevant intervention activities are implemented, it is important for the top leaders, executives and change agents to communicate the change initiatives to all the stakeholders of the organization that would be affected by the change programme. The new roles and responsibilities of employees and other affected parties should be clearly communicated to enhance the effectiveness of change intervention and to minimize the resistance from the employees (Burke and Noumair 2015). Feedback and evaluation: The last step in the intervention process is getting feedback from the parties affected by the change and undertaking a thorough evaluation of intervention programme. Depending on the feedback received and the evaluation, some changes or adjustments may be necessary (Anderson 2013). Conclusion From the above discussion, it can be concluded that organizational development can be achieved more effectively by identifying the organizational change perspectives. There are many ways through which change can be implemented in an organization, however, to achieve the desired change identification of appropriate change perspective is crucial. Moreover, it is also important to diagnose the change and implement relevant and adequate interventions. References Anderson, D.L., 2013.Organization development: The process of leading organizational change. Sage Publications. Benn, S., Dunphy, D. and Griffiths, A., 2014.Organizational change for corporate sustainability. Routledge. Burke, W.W. and Noumair, D.A., 2015.Organization development: A process of learning and changing. FT Press. Burke, W.W., 2013.Organization change: Theory and practice. Sage Publications. Coghlan, D. and Shani, A.R., 2013. Organizational-development research interventions: Perspectives from action research and collaborative management research.The Wiley-Blackwell Handbook of the Psychology of Leadership, Change, and Organizational Development, p.443. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. Ford, J.K. and Foster-Fishman, P., 2012. Organizational development and change: Linking research from the profit, nonprofit, and public sectors. InThe Oxford Handbook of Organizational Psychology, Volume 2. Geparth, R., Savall, H., Zardet, V. and Bonnet, M., 2014. Organizational Development and Measurement: Toward A New Direction. In5me colloque et sminaire doctoral international de l'ISEOR-AOM(p. 17). Myers, P., Hulks, S. and Wiggins, L., 2012.Organizational change: Perspectives on theory and practice. Oxford University Press. Senge, P.M., 2014.The dance of change: The challenges to sustaining momentum in a learning organization. Crown Business.