Aristotle Virtuous Character Analysis - 1284 Words

Aristotle, a Greek philosopher, believes that one acquires virtue by exercising moral habituation. Aristotle’s theory of a virtuous character is developed by aligning with the Doctrine of the Mean. The philosopher developed the Doctrine of the Mean in Book II of Nicomachean Ethics to serve the purpose of conveying Aristotle’s concept on virtue ethics. A virtuous character can be considered as a person who acts in the right manner through habit and practice rather than reasoning. Aristotle writes, â€Å"Virtue, then, is a state involving rational choice, consisting in a mean relative to us and determined by reason - the reason, that is, by reference to which the practically wise person would determine it† (Aristotle, 30). Aristotle’s†¦show more content†¦He is stating that virtue is not just a state but more of an exceptional state of character. He claims that the state of character arises from the reiteration of similar activities. In this case, r epetition of moral acts will cause one to be more virtuous. Out of the three things that we find in our soul, virtue can only be found in our states of character. When acting along the Doctrine of the Mean, you need to find a balance between the two extremes, vice of deficiency and vice of excess. The mean is not necessarily straight in the middle of the spectrum. It all depends on the situation and the person themselves. Each individual has their own particular spectrum where they categorize each virtue on various locations between too little and too much. Knowing that it’s based on our excellent state of character, our virtue arises from acts that are deemed moral and that contributes to our character, which proves Aristotle’s argument of a virtuous character is born by acting accordingly to the Doctrine of the Mean. A virtuous character is not something that can be created naturally or inherited. Our surroundings and our actions is what contributes to who we are. A virtuous character is created when a person repeatedly commits moral acts. We can infer that a non-virtuous character is a person who repeatedly commits non-moral acts. A case that recently went viral is the Cyntoia Brown case. At theShow MoreRelatedMoral Reasoning And Ethical Decision Making1144 Words   |  5 Pagesacts. One of these theories is the virtue ethics, which is used to determine whether an act is virtuous or vicious. David Hume and Aristotle were among the first philosophers to use virtue ethics to differentiate between virtues and vices. According to Hume, an act is virtuous if it represents what a virtuous person would characteristically do in the same circumstances. Basically, it means that a virtuous act must be approved by every person who considers it in the light of social flourishing. On theRead MorePositve Psyc hology and Aristotles Virtue Ethics Converge Essay1569 Words   |  7 PagesPositive psychology and Aristotle: A convergence of ideas The field of positive psychology, founded by Martin Seligman (1998), seeks to influence individuals whose lives are â€Å"neutral† and increase their psychological well-being. Positive psychology offers a unique perspective on mental health through focusing on individual strengths rather than dysfunction, pathology, and mental illness (Seligman Csikszentmihalyi, 2000). The goal of positive psychology is to assist individuals in creating meaningfulRead MorePhilosophy: Beauty is not Morality 1395 Words   |  6 Pagesand continues up to today with cosmetic surgeries such as liposuction. On every billboard, magazine, and commercial citizens are reminded that they are not as physically attractive as they could be and there is a solutions to their problem. In his analysis of beauty, Kant states that beauty is morality. Despite the fact physical beauty is highly valued in society, it is not the driving factor when it comes to determining morality and making ethical judgments. T o support this, I will be introducingRead MoreThe Ethics Of Virtue Ethics925 Words   |  4 PagesVirtue ethics is a normative theory whose foundations were laid by Aristotle. This theory approaches normative ethics in substantially different ways than consequentialist and deontological theories. In this essay, I will contrast and compare virtue ethics to utilitarianism, ethical egoism, and Kantianism to demonstrate these differences. There is one fundamental aspect of virtue ethics that sets it apart from the other theories I will discuss. For the sake of brevity and to avoid redundancy, I willRead MoreAnalysis Of The Book Nicomachean Ethics 1749 Words   |  7 Pageshave published book after book with unique and contradictive answers. In 350 B.C.E, a man named, Aristotle approached this question with his book, Nicomachean Ethics. In roughly under 200 pages, Aristotle lays out his way of living a full life through virtuous actions. He explains early in his book that ethics canno t be measured in the typical ways. â€Å"Hence there is no single science of the good†¦Ã¢â‚¬  (Aristotle, 5). Even though measuring the balance of a mean is not a simple feat, it is not too impreciseRead MoreMoral Virtues Between Aristotle And St. Thomas Aquinas1147 Words   |  5 PagesThis essay will succinctly express and correlate the theories of moral virtues between Aristotle and St. Thomas Aquinas, analysing and assessing how their beliefs have influenced European culture. Aristotle (384-322BCE) was an ancient Greek Philosopher who was a polymath and productive writer. Despite the fact that it can’t be positive it is commonly accepted the Nichomachean Ethics (NE) are his own works (IEP, 2005), and it is in Book Tow that the topic of virtue and moral values is one of severalRead MoreThe Aristotle And Immanuel Kant1655 Words   |  7 Pages The philosophers Aristotle and Immanuel Kant express the sources of virtuous and dutiful actions in a similar, yet different way. Both philosophers agree that an action has moral worth, when it is preformed for its own sake. However, the difference contains a more significant meaning. Aristotle believes that pleasure can be included when preforming an action; while Kant believes that a duty is preforming the right action without the need of inclinations. In this paper, I will present a similarityRead MoreAristotle on Happiness and Virtue Essay1749 Words   |  7 Pagessociety?’(Bessant, 2009). Similar questions were greatly discussed in the history by our ancestors in their philosophical discussions. The most ancient and long-lasting literature on moral principles and ethics were described by Greek philosopher Aristotle. He had an excellent command on various subjects ranging from sciences to mathematics and philosophy. He was also a student of a famous philosopher. His most important study on ethics, personal morality and virtues is ‘The Nicomachean Ethics’, whichRead MoreAristotle s Philosophy On Moral Virtue1274 Words   |  6 PagesIn Book II of the Nicomachean Ethics, Aristotle discusses the idea of moral virtue. Aristotle emphasized the importance of developing moral virtue as the way to achieve what is finally more important, human flourishing (eudaimonia). Aristotle makes the argument in Book II that mo ral virtue arises from habit—equating ethical character to a skill that is acquired through practice, such as learning a musical instrument. However in Book III, Aristotle argues that a person s moral virtue is voluntaryRead MoreArgument Analysis Of Aristotles Happiness As An Essential Purpose Of Human Life1219 Words   |  5 PagesBrooke Thell Second Argument Analysis More than anybody else, Aristotle treasures happiness as an essential purpose of human life and a goal in itself. Aristotle was convinced that a sincerely happy life required the fulfillment of an extensive range of conditions, including physical and mental well-being. Essentially, Aristotle argues that virtue is achieved by maintaining the mean. For Aristotle the mean was a method of achieving virtue. What is the ultimate purpose of human existence? What is

Impact Of Franklin Roosevelt s New Deal - 1301 Words

In this essay, I will look at the impact Franklin Roosevelt’s â€Å"New Deal† had on the role of the federal government in the United States of America. I will do this by first looking at how the ferderal system was initally set up and contrasting that to how it was after the New Deal or Deals were passed. What powers that granted and in what areas, how this effected federal government’s role on a local level, the implications of such changes as well as some of the controvercies and issues that arose from these changes. The Roosevelt family have had a resounding impact on American Politics, Franklin’s wife Elenor (neice of Theodore Roosevelt) is often cited as one of the worlds most influential human rights activists and diplomats. President Harry Truman refered to her as â€Å"the First Lady of the World† However, it is husband Franklin who made the oval office his own and won an unprecedented four terms. Franklin Roosevelt won his first term in 1932 and was inagurated in 1933, the height of the great depression. Roosevelt’s main campaign promise was for a new deal for the American people, he won the election by an impressive 7,068,817 votes and 413 electoral collage votes against sitting President Herbert Hoover. The biggest loss by an incumbant at the time and was only surpassed by Regan in 1980. Roosevelt’s now mush esteemed first inaugration speech layed out plans to tackle the depression. â€Å"First of all, let me assert my firm belief that the only thing we ha ve to fear isShow MoreRelatedFranklin D. Roosevelt s Impact On The New Deal939 Words   |  4 Pages3.)Franklin D. Roosevelt was elected into office in 1932 and promised a new deal for Americans. From a social welfare perspective he was viewed as the best president because he advanced social welfare policies. Initial proposals were timid at this time and focused on balancing budgets, similar to prior thinking. Once Roosevelt was elected into office, the activism of those suffering helped push this period in a more progressive era. In 1933 Roosevelt initiated a variety of programs and policies duringRead MorePresident Lincoln And George Washington846 Words   |  4 Pagesnation s leaders. Franklin Delano Roosevelt had a difficult life that gave him the opportunity to see from the eyes of others who struggled, and use that to help them. Franklin Roosevelt grew up in luxury among millionaires of New York. He was born on January 30,1882 into a life of wealth and privilege on their 600 acre estate in Hyde Park, New York (â€Å"Franklin Delano Roosevelt†). His father was a Wall Street lawyer and his mother was a â€Å"society mom† who inherited money from her father (Judith S. 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Roosevelt informs the nation of his New Deal and planned solutions to the problems of post-Depression America. He speaks warmly and directly, addressing the American people â€Å"you† and himself â€Å"I†. Many people— unemployed or working, poor or wealthy, supporter or criticRead MoreThe New Deal1023 Words   |  5 Pages The presidential election of Franklin Delano Roosevelt in 1932 had risen the nation’s hope of economic restoration. Over three years of unrelenting hardship had taken damage on the American psyche. Roosevelt’s landslide electoral victory ov er former president Herbert Hoover, signaled a thorough rejection of the existing state of affairs and a desire for a new approach on â€Å"fixing the national economic crisis† (Hurley). The new president would not let down the nation. During his first two terms inRead MoreFranklin D. Roosevelt s President Of The United States1221 Words   |  5 PagesFranklin D. Roosevelt was the thirty-second president of the United States. He was also the first and last president to serve four terms. Next, to Abraham Lincoln’s presidency, FDR’s presidency was one of the most challenging presidencies in the history of the United States. Throughout his presidency, he faced extremely hard tasks and while facing them he had promised the people prompt, vigorous action, and he was assertive with his Inaugural Address. In 1929, the longest economic downturn in AmericanRead MoreEleanor Roosevelt : Long Range Goal1005 Words   |  5 PagesAnna Eleanor Roosevelt Isra El-khateeb Long-Range Goal: To inform listeners about the legacy and inspirational status Eleanor Roosevelt left behind. Immediate Purpose: To entertain and inspire my audience by honoring the roles Eleanor Roosevelt played and describing the impact she has on our daily life. INTRODUCTION I. Arouse Audience Interest in the Topic A. It is difficult in a sense to capture the greatness of Eleanor’s life in simple terms through her background, but we will surely uncoverRead MoreFranklin D. Roosevelt And The Great Depression1337 Words   |  6 Pagescontributes to new knowledge, resources and innovations for a society. Periods of turmoil often give rise to an individual of power, who provides citizens with a sense of hope and security. The United States went through a severe period of chaos when the economy collapsed, compelling an abundant amount of individuals into poverty. This period during the early 1930’s is known as the Great Depression. Throughout this period, millions of citizens placed their hope and security in the election of Franklin D. RooseveltRead MoreThe Importance Of The Little White House933 Words   |  4 PagesIn 1921 at the age of thirty-nine years old Franklin Delano Roosevelt contracted polio after he swam in the water at a Boy Scout Camp. Shortly afterwards, George Foster Peabody told the New York Governor Roosevelt a story about a young polio victim who was cured by swimming in the year round 88 degree Fahrenheit water at Warm Springs, Georgia (Minchew, 2003). President Roosevelt visited Warm Springs forty-one times, first arriving in 1924, and he continued to visit at least once a year during hisRead MoreEleanor Roosevelt : An Effective Leader1067 Words   |  5 Pages Eleanor Roosevelt Casey Gaines Concordia University Eleanor Roosevelt â€Å"Success must include two things: the development of an individual to his utmost potentiality and a contribution of some kind to one s world† (Roosevelt, p 119, 1960). Eleanor Roosevelt was born in New York City October 11th, 1884 (Burns, 2012). Having grown up in a family considered to be in the top of society, Eleanor could have focused her life on parties and social gatherings. However, Eleanor came to

Strategic Human Resource Management Subsidiary in Australia - Free Sa

Question: Describe about the Strategic Human Resource Management for Subsidiary in Australia. Answer: Introduction The case study is related to the problems faced by Chumhum at their subsidiary in Australia. The organizational culture of the company is very updated. It contains excellent innovative features that will help the employees of the company motivated. However, the people in Australia are not finding any interest in the organizational culture followed in the company. There are problems faced by the company in terms of employee retention and benefits. The analysis of the case study describes about different sets of problems faced by the company in its Australian operations. Recommendations are also provided to the company in terms of retention of employees. 1. Chumhum is a company that is expanding its branches through many countries of the world. However, in its Australian subsidiary, the problem of organizational culture mainly prevalent in office. The company is focusing on implementation of different innovative features of organizational culture. The problems that are faced by companies are categorized into different sectors such as training, staffing and recruitment, organizational culture, retention, employee benefits, etc. the corporate culture of Chumhum is very enthusiastic to keep employees of their Australian branch motivated. However, the initiatives taken by the company becomes futile (Malik Naeem 2013). The company has taken the initiative in the application of innovative features such as gym, free lunch, organic breakfasts, nap pods, swimming pool, etc. Apart from this, the company has also started its own social networking site to increase communication among the employees of the corporate people. Australian employees d o not accept the analytical activities that are initiated by the company. They feel frustrated about the different features of employee management. For instance, Yammer is a social new social networking site that is developed by the company for engagement of employees not only in Australia but also in other branches present in other countries of the world. The management of the company has faced that the employees are not taking any initiative to use the new social media application. It occurs to the changed mindset of Australian employees. The culture and the initiatives that are proven to provide best motivational factors for employees are not fruitful in the country (Gimenez-Espin et al. 2013). The analytical activities are not encouraging the employees to perform better in the organization. Behavioral scientists are appointed by Chumhum to determine the behavioral attributes of the Australian employees in the branch. The analytical team is also not able to cooperate with the Aus tralian employees for the increase in the productivity. They received complaints and formal emails and letters regarding the negative impacts of the team. The theories of organizational culture, training and development, change management, motivation, etc. are related to the problems faced by Chumhum in Australia. Denison, Chatman, OReilly and Cadwell have developed a model of organizational culture. It is known as organizational culture profile (OCP). It is a self-reporting tool that helps in making distinction through its eight categories such as team orientation, outcome orientation, supportiveness, innovation, attention to detail, aggressiveness, stability and respect for people. The OCP model is used in measuring the effect of organizational culture on organizational performance (OReilly et al. 2014). It also measures the popular and most efficient people who are responsible for most of the productivity of the company. Using this model of organizational culture, Chumhum will be able to suit the culture of the organization according t o the nature of the employees. However, in many cases, the values of the employees are calculated against the values organization in order to predict the turnover and the staying intention. An instrument is used for doing this measurement which is similar to the tool of OCP (Shields et al. 2015). The theory of training and development is required in this perspective because the employees are not used to the organizational culture of the company. There are many processes of providing training and development. Learning is a part of providing training to employees. Prior to providing training, employees should be allowed to learn new things and useful information about the organizational culture, ethics, rules, regulations, etc. One of the theories of training is cognitive learning (Alvesson 2012). Cognitive learning process includes individuals to learn and gather information by internalizing the facts and knowledge regarding the topic. The term cognition is related to internal attributes of a person such as mental abstractions. In this way, the learners will be able to utilize their internal capabilities in their field of work. Apart from these theories, Hertzbergs two-factor theory of motivation is related to the problems faced by Chumhum in their business operations in Australian branch. Frederick Herzberg in his theory has emphasized on the satisfaction of the employees of an enterprise. The two factors describe the causes of satisfaction and dissatisfaction of the workers in the corporation. The theory of Herzberg labelled the factors that are associated with the causes of job dissatisfaction of the employees. The hygiene factors determine the factors of indicating the analogy of preventive maintenance (Herzberg 2013). The factor that determines the job satisfaction of the employees of Chumhum in the Australian subsidiary is motivation. It will suggest the effectiveness of the workers in portraying the behavior of individuals in the workplace. The theory of Hertzberg is related to the theory of Maslows theory of motivation. The above theories of human resource management explain about the problems faced by the company. Motivation is a part of employee development. However, the Australian employees somehow do not match with the culture followed by Chumhum. It is found that the employees remains frustrated and are not focused on the work. The systems, policies of the workplace do not match the expectation level of the workers (Ahammad et al. 2016). It is assumed that the employees may want something different that is not emphasized by the strategic management department of the company. The implication of the theory in the organizational level will help the company to detect the core problems in terms of employee relations and formulate policies according to them. Chumhum after implication of the theoretical frameworks may have better-working environment for the Australian employees (Bode et al. 2015). 2. It is seen that the Australian employees are not satisfied with the initiatives taken by the company on behalf of the employees. Despite having an innovative culture in Chumhum Australian subsidiary, the company is witnessing many issues of human resource development. The issues are related to employee retention, employee relations, policies, organizational culture, etc. The most vital aspect of the company is that employees are resigning at a first pace. Somehow the employees are dissatisfied with the organizational culture. To solve these issues, the company has to follow some steps that are described below (Dau-Schmidt et al. 2016). The first and foremost thing that the senior management and the human resource department have to do is maintaining a clear and precise communication between the employees. It is the responsibility of the company to formulate policies on behalf of the employees. For doing this, the consent of the workers is very necessary. The team leaders of variou s departments have to communicate with their team members regarding their consent regarding various aspects of company policies and initiatives (Tangthong et al. 2014). On doing this, the senior managers along with the human resource managers will be able to deal with the problems faced by the workers. Apart from that, the policies and the innovative initiatives will also be changed as per the nature and preferences of the employees. There are many other responsibilities of human resource department of Chumhum have to perform to keep the employees retained within the company. In the Australian subsidiary, the employees are not satisfied with the HR policies of the company. The plans of employee benefits and employee relations are not encouraging the employees to work in the company. The training modules are also not helping the employees in encouraging motivation among themselves. The training modules should be formulated according to the feedback provided by the employees (Choo 2013). Apart from that, the HR managers must focus on the employee retention plans to attract the employees for staying back in the company. They have to change their employee benefits to keep them motivated in their work field. Both non-monetary and monetary benefits and motivational approaches are introduced in the respective departments of the company (Shields et al. 2015). The team leaders have to understand the mindset of its members and delegate the tasks accordingly. Employee recognition and internal awards are to be introduced for keeping the employees motivated in their field of work. The HR managers have to perform many psychometric tests for the employees to know about the behavior and nature of the workers (Ko Hur 2014). Conclusion The study contains the case study analysis of the Chumhum Australia. The company is facing serious issues in terms of employee retention and employee benefits, and other policies of human resource department. The problems are discussed in a detailed manner in the study. Apart from that, theoretical models of various aspects of human resources are explained with respect to the problems faced by Chumhum in the Australian subsidiary. The employees are irritated with all the initiatives of Chumhum for employee motivation. Solutions or recommendations are also provided to the human resource department and strategic management department to solve the major issues of employee retention. References Ahammad, M.F., Tarba, S.Y., Liu, Y. Glaister, K.W., 2016. Knowledge transfer and cross-border acquisition performance: The impact of cultural distance and employee retention.International Business Review,25(1), pp.66-75. Alvesson, M., 2012.Understanding organizational culture. Sage. Bode, C., Singh, J. Rogan, M., 2015. Corporate social initiatives and employee retention.Organization Science,26(6), pp.1702-1720. Choo, C.W., 2013. Information culture and organizational effectiveness.International Journal of Information Management,33(5), pp.775-779. Dau-Schmidt, K.G., Finkin, M. Covington, R., 2016.Legal protection for the individual employee. West Academic. Gimenez-Espin, J.A., Jimnez-Jimnez, D. Martnez-Costa, M., 2013. Organizational culture for total quality management.Total Quality Management Business Excellence,24(5-6), pp.678-692. Herzberg, F.S., 2013. Universal algebra for general aggregation theory: Many-valued propositional-attitude aggregators as MV-homomorphisms.Journal of Logic and Computation, p.9. Ko, J. Hur, S., 2014. The impacts of employee benefits, procedural justice, and managerial trustworthiness on work attitudes: Integrated understanding based on social exchange theory.Public Administration Review,74(2), pp.176-187. Malik, M.E. Naeem, B., 2013. Towards understanding controversy on Herzberg theory of motivation.World Applied Sciences Journal,24(8), pp.1031-1036. OReilly, C.A., Caldwell, D.F., Chatman, J.A. Doerr, B., 2014. The Promise and Problems of Organizational Culture CEO Personality, Culture, and Firm Performance.Group Organization Management,39(6), pp.595-625. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., Robinson, J., O'Leary, P. Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Tangthong, S., Trimetsoontorn, J. Rojniruntikul, N., 2014. HRM Practices and Employee Retention in Thailand--A Literature Review.International Journal of Trade, Economics and Finance,5(2), p.162.

Ethical Decision Leadership

Question: What do you feel are the strengths and weaknesses of each managers approach to management? How will you tailor your approach to each manager based on your knowledge of each of them? What do you feel will be the challenges faced by each manager in formulating and implementing a policy within a relatively short time line? How do you need to advise each manager to ensure that they formulate and implement the policy? Answer: The objective of the assignment is to discuss and explain various concepts of leadership and managerial roles, responsibilities, and accountabilities and the impact to the organization. The assignment is all about the leadership and ethical decision making. Leadership: Leadership is a motivation process of the members of a group. A group is made by different members. Among the members of the group, of a person motivates the members and organizes the activities in the group, then it is known as leadership and the person is known as leader. The rest of the members follow the instructions given by the leader. The work of leader is to lead the members of the team. If a team is working on a particular project, then it is the responsibility of the leader to collect all the data and information regarding the project and to arrange all the activities of the project. Management: The work of manager is to manage all the team members. All the team members work under the manager. The responsibility of the manager is handle all the team members and to make plans for the better outcomes of the project. The work of the manager is to arrange all the required things for the team members. A manager decides task for the every member of the team. The strategy for the project is made only by manager. Manager collects all the data required for the project and delivers the tasks to each and every member of the team. It is his responsibility to study the project before starting the work on it. Manager manages the accountability of the project. Manager is the only responsible person for the accountability of the project. Approaches to be applied in leadership and management: There are two types of thinking Proactive and Reactive. A proactive leader is more focused on achieving the results of the business. They think to get the better outcomes of the project. They arrange all the data required for the project properly and make proper plans. They do all the arrangement and collect all the required points. A reactive leader is focused on the problems done by him and to sort out the problems. Reactive leader doesnt think about the better outcomes of the project. He just focuses about the previous problems and the solutions of the project. A manager should have proactive thinking. He should be focused on the better outcomes of the business. He should be a quick problem solver. He should be critical problem solver, innovative and creative. At the time of crisis, he should solve all the critical problems of the project. Various questions with their answers are given below: What do you feel are the strengths and weaknesses of each managers approach to management? The strength of the manager is proactive thinking. A proactive leader is more focused on achieving the results of the business. They think to get the better outcomes of the project. They arrange all the data required for the project properly and make proper plans. They do all the arrangement and collect all the required points. Sharon has been working as HR manager for 17 years with UWEAR. As per the discussion with Sharon, plan should be made quickly. To get real feel for people and situations, there should be an intuitive management style. To complete the work with better outcomes, there should be a proper plan for the project. Huge project plans should not be prepared, because long implementation timelines are made for that. Short term planning should be done for the current project. Long term planning leads to delay in the accomplishment of the project. It leads to wasting of time and losing of momentum. These are some weaknesses of the managers approach to management. How will you tailor your approach to each manager based on your knowledge of each of them? My approach will be of proactive thinker. A proactive leader is more focused on achieving the results of the business. They think to get the better outcomes of the project. They arrange all the data required for the project properly and make proper plans. They do all the arrangement and collect all the required points. There should be long term planning because it takes time for implementation and time is wasted by it. Short term planning should be done for the current project. Short term planning would be very effective and efficient and it will lead to better outcomes for the project. What do you feel will be the challenges faced by each manager in formulating and implementing a policy within a relatively short time line? In a short time line, it is difficult for a manager to formulate and implement a policy. There will be planning problem for the manager because time line is short. If a strategy has been prepared by the manager, then there will be problems in the implementation. The strategy should be able to understand easily. The theoretical study of the project is easy but when it is implemented, then it leads to major difficulties. Marcia has been working as HR manager at PALEDENIM for 3 years. According to Marcia, sometimes it is necessary to request additional resources to meet time lines if plans dont go off as scheduled. The problems occur in additional resources. The goal of Marcia is to bring projects in on time and at or below budget. Due to short time line, it is very difficult to bring projects in on time. It is very difficult to bring projects at below budget in short time line. How do you need to advise each manager to ensure that they formulate and implement the policy? To ensure the formulation and implementation of the policy, various tasks should be done before. A meeting should be conducted with the leadership and human resource teams. Important roles will be played by them in merging. The changes will be driven by the leadership team. Some significant change issues occur in it. These issues should be addressed. As per the requirements, two companies are to be merged. There are 100 employees in UWEAR and PALEDENIM is private company. It has only 15 employees. Same type of service is provided by them. In the terns of business, they are completely different. The philosophies and expectations are totally different for each employee of the organization. So, for the merging, proper synchronization is needed between two companies. When these problems will be sorted out, then manager can be advised for the formulation and implementation of the policies. References: Carlyle Thomas(1841).On Heroes, Hero-Worship, and the Heroic History. Boston : Houghton Mifflin. Fiedler Fred E.(1967).A theory of leadership effectiveness. McGraw-Hill: Harper and Row Publishers Inc. Heifetz Ronald(1994).Leadership without Easy Answers. Cambridge : Harvard University Press. Tittemore James A. (2003).Leadership at all Levels. Canada: Boskwa Publishing. Vroom, Victor, H. Jago, Arthur, G. (1988).The New Leadership: Managing Participation in Organizations. Kleiman, Lawrence S. (2010).Management and Executive Development. Kotter, John P. Dan S. Cohen. (2002).The Heart of Change. Boston: Harvard Business School Publishing. Arvey, R. D.; Rotundo, M.; Johnson, W.; Zhang, Z.; McGue, M. (2006). The determinants of leadership role occupancy: Genetic and personality factors. Howell, Jon P. (2012).Snapshots of Great Leadership. London, GBR: Taylor and Francis. Bono, J. E.; Ilies, R. (2006). Charisma, positive emotions and mood contagion.