Help Others Too Professor Ramos Blog

Help Others Too Allison Hepburn 12/10/2018 English 010 @3pm Help Others Too Award Winning movie â€Å"The Help† based in Jackson, Mississippi during the 1960’s is primarily about the relationships between black maids and their white employers. It starts with Skeeter, played by Emma Stone, A young white female who is a recent college graduate trying to pursue her dream as a writer. Skeeter is Surrounded by friends and family who have a sense of â€Å"white entitlement†.   She secretly befriends two black nannies† Aibileen† played by Viola Davies and â€Å"Minnie† played by Octavia Spencer learning abo ut their time working in white households and puts their stories in her book, giving them a voice. Many of the nanny’s stories included taking care of white family’s children while the white didn’t, having to go to the restroom outside in the rain, not eating at the same table and so much more hardships.   Throughout the movie you will see the struggles that many African Americans had to endure in their everyday lives in the 1960s.Some moments hard to watch, some are definitely sad, but also has spurts of humor that will make you laugh. This was the time when the Jim Crow Law was in effect.   Jim Crow was the name of the racial segregation system, which operated mostly in southern and border states, between 1877 and the mid-1960s(Pilgrim2).It was a way of life(Pilgrim2). Under Jim Crow, African Americans were given the status of second-class citizens. In the movie â€Å"The Help† there are many scenes where the nannies in the white household are treated less than and gives you an actual idea of how life was for them when this was in effect. Jim Crow helped to make anti-black racism appear right Pro segregation politicians gave persuasive speeches on the great danger of integration: the destruction of the purity of the white race (Pilgrim2). The Jim Crow system was based on the following beliefs: whites were superior to blacks in all important ways, including but not limited to intelligence, morality, and civilized behavior; relationships between blacks and whites would produce a mongrel race which would des troy America; treating blacks as equals would encourage interracial relationships between men and women; any activity which suggested social equality encouraged interracial sexual relations; if necessary, violence must be used to keep blacks at the bottom racial level (Pilgrim2) . The following Jim Crow etiquette norms show how inclusive and pervasive these norms were: A black male could not offer his hand (to shake hands) with a white male because it implied being socially equal. Obviously, a black male could not offer his hand or any other part of his body to a white woman, because he risked being accused of rape. Blacks and whites were not supposed to eat together. If they did eat together, whites were to be served first, and some sort of partition was to be placed between them. Under no circumstance was a black male to offer to light the cigarette of a white female that gesture implied intimacy. Blacks were not allowed to show public affection toward one another in public, especially kissing, because it offended whites. Jim Crow etiquette required that blacks were introduced to whites, never whites to blacks. For example: Mr. Peters (the white person), this is Charlie (the black person), that I spoke to you about. Whites did not use courtesy titles of respect when referring to blacks, for example, Mr., Mrs., Miss., Sir, or Maam. Instead, blacks were called by their first names. Blacks had to use courtesy titles when referring to whites, and were not allowed to call them by their first names. If a black person rode in a car driven by a white person, the black person sat in the back seat or the back of a truck. motorists had the right-of-way at all intersections. (Pilgrim2). Many of these disturbing laws you will see during this movie. As you could imagine these nannies were very hesitant about telling their stories about these white families and what they have seen and went through while working there, worrying they might get into trouble or something might happen to them. One of the best parts about this film is you have Skeeter (a white woman) who is genuinely trying to help these women and doesn’t seem to look at them as any different or any less then herself, nor does she care about what her other friends who don’t approve think. The friendship and trust that they build Is amazing to watch and really captures your heart. This Film had many amazing top Actresses such as; Emma Stone, playing the character Skeeter, Won 1 Oscar. Another 58 wins 120 nominations, playing a humble character who wants to give these women a voice (IMDB); Viola Davis an Oscar winner 84 wins and 111 nominations, including this movies, a brave black woman telling her hardships for the first time to a white person (IMDB); Octavia Spencer Won 1 Oscar. Another 32 wins 65 nominations playing a spit fire Nannie taking life into her own hands (IMDB). These Actresses really brought this movie to life and gave amazing performances that just might bring a tear to your eye. This movie gives you the perfect view of the different situations that are at the same time educational to people who want to know exactly how it was like be an African American in the southern states during the 1960’s.And a friendship and relationship that was surprising to many at the time. This Movie has countless awards and is a must watch, I give â€Å" The Help† a 10 out of 10. Annotated Bibliography Imdb, https://www.imdb.com/name/nm1297015/awards?ref_=nm_ql_2 IMDb.com, Inc. 1990-2018 This is a constantly updated site about actors achievements, awards and movies I will us this source in my review to give credit to the actresses in the movie â€Å"The Help†. Pilgrim, David. What Was Jim Crow?. Ferris State University 16 (2000): 2007. I will use this source in my paper to describe the Jim Crow Law and how life was for African Americans in the south This is a credible source coming from Ferris State University. â€Å"The Help† Directed by Tate, Taylor, performances by Emma Stone, Viola Davis, Octavia Spencer Dream Works Studio, 2011. I am writing about â€Å"The Help† in my essay because it is about African American maids and their hardships in Jackson, Mississippi in the 1960’s This is a DreamWorks movie produced in 2011.

Help Others Too Professor Ramos Blog

Help Others Too Allison Hepburn 12/10/2018 English 010 @3pm Help Others Too Award Winning movie â€Å"The Help† based in Jackson, Mississippi during the 1960’s is primarily about the relationships between black maids and their white employers. It starts with Skeeter, played by Emma Stone, A young white female who is a recent college graduate trying to pursue her dream as a writer. Skeeter is Surrounded by friends and family who have a sense of â€Å"white entitlement†.   She secretly befriends two black nannies† Aibileen† played by Viola Davies and â€Å"Minnie† played by Octavia Spencer learning abo ut their time working in white households and puts their stories in her book, giving them a voice. Many of the nanny’s stories included taking care of white family’s children while the white didn’t, having to go to the restroom outside in the rain, not eating at the same table and so much more hardships.   Throughout the movie you will see the struggles that many African Americans had to endure in their everyday lives in the 1960s.Some moments hard to watch, some are definitely sad, but also has spurts of humor that will make you laugh. This was the time when the Jim Crow Law was in effect.   Jim Crow was the name of the racial segregation system, which operated mostly in southern and border states, between 1877 and the mid-1960s(Pilgrim2).It was a way of life(Pilgrim2). Under Jim Crow, African Americans were given the status of second-class citizens. In the movie â€Å"The Help† there are many scenes where the nannies in the white household are treated less than and gives you an actual idea of how life was for them when this was in effect. Jim Crow helped to make anti-black racism appear right Pro segregation politicians gave persuasive speeches on the great danger of integration: the destruction of the purity of the white race (Pilgrim2). The Jim Crow system was based on the following beliefs: whites were superior to blacks in all important ways, including but not limited to intelligence, morality, and civilized behavior; relationships between blacks and whites would produce a mongrel race which would des troy America; treating blacks as equals would encourage interracial relationships between men and women; any activity which suggested social equality encouraged interracial sexual relations; if necessary, violence must be used to keep blacks at the bottom racial level (Pilgrim2) . The following Jim Crow etiquette norms show how inclusive and pervasive these norms were: A black male could not offer his hand (to shake hands) with a white male because it implied being socially equal. Obviously, a black male could not offer his hand or any other part of his body to a white woman, because he risked being accused of rape. Blacks and whites were not supposed to eat together. If they did eat together, whites were to be served first, and some sort of partition was to be placed between them. Under no circumstance was a black male to offer to light the cigarette of a white female that gesture implied intimacy. Blacks were not allowed to show public affection toward one another in public, especially kissing, because it offended whites. Jim Crow etiquette required that blacks were introduced to whites, never whites to blacks. For example: Mr. Peters (the white person), this is Charlie (the black person), that I spoke to you about. Whites did not use courtesy titles of respect when referring to blacks, for example, Mr., Mrs., Miss., Sir, or Maam. Instead, blacks were called by their first names. Blacks had to use courtesy titles when referring to whites, and were not allowed to call them by their first names. If a black person rode in a car driven by a white person, the black person sat in the back seat or the back of a truck. motorists had the right-of-way at all intersections. (Pilgrim2). Many of these disturbing laws you will see during this movie. As you could imagine these nannies were very hesitant about telling their stories about these white families and what they have seen and went through while working there, worrying they might get into trouble or something might happen to them. One of the best parts about this film is you have Skeeter (a white woman) who is genuinely trying to help these women and doesn’t seem to look at them as any different or any less then herself, nor does she care about what her other friends who don’t approve think. The friendship and trust that they build Is amazing to watch and really captures your heart. This Film had many amazing top Actresses such as; Emma Stone, playing the character Skeeter, Won 1 Oscar. Another 58 wins 120 nominations, playing a humble character who wants to give these women a voice (IMDB); Viola Davis an Oscar winner 84 wins and 111 nominations, including this movies, a brave black woman telling her hardships for the first time to a white person (IMDB); Octavia Spencer Won 1 Oscar. Another 32 wins 65 nominations playing a spit fire Nannie taking life into her own hands (IMDB). These Actresses really brought this movie to life and gave amazing performances that just might bring a tear to your eye. This movie gives you the perfect view of the different situations that are at the same time educational to people who want to know exactly how it was like be an African American in the southern states during the 1960’s.And a friendship and relationship that was surprising to many at the time. This Movie has countless awards and is a must watch, I give â€Å" The Help† a 10 out of 10. Annotated Bibliography Imdb, https://www.imdb.com/name/nm1297015/awards?ref_=nm_ql_2 IMDb.com, Inc. 1990-2018 This is a constantly updated site about actors achievements, awards and movies I will us this source in my review to give credit to the actresses in the movie â€Å"The Help†. Pilgrim, David. What Was Jim Crow?. Ferris State University 16 (2000): 2007. I will use this source in my paper to describe the Jim Crow Law and how life was for African Americans in the south This is a credible source coming from Ferris State University. â€Å"The Help† Directed by Tate, Taylor, performances by Emma Stone, Viola Davis, Octavia Spencer Dream Works Studio, 2011. I am writing about â€Å"The Help† in my essay because it is about African American maids and their hardships in Jackson, Mississippi in the 1960’s This is a DreamWorks movie produced in 2011.

Help Others Too Professor Ramos Blog

Help Others Too Allison Hepburn 12/10/2018 English 010 @3pm Help Others Too Award Winning movie â€Å"The Help† based in Jackson, Mississippi during the 1960’s is primarily about the relationships between black maids and their white employers. It starts with Skeeter, played by Emma Stone, A young white female who is a recent college graduate trying to pursue her dream as a writer. Skeeter is Surrounded by friends and family who have a sense of â€Å"white entitlement†.   She secretly befriends two black nannies† Aibileen† played by Viola Davies and â€Å"Minnie† played by Octavia Spencer learning abo ut their time working in white households and puts their stories in her book, giving them a voice. Many of the nanny’s stories included taking care of white family’s children while the white didn’t, having to go to the restroom outside in the rain, not eating at the same table and so much more hardships.   Throughout the movie you will see the struggles that many African Americans had to endure in their everyday lives in the 1960s.Some moments hard to watch, some are definitely sad, but also has spurts of humor that will make you laugh. This was the time when the Jim Crow Law was in effect.   Jim Crow was the name of the racial segregation system, which operated mostly in southern and border states, between 1877 and the mid-1960s(Pilgrim2).It was a way of life(Pilgrim2). Under Jim Crow, African Americans were given the status of second-class citizens. In the movie â€Å"The Help† there are many scenes where the nannies in the white household are treated less than and gives you an actual idea of how life was for them when this was in effect. Jim Crow helped to make anti-black racism appear right Pro segregation politicians gave persuasive speeches on the great danger of integration: the destruction of the purity of the white race (Pilgrim2). The Jim Crow system was based on the following beliefs: whites were superior to blacks in all important ways, including but not limited to intelligence, morality, and civilized behavior; relationships between blacks and whites would produce a mongrel race which would des troy America; treating blacks as equals would encourage interracial relationships between men and women; any activity which suggested social equality encouraged interracial sexual relations; if necessary, violence must be used to keep blacks at the bottom racial level (Pilgrim2) . The following Jim Crow etiquette norms show how inclusive and pervasive these norms were: A black male could not offer his hand (to shake hands) with a white male because it implied being socially equal. Obviously, a black male could not offer his hand or any other part of his body to a white woman, because he risked being accused of rape. Blacks and whites were not supposed to eat together. If they did eat together, whites were to be served first, and some sort of partition was to be placed between them. Under no circumstance was a black male to offer to light the cigarette of a white female that gesture implied intimacy. Blacks were not allowed to show public affection toward one another in public, especially kissing, because it offended whites. Jim Crow etiquette required that blacks were introduced to whites, never whites to blacks. For example: Mr. Peters (the white person), this is Charlie (the black person), that I spoke to you about. Whites did not use courtesy titles of respect when referring to blacks, for example, Mr., Mrs., Miss., Sir, or Maam. Instead, blacks were called by their first names. Blacks had to use courtesy titles when referring to whites, and were not allowed to call them by their first names. If a black person rode in a car driven by a white person, the black person sat in the back seat or the back of a truck. motorists had the right-of-way at all intersections. (Pilgrim2). Many of these disturbing laws you will see during this movie. As you could imagine these nannies were very hesitant about telling their stories about these white families and what they have seen and went through while working there, worrying they might get into trouble or something might happen to them. One of the best parts about this film is you have Skeeter (a white woman) who is genuinely trying to help these women and doesn’t seem to look at them as any different or any less then herself, nor does she care about what her other friends who don’t approve think. The friendship and trust that they build Is amazing to watch and really captures your heart. This Film had many amazing top Actresses such as; Emma Stone, playing the character Skeeter, Won 1 Oscar. Another 58 wins 120 nominations, playing a humble character who wants to give these women a voice (IMDB); Viola Davis an Oscar winner 84 wins and 111 nominations, including this movies, a brave black woman telling her hardships for the first time to a white person (IMDB); Octavia Spencer Won 1 Oscar. Another 32 wins 65 nominations playing a spit fire Nannie taking life into her own hands (IMDB). These Actresses really brought this movie to life and gave amazing performances that just might bring a tear to your eye. This movie gives you the perfect view of the different situations that are at the same time educational to people who want to know exactly how it was like be an African American in the southern states during the 1960’s.And a friendship and relationship that was surprising to many at the time. This Movie has countless awards and is a must watch, I give â€Å" The Help† a 10 out of 10. Annotated Bibliography Imdb, https://www.imdb.com/name/nm1297015/awards?ref_=nm_ql_2 IMDb.com, Inc. 1990-2018 This is a constantly updated site about actors achievements, awards and movies I will us this source in my review to give credit to the actresses in the movie â€Å"The Help†. Pilgrim, David. What Was Jim Crow?. Ferris State University 16 (2000): 2007. I will use this source in my paper to describe the Jim Crow Law and how life was for African Americans in the south This is a credible source coming from Ferris State University. â€Å"The Help† Directed by Tate, Taylor, performances by Emma Stone, Viola Davis, Octavia Spencer Dream Works Studio, 2011. I am writing about â€Å"The Help† in my essay because it is about African American maids and their hardships in Jackson, Mississippi in the 1960’s This is a DreamWorks movie produced in 2011.

The 4 Fundamental Forces of Physics

The 4 Fundamental Forces of Physics The fundamental forces (or fundamental interactions) of physics are the ways that individual particles interact with each other. It turns out that every single interaction observed taking place in the universe can be broken down and described by only four (well, generally four- more on that later) types of interactions: GravityElectromagnetismWeak Interaction (or Weak Nuclear Force)Strong Interaction (or Strong Nuclear Force) Gravity Of the fundamental forces, gravity has the farthest reach, but its the weakest in actual magnitude. It is a purely attractive force which reaches through even the empty void of space to draw two masses toward each other. It keeps the planets in orbit around the sun and the moon in orbit around the Earth. Gravitation is described under the theory of general relativity, which defines it as the curvature of spacetime around an object of mass. This curvature, in turn, creates a situation where the path of least energy is toward the other object of mass. Electromagnetism Electromagnetism is the interaction of particles with an electrical charge. Charged particles at rest interact through electrostatic forces, while in motion they interact through both electrical and magnetic forces. For a long time, the electric and magnetic forces were considered to be different forces, but they were finally unified by James Clerk Maxwell in 1864, under Maxwells equations. In the 1940s, quantum electrodynamics consolidated electromagnetism with quantum physics. Electromagnetism is perhaps the most prevalent force in our world, as it can affect things at a reasonable distance and with a fair amount of force. Weak Interaction The weak interaction is a very powerful force that acts on the scale of the atomic nucleus. It causes phenomena such as beta decay. It has been consolidated with electromagnetism as a single interaction called the electroweak interaction. The weak interaction is mediated by the W boson (there are two types, the W and W- bosons) and also the Z boson. Strong Interaction The strongest of the forces is the aptly-named strong interaction, which is the force that, among other things, keeps nucleons (protons and neutrons) bound together. In the helium atom, for example, it is strong enough to bind two protons together even though their positive electrical charges cause them to repulse each other. In essence, the strong interaction allows particles called gluons to bind together quarks to create the nucleons in the first place. Gluons can also interact with other gluons, which gives the strong interaction a theoretically infinite distance, although its major manifestations are all at the subatomic level. Unifying the Fundamental Forces Many physicists believe that all four of the fundamental forces are, in fact, the manifestations of a single underlying (or unified) force which has yet to be discovered. Just as electricity, magnetism, and the weak force were unified into the electroweak interaction, they work to unify all of the fundamental forces. The current quantum mechanical interpretation of these forces is that the particles do not interact directly, but rather manifest virtual particles that mediate the actual interactions. All of the forces except for gravity have been consolidated into this Standard Model of interaction. The effort to unify gravity with the other three fundamental forces is called quantum gravity. It postulates the existence of a virtual particle called the graviton, which would be the mediating element in gravity interactions. To date, gravitons have not been detected, and no theories of quantum gravity have been successful or universally adopted.

Response Essay Example | Topics and Well Written Essays - 1500 words

Response - Essay Example The media has been accessible to the populace in every facet of their daily lives, starting with simple spoken words and publications, and soaring to the twentieth century new heights with radio, TV and the internet. With such a strong grip on the current society, mass media has managed to form popular culture and to influence public opinion. Nonetheless, when the media is abused, its power has the potential of harming the general population. This paper disagrees with Oak’s opinion that media has served as a boon to humanity in his extensive and definitive discussion of the positive effects of the media. While agreeing that a certain amount of exposure to media is necessary for the masses to introduce themselves to the outside world, the paper emphasizes the fact that media is harmful to people’s well-being. Oak believes that media has greatly benefited humanity. He argues that it has exposed people to the world, allowing different people to exchange their views on various subjects and social issues, resulting into a global knowledge sharing; it provides a platform though which people voice their opinions on all kinds of social and political issues in addition to allowing information sharing. He adds that the media has eased communication and that technological development has provided a platform that has enabled people to present themselves to the rest of the world. He argues that although overexposure to media has somewhat negatively affected the society, it is evidently a pleasure. He supports this by discussing various positive effects of the media. To start with, Oak argues that news broadcasted through different media increase people’s overall awareness/knowledge by providing them with information from throughout the world. News, telefilms and documentaries on social issues raise in children a social awareness developing their concern towards society. Oak also argues that newspapers not only update people with new information and

4 appeals ads analysis Essay Example | Topics and Well Written Essays - 750 words

4 appeals ads analysis - Essay Example The ad features a man licking on a woman's foot in a seductive fashion. There is a bottle of one of the varieties of Hugo's fragrances pictured. The advertisement reads, "Your Fragrance, Your Rules" (The Retiary Network, 2008, pg. 1). This advertisement is aimed at teenagers and young adults. It provokes an emotional response that, if you wear Hugo fragrances, this too can happen to you. Sex appeal was used in this advertisement to attract customers of reproductive age, as well as to make viewers feel like Hugo fragrances can bring them a mate. This advertisement is quite effective at triggering an emotional response utilizing sex appeal (The Retiary Network, 2008).The advertisement that was chosen for the fear appeal category is an anti-tobacco campaign advertisement. It features two photographs of a man: one where he appears healthy, normal, and having a good time and another where he appears swollen and very ill in a hospital bed dying of oral cancer. The advertisement reads, "The y fooled him. Don't let them fool you" and "With candy flavors and slick advertising, the smokeless tobacco industry has hooked over a million kids. Now they're trying to convince Congress to let them make misleading health claims about their products. Don't be fooled" (Tobacco Free Kids, 2008, pg. 1). This advertisement is directed towards both those who use tobacco in an attempt to get them to stop and towards those who do not to prevent them from ever starting in the first place. It is especially aimed at children and teens and those with voting power. The photographs are very effective at instilling shock and fear into a person and scaring him or her into avoiding tobacco. This advertisement was used to provoke the emotional response to think that, hey, that could happen to me, too and that the viewer should not use tobacco (Tobacco Free Kids, 2008). Humor The advertisement that was chosen for the humor appeal category is an M & M's advertisement. It features an M & M candy piece that is decorated to look like Burt Reynolds, who is grinning in a humorous fashion, dressed up like a cowboy, and leaning up against a truck. The whole idea of using humor here is to invoke the emotions associated with having a good time, laughing, and eating candy in order to convince viewers of all ages to go out and purchase M & M's candy. This particular advertisement was part of a campaign to get people to personalize their M & M's with their own messages. Through picturing a celebrity as an M & M, it provides a humorous character impersonation that is designed to get people of all ages-but especially adults-to take advantage of the offer to print their personalized messages on M & M's. Of the four advertisements that were chosen for this assignment, this one is probably the least effective at eliciting an emotional response, however (M&M's, 2008). Rational The advertisement that was chosen for the rational appeal category is a Hank's Beverages advertisement. The advertisement features a photograph of a sportscar and a beverage from Hank's and reads, "Only one of these is both rich and affordable. Genuine Hank's Beverages. A taste of the sweet life" (Allison Furkey, 2008, pg. 1). This advertisement was placed into the rational category because it invokes a sense of practicality. Everyone dreams of having that fancy sportscar, but here is a beverage everyone can actually afford. It also heightens the image of Hank's by portraying it as a fancy or

Organisational Strategy, Culture and Leadership

Organisational Strategy, Culture and Leadership Introduction Future challenges for business organisation will vary in so many ways compared to the past. Organisations in this 21st century are working on different ways of doing things to stay in the competition or beat it. In this fast moving and fluctuating economic environment, finding market opportunities and developing a competitive edge for any organisation is critical and it involves lots of executive time and effort. To ensure sustainable growth for any company, the leaders of any organisation should plan strategically and tactically to meet the needs and wants of the customer in the long run and increase the shareholder value. In this context, leadership in modern organisations is a challenge in this dynamic social and cultural environment. As Elkin(2007) describes, strategies for organisational wellbeing is their ability to understand what should be done today and tomorrow to live up to customer expectations and prosper in the long run. Jonson et al (2008) argue that historical and cultural perspectives of an organisation are vital to understand the opportunities and the threats in the business environment. So, it is clear that the culture of an organisation is the central thesis of organisational strategy and implementation. To ensure successful Strategy formulation, implementation and the evaluation/measurement, need right talent within the organisation. This is where leadership of the organisation comes handy. Giving employees a purpose, directing them willingly to it and creating a feeling of importance and ownership is very important to drive the organisation towards the super ordinate goal. Therefore, it is evident that leadership in an organisation is vital in organisational development and change to achieve strategic objectives. Strategic leadership is the ability to shape the organisations decisions and deliver high value overtime, not only personally but also inspiring and managing others in the organisation. Lynch R (2009: 9) Lynchs clearly state about delivering high value or increasing shareholder value, ensuring individual and team performance in a stressed atmosphere where the change is the name of the game plan. Therefore, the author of this paper attempts to understand the concepts of organisational strategy, leadership and culture and how each of these concepts and theories can be applied in a practical scenario. Specifically, the author attempts to understand and clarify how organisational culture influence leaders in forming and performing organisational strategies. Organisational Strategy Strategy is the direction and scope of an organisation over the long term, which achieves advantage in a changing environment through its configuration of resources and competences with the aim of fulfilling stakeholder expectations Johnson et al (2008: pg 3) In simple term literature describes strategy as a long term plan, a course of action to achieve competitive advantage, a path to get from where they are to where they want to be. Elkin (2007) describes strategy as a process of positioning an organisation in its environment to achieve and sustain competitive advantage profitably. Whereas, McGee et al (2005) in their chapter on the concept of strategy, discussing Chandlers (1963) definition on strategy concludes that it as the determination of basic long -term goal and objectives, and the action plan and the allocation of resources to achieve them. Mintzberg (1994) defines strategy as a set of interrelated decisions to achieve articulated results and Appelbaum (1991:pg.41) definition characterises strategy: As a coherent grouping of actions intended to gain distinct advantage over competition Why strategy To achieve business stability and growth in this competitive business environment, even a sole trade organisation cannot do things on an adhoc basis. The Pereto Principle (80 20 rule) applies to products, customers and markets as well. Therefore, the leaders should plan to invest in 20% value adding markets. This requires logical and creative thinking in place and some extra effort from leaders. According to Jonson et al (2008), Elkin (2007) and Juran (1994), to ensure sustainable growth and to enhance shareholder value, todays organisation should have a long term direction, and a course of action to bridge the competition. Companies who make occasional improvements at a pedestrian pace cannot possibly hope to keep up with their competitors; they need to set ambitious goals Juran (1994.pg 48) Saying this Juran (1994) further emphasises the need for set goals to keep up with their competitors. Lafley ( 2009), chairman Procter & Gamble (P & G) says that they are purpose driven and values and principle led, he further state that is why they could navigate through two world wars, regional, local wars, periodic panics and recessions. Having formulated five main strategies (Product, Operations, social responsibility, employees, stakeholders www.pg.com) for P&G, they emphasis the need for a long term direction for survival and sustainable growth and is a living example for a strategy driven organisation. Basic Dynamics of Strategy Every organisation has to manage its strategies in main three areas; The organisations internal resources; The external environment within which the organisation operates; The organisations ability to add value to what it does. Lynch R ( 2009:52) And further, he describes five key elements of strategy which are needed for value addition and create the competitive edge over competitors; those are sustainability, process, competitive advantage, the exploitation of linkages between the organisation and the environment, vision. McGee et al (2005) introduces main three factors that control organisational plans, decisions and actions. In his model of basic dynamics in strategy, he explains that goals are derived considering external environment [PESTEL, Five forces Model (Porter, 1980)] and resources that an organisation has. Strategy formulation, execution and evaluation are highly integrated with organisations external and internal environments. Johnson et al (2008) also takes kind of similar approach and believes them as basic dynamic of organisational strategy. Leadership Leadership is fundamental aspect of strategic management and paramount in strategy implementation Sherman .et al (2007:pg.167) Leadership is the ability to influence, motivate individuals and teams to get the contribution towards organisational strategy willingly. (House et al, 1997; Blanchard, 2007). These are the qualities that Nelson Mandela got even after being in the jail for 28 years (www.anc.org.za, New York Times, 1990), Mother Theresa was another example with a great passion to motivate and persuade people for the end state (nobelprice.org). Hughes and Beatty (2005) state that individuals and teams become strategic as they think, act, influence towards sustainable competitive advantage and he further emphasis that Strategic thinking, Strategic acting and strategic influencing are key skills for a leader. As an example, Martin Luther Kings I have a Dream changed the Americas direction as a country in terms of culture, strategy as well as leadership. It is his acumen as a leader, ability to shape decisions to deliver high value which created this atmosphere (Lynch, 2009). When looking at great leaders in the past and the future, it is clear that the self belief, confidence, courage, integrity and being yourself, with skills (Goffee and Jones, 2000) have guaranteed the sustainability as a nation or any formal or informal organisation. Why leadership In most of the organisations in todays business context, interest of employees and employers are not aligned. As success highly depends on human capital readiness, it is leaders responsibility and the ability to get the right commitment from all in the ship. Doz and Thanheiser (2000) say that Inventing a creative recipe and cooking a perfect dish still require much talent from leaders. So, it is leaders responsibility to formulate strategy and create a strategic intent to drive the organisation for results. In any organisation existing structure is very important for employees as they are comfortable with the existing power bases, rewards and recognitions as well as the job security. Appelbaum (1991) emphasises that success of any strategic change is highly depend on the key people. So, adjusting the roles, responsibilities and accountabilities would be the challenge and leaders have to apply different types of leadership styles depending on employees educational, cultural, religious and social background as well as the organisational values and beliefs. Leadership Styles Leadership literature emphasises that there is no single effective style of leadership (Goffee and Jones, 2000; Gill, 2001; Higgs and Rowland, 2003). But Sherman et al (2007) points out that transformational leadership has been successful in getting the work done willingly while giving people a sense ownership. He further states that transformational leaders are change agents and cheer leaders in organisations. Sherman continues saying that transactional leaders enhance organisational performance by providing support and guidance to accomplish specific tasks or functions. Yukl (2006) calls transformational leadership as relationship oriented and transactional as task oriented where he points out that the appropriate mix of both depending on circumstances as situational leadership. Servant leadership takes place when leaders assume the position of servant in their relationship says Russell Stone (2002). Autocratic route is rarely an acceptable option even in sole trader organisations , Nolan et al (2007). It is very clear that different authors argue in various ways and has come up with a range of suggestions for leading styles. For example, Jack Welch approach to turn around GE is a prime example of varying leadership styles depending on the situation and the long existed organisational and the social climate. At the initial stage as a senior leader, he creates a vision and strategy to re-organise and drive GE towards success where he had to dismiss people, sell under performing units etc. During this time, he uses his positional power and authority and acted as an autocratic leader most of the time as a result he was nick named as Neutron Jack. Once he made GE lean and a flexible organisation without boundaries his approach was more democratic. Fujio Mitarai at Canon is also renowned for taking a similar kind of approach where as Paul Kennedy a fictional HBR leader is renowned as a soft negotiator who is not willing to push for best deal, critics called him as a Laissez -faire leader. But nobody justifies his approach was wrong and is totally Laissez-faire approach (Strategic Direction, 2006) as Laissez-f aire style is associated with dissatisfaction, unproductiveness and ineffectiveness. Though Jack Welch was earlier called as a neutron, later he was recognised as a transformational leader who turns around GE as the most recognised and valuable organisation in the world. He proved that the right mix with all styles drives organisation towards success. Goffee and Jones (2000) state that being your self, with skills is important as a leader, so it is clear that successful leaders represent this argument introducing their own way of doing things. Prime example is Finnish mobile manufacturer Nokia, Jorma Ollila, who is a silent CEO but with high-performance. It is believed that he take servant to transformational style as and when required. Organisational Culture Deshpande and Webster (1989), define culture as a set of tacitly understood rules and procedures which guide employees behaviours depending on the situation where as Williams at el. (1993) describes it as common and stable beliefs, values and attitudes . Schein (2004) and Johnson et al (2008) share their view stating culture as a shared basic assumptions that has worked well in the past, so they are forced to think and feel same when it comes to same kind of situations and Johnson put this into his words; Organisational culture is the basic assumptions and belief that are shared by members of an organisation that operate unconsciously and define in basic taken for grated fashion an organisations view of it and its environment. (Johnson et al, 2008: pg 189) Therefore, in general culture can be defined as norms, values and belief or assumptions people in an organisation shares commonly and be guided by. For example, Fujio cho, the president Toyota says that their business practices are based on core principles created values, beliefs and business methods and he further states those have become competitive edge over the years. So, for Toyota, culture is more important and they drive organisation benefiting from their strong homogeneous culture (Liker, 2004) Johnson, et al (2008) emphasis that individuals are surrounded by four different cultures, namely national/regional, organisational field, organisational and functional/divisional and he further states that the importance of understanding all four frames of culture in order to be successful in the business environment. McDonalds approach to enter and operate in India is a prime example for this. McDonalds menus in India do not contain pork or beef. Vegetarian and non vegetarian food products are kept separate throughout the sourcing, supply chain, cooking and serving process, (cordthinking.wordpress.com). They have been successful in achieving their strategic objectives with the thorough understanding the all forms of cultures that Jonson explains. Burt et al (1994) and Burt (2000), say that in some sectors corporate culture does not have say on performance but in others culture play a pivotal role in creating completive edge. Toyota, PG are prime example for organisations which take edge from their strong cultures. He continues stating that understanding cultures contingent value is important as it says when and when not to consider about culture in strategy formulation and leadership. Composition of culture Literature describes culture is a composite of values, belief, behaviours and norms which has been existence and accepted for a certain period of time (Schein, 2004; Liker, 2004; Burt, 2000). Where as Johnson, et al (2008) points out that paradigm is the base for culture and he explain in his below model that behaviours, belief and values are guided by this paradigm. Types of cultures Sherman et al (2007) introduces three different types cultures in organisations; Homogenous characterised by consistency, consider organisation as one and they react to changes as a unit. Toyotas culture is prime example for it as all employees values, behaviours and belief are guided by the culture. Differentiated there are majority and minority subculture but the majority runs the organisation. Fragmented small units maintain their unique cultural identities; a subculture will dominate only due to organizational necessity. It is not clear that which culture runs the firm. Trade unions and other formal and informal groups also have a say and influence on organisational decisions. Royal Mail trade union dispute and current organisational issue have been created through these cultural norms as they do not have a strong organisational consensus. Strategy, Culture and Leadership Schein E.H (2004) sees culture and leadership as two sides of same coin and he further says that leaders first create cultures and then groups and organisations. The culture often determines the degree of co-operation and commitment among the staff as well as the organisations strength of purpose and the CEO is usually responsible for setting this tone Appelbaum (1991:pg.50) Therefore, strength of organisational purpose, employee commitment and co -operation are highly depending on organisational culture. As Appelbaum (1991) says, leader is the creator of it. To achieve sound business performance while exploring unprecedented business opportunities with highest risk ever, business managers plan strategically. PGs connect develop, GEs work out are transformational strategies from which they turn around their organisations. According to Appelbaum (1991), Leaders can ignore the culture, fit culture to strategy or fit the strategy to culture compromising performance. In GEs and PGs case, strategic leaders were not ready to compromise on results they really cared about value addition in terms of customers, shareholders and for the society as whole. For example PGs A.G. Lafley has created a homogeneous culture which supports their strategy. Understanding the importance of culture for organisational well being he as the leader lives with it talks it all the ti me, in almost all reports such as sustainability, annual reports etc makes sure that they communicate their values, beliefs and the organisational purpose to all stakeholders and in that leadership creates the culture which supports to organisations end state. Schein (2004) says understanding culture is desirable for all but is a must for leaders. So, it is evident that Welch and Lafley live with this argument when driven their organisations to greatest states ever. The Work-Out in essence turned the company upside down says Welch so that the workers told the bosses what to do. That forever changed the way people behaved at the company (www.1000ventures.com). Formulating sound organisational strategy, giving sense of ownership and creating the right cultural environment have been the key to winning leaders success at GE. In contrast to GE and PG, Toyota takes a different approach as they have a strong culture in built to the organisation. They train their leaders from inception to live with their values, and belief and to get the commitment from shop flow level to the board for their culture driven strategy. (Like, 2004; Appelbaum ,1991) further talks about the need of a right mix stating leadership is responsible for creating comprehensive aspirations and goals for all emphasising the need to blend aspirations with values to get the commitment to the organisational strategy. Sherma.et al (2007) emphasises that creating the right culture to support strategy does not guarantee performance. According to him it is all about creating an organisational profile which consists of organisational culture, competitive method, market approach, leadership style and the structure. Jack Welch at GE has taken this into consideration creating different profiles at different stages of the strategy execution at GE changing his styles of leading from Autocratic, transformational to servant changing organisational structure from hierarchical to a more flexible boundary less organisation. Practitioners argue that organizations can have sound strategies in place and well documented policies and procedures. But the success relies on how competent an organisation is to implement it. Many strategies fail due to poor implementation Mcdonald (1998.pg 458) It is highly recognised that managing the knowledge workforce in this 21st century is critical and retention is a challenge with the unprecedented opportunities around. As McGee et al (2005) state in his basic dynamic of strategy it is very important to know what we have within (human capital, competencies, and other resources). In this context social and emotional intelligence of leaders come into handy. GE Welch accepts that this aspect of his leadership has been poor though he has been successful. Therefore, it is still in debate what leadership style is best suit for organisational success and what strategy is best or how culture should be changed to support organisational strategy. But it is very clear, if a leader does not want to compromise on where they want to be, the organisations should formulate strategy and demand a cultural change. This is all about taking the challenge to deliver results. From formulation of strategy, implementation and to measurement of success leadership of any organisation pay a pivotal role. Any organisation capable of placing drivers in the right seats will ensure organisational success in the long run as those drivers are capable of creating the right profile for the organisation creating the right balance among leadership, culture and strategy. Conclusion Energy stems from a genuine belief from both leadership and self and focus, innovation and growth derived from organisational strategy, (Kipp, 2005). To ensure sustainable growth in this fast moving unpredictable business environment, it is vital to have these all elements in place. But the success depends on how competent the organisation in implementing their well defined plans (McDonald, 1998). In this context, organisational culture can act as a barrier or as a strong favourable factor for positive organisational changes. According to Drago (1996), culture can be used to focus on resources and activities for the set direction as IBMs cultural emphasis is exceptional customer service, which organisation as a whole are driven and lived with. Therefore, it is pivotal for any leader to have a cultural awareness in formulation, exaction and evaluation of strategy process for any organisation irrespective of their purpose of existence. Ultimately it is leaders ability to strike the right balance between Strategy, leadership and culture to realise organisational vision ethically, Kaplan and Norton (2001). 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