Teaching Life Skills in the Classroom

Life skills  are the skills that children need to be eventually become successful and productive parts of their society. They are the kinds of interpersonal skills that allow them to develop meaningful relationships, as well as more reflective skills that allow them to see their actions and responses critically and become happier adults. For a long time, this kind of skills training was the province of the home or church. But with more and more children — typical as well as special needs learners —showing life skills deficits, its become more and more a part of school curriculum. The goal is for students to achieve transition: going from children in school to young adults in the world. Life Skills Vs. Employment Skills Politicians and administrators often beat the drum for teaching life skills as a pathway to employment. And its true: Learning how to dress for an interview, answer questions appropriately and be part of a team are useful for professional careers. But life skills can be more general — and fundamental — than that.   Heres a list of crucial life skills and suggestions for implementing them in the classroom: Personal Accountability Teach personal responsibility or accountability by setting up a clear framework for students work. They should know to complete learning tasks on time, hand in assigned work and to use a calendar or agenda for school and home assignments and longer-term projects.   Routines In the classroom, routines include class rules such as: follow directions, raise your hand before speaking, remain on task without wandering, work independently, and cooperate by following the rules. Interactions Skills to be addressed through a lesson plan include: listening to others in large and small groups, knowing how to take turns, contributing appropriately, sharing, and being polite and respectful during all group and classroom activities. At Recess Life skills dont stop during lesson time. At recess, crucial skills can be taught, such as sharing equipment and sports items (balls, jump ropes etc.), understanding the importance of teamwork, avoiding arguments, accepting sports rules, and participating responsibly. Respecting Property Students need to be able to care appropriately for both school and personal property. This includes keeping desks tidy; returning materials to their proper storage locations; putting away coats, shoes, hats etc. and keeping all personal items organized and accessible. While all students benefit from life skills curriculums, it is especially helpful for special needs children. Those with severe learning disabilities, autistic tendencies, or developmental disorders only benefit from day-to-day responsibility. They need strategies in place to help them learn the essential life skills. This list will help you set up tracking systems and work with students to enhance those necessary skills. Eventually, self-tracking or monitoring can be achieved. You may want to devise a tracking sheet for specific areas to keep the student focused and on target.

Desert Precipitation, Plant, and Animal Life

Deserts, also known as arid lands, are regions that receive less than 10 inches of precipitation a year and have little vegetation. Deserts occupy about one-fifth of the land on Earth and appear on every continent. Little Precipitation The little precipitation and rain that falls in deserts is usually erratic and varies from year to year. While a desert might have an annual average of five inches of precipitation, that precipitation may come in the form of three inches one year, none the next, 15 inches the third, and two inches the fourth. Thus, in arid environments, the annual average tells little about actual rainfall. What does matter is that deserts receive less precipitation than their potential evapotranspiration (evaporation from the soil and plants plus transpiration from plants equals evapotranspiration, abbreviated as ET). This means that deserts do not receive enough precipitation to overcome the amount evaporated, so no pools of water can form. benedek / Getty Images Plant and Animal Life With little rainfall, few plants grow in desert locations. When plants do grow, they are usually spaced far apart and are quite sparse. Without vegetation, deserts are highly prone to erosion since there are no plants to hold down the soil. Despite the lack of water, a number of animals call deserts home. These animals have adapted to not only survive, but to flourish, in harsh desert environments. Lizards, tortoises, rattlesnakes, roadrunners, vultures, and, of course, camels all live in deserts. Flooding in a Desert It doesnt rain often in a desert, but when it does, the rain is often intense. Since the ground is often impermeable (meaning that water isnt absorbed into the ground easily), the water runs quickly right into streams that only exist during rainfalls. The swift water of these ephemeral streams are responsible for most of the erosion that takes place in the desert. Desert rain often never makes it to the ocean, the streams usually end in lakes that dry up or the streams themselves just dry up. For instance, almost all of the rain that falls in Nevada never makes it to a perennial river or to the ocean. Permanent streams in the desert are usually the result of exotic water, meaning that the water in the streams comes from outside of the desert. For example, the Nile River flows through a desert but the rivers source in high in the mountains of Central Africa. Where Is the Worlds Largest Desert? The worlds largest desert is actually the very cold continent of Antarctica. It is the worlds driest place, receiving less than two inches of precipitation annually. Antarctica is 5.5 million square miles (14,245,000 square kilometers) in area. Outside of polar regions, Northern Africas Sahara Desert is the worlds largest desert at more than 3.5 million square miles (nine million square kilometers), which is slightly smaller than the size of the United States, the worlds fourth largest country. The Sahara stretches from Mauritania to Egypt and Sudan. What Is the Worlds Hottest Temperature? The worlds highest temperature was recorded in the Sahara Desert (136 degrees F or 58 degrees C at Azizia, Libya on September 13, 1922). Why Is a Desert so Cold at Night? The very dry air of the desert holds little moisture and thus holds little heat; thus, as soon as the sun sets, the desert cools considerably. Clear, cloudless skies also help to quickly release heat at night. Most deserts have very low temperatures at night. Desertification In the 1970s, the Sahel strip that stretches along the southern fringe of the Sahara Desert in Africa experienced a devastating drought, causing land that was formerly used for grazing to turn to desert in a process known as desertification. Approximately one-quarter of the land on Earth is threatened by desertification. The United Nations held a conference to begin discussing desertification in 1977. These discussions eventually resulted in the establishment of the United Nations Convention to Combat Desertification, an international treaty established in 1996 to combat desertification.

Organ Transplant of Infants With Anencephaly Arguments...

Organ Transplant of Infants with Anencephaly: Anencephaly is described as neural tube defect that has severe limits on the lifespan of affected infants. The condition is likely to contribute to the failure of the neural tissue to an extent that it can completely close at the cephalic end of the neural system. This medical condition in infants tends to occur between the third and fourth week of a womans pregnancy resulting in the absence of the cerebral cortex though the brain stem remains intact. While the brain stem manages autonomic functions like blood pressure and heart rate, the cerebral cortex is in charge of functions like purposeful actions, memories, consciousness, and emotions. Infants with these conditions who are born alive tend to have a basic brain stem that can support reflex action like breathing as well as certain reactions to touch or sound. There are several arguments that have been raised regarding the use organs of anencephalic infants who are born alive to save the lives of other newborns. These arguments have emerged because of the consideration that infants with anencephaly are not persons. Arguments on the Use of Organs of Anencephalic Infants: According to the current medical ethics and state laws, human organs cannot be removed and used for transplant purposes until the donor is legally dead (Koukl, par, 2). The main reason for this logic is to prevent abuses even though every rule or rationale has certain exceptions. Anencephalic newbornsShow MoreRelatedIs Anencephaly A Congenital Neurological Disorder?1009 Words   |  5 PagesAnencephaly is a congenital neurological disorder characterized by absence of the cerebrum and cerebellum, as well as the top of the skull, resulting in exposure of the brain stem. Even though the brain stem is exposed this does not mean that the babies brain or head is completely missing. This is considered one of the more serious birth defects that a baby can have because they baby will never have the brain power to grow and become an adult. Many of these babies are exposed to various infectionsRead MoreEssay on Xenotransplantation3333 Wo rds   |  14 Pagesfaced with a growing list of patients awaiting transplants for organs that have failed, but there are not enough donors to meet these needs. Countries all over the world have a â€Å"human organ shortage† and the waiting lists for organ transplants only seem to grow longer (Melo 427). In the United States 62,000 patients needed a kidney, liver, or pancreatic transplant in the year 2001. Xenotransplantation, which refers to the transplantation of organs, cells, or tissues from animal species into humanRead MoreHuman Stem Cell Research : Ethical Dilemmas With The Utility Of Embryonic Stem Cells1879 Words   |  8 Pagesenvironmental conditions. However, the potential of an embryo is not limited to environmental conditions. An IVF embryo still has full potential if it is placed in the uterus of a mother. One can draw the conclusion that an embryo has full potential if we support the embryo in its development. In the case where an embryo’s developme nt is affected by external conditions, the mother may choose to have the embryo flushed out and placed in a surrogate mother, or attempt to somehow have the embryo develop insideRead More The Shift in Abortion Policy in the 1800s Essay5421 Words   |  22 Pagesby Horatio Storer in the late 1850s, used a campaign against abortion to establish the regular doctors as superior to the irregulars. If they could convince the public that abortion was wrong, they would be on a moral and ethical high ground. Support for Anti-abortion Campaign from the Media and Comstock The media, especially the New York Times, supported the anti-abortion campaign. Nativism played out in the medias portrayal of abortion doctors as immigrants, especially German Jews (Beisel

Functional areas in Tesco and Oxfam - 1531 Words

Functional areas in Tesco and Oxfam 1. Introduction In this report I am going to compare functional areas of two contrasting organisations Tesco and Oxfam. Tesco is aiming at achieving profit, investing and offerring services and products to customers.Oxfam is a non-profit organisation, helping people in crisis. Tesco is a British multinational grocery and general merchandise retailer, it has stores in 14 countries across Asia, Europe and North America and is the grocery market leader in UK, where it has a market share of around 30%. Oxfam is an international confederation of 17 organisations working in 90 countries worldwide to find solutions to poverty and related injustice around the world. It helps to provide training, education and†¦show more content†¦Executive Director Winnie Byanyima appointed in May 2013) provides strategic guidance, support, expertise and coordination across the global organisation. Through its 17 affiliates , oxfam works with people in over 90 countries to provide humanitarian relief in crisis, empower poor and marginalised people to gain social and economicShow MoreRelatedType of Organisational Structure and Purpose of Tesco and Oxfam2050 Words   |  9 PagesYear 12 Business P3 Unit 1 – The Business Environment Tesco and Oxfam are both huge global businesses who both sell products to the general public however are organised completely different. In this leaflet I will compare and contrast organisational structures of both companies. Type of organisational structure and purpose of Tesco and Oxfam Part A Tesco organisational structure is hierarchical. A hierarchical structure has many levels. Each level is controlled by one person. Hierarchical companiesRead MoreP1 P1 – Describe How Marketing Techniques Are Used to Market Products in Two Organisations.1571 Words   |  7 Pagesbusiness that would do this is Walkers. 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The underlying principle for the strategy is to expand the range of business to allow them to deliver strong sustainable long-term growth by following the customers into large expanding markets such as financial services, non-food andRead MoreBusiness Report on Boots Plc7804 Words   |  32 Pagesand trade and carry out a business using someone else s idea in a different area. The person taking out the franchise puts down an amount of money as capital and is then issued with equipment by the franchising company. The business selling the franchise is called the franchisor and the person paying for the franchise is called the franchisee. The franchisee would usually have the sole right to operate in a particular area. 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God Is Good And Evil - 1451 Words

The naturally good world has been corrupted by evil, and a God is going to restore it to its nature. Apparently, the restoration is indeed obvious. It is shown through the everlasting teachings of kindness, harmony, and peace. Men are smart, but they are selfish and ignorant, making them unable to invent such moral teachings. Hence, those teachings, or Laws, are derived from an another source—God—who is perfectly selfless. Indeed, Christianity is sensical, for there are evidences that God is making changes in humanity. If there is a God, then who God is, by the way? Those who believe in God have always questioned the Supreme Being in whom they believed day by day. Eventually, they start to make the answers to their curiosity. The first†¦show more content†¦Similarly, all of the innocent Jews would be executed cruelly as Hitler treated them as if they had been devils. Or in a more Biblical context, had everyone agreed with the Romans’ perspectives that Ch ristians were evil, Christianity would not have existed. To this point, the Pantheists could argue that Vengeance should not be done because there is a God, who is beyond Good and Evil, tells human not to do so. If God was beyond Good and Evil, how would he decide which actions are good and bad. As he was neither Good nor Evil, he could judge any action was moral or immoral. For instance, he could say forgiveness is Good. At the same time, he could also declare Killing is good, for goodness and badness did not simply exist in him. If God was this way, no one would choose to follow him. In contrast, a Good God creates a Moral Law, which commands people to forgive and not to kill. Universally, everyone knows that killing is bad, and forgiveness is good, but why it is so? Killing is bad because such action goes against the direction of the Moral Law. 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Cross Culture Management of China and Brazil †Sample Assignment

Question: Describe about the Cross Culture Management of China and Brazil? Answer: 1.Introduction As the assignment is part of the continuous project of the previous work which was related to the culture differences between two China and Brazil. Here the discussion would be organisational culture and managerial culture between the above two nations (Chen et al. 2005). The work culture of these two is nations are poles apart and their managerial function is very much different from the other. The study will focus on the cross culture differences within their working environment. Apart from that, the study will also give importance to the managerial abilities and designations hierarchy process between the nations. 2.Organisationla culture of China and Brazil China As china is known for the socialist economy, employees and workers respect a strong leader. Orgnisationla culture of the China is traditional and are like family sorts where the boss is being patriarch of the company (Gudykunst, 2003). Employees within the organizational are looking up to their leaders and obeying the leaders of the company. Employees and workers are very much are keen to know who is doing what and each of their personal responsibility must be clear along with exact hierarchy structure within the company. The owner of the company is been very much responsible and accountable for the major decision making (M.H, 2007). Apart from that, the companies their generally are giving promotions and higher designations as per the seniority basis. With ages comes seniority within the existing working place and there is certain level of formality within the working environment. The group is very much important than the individual in china. A person is part of the number of societal groups, work family and school , community is basic assumption of the Chinese culture (Samovar et al. 2008). Within each of the group, He/She has number of obligations and expect the certain behaviours from them. The Chinese mythology and culture give importance to the e employees their extended family and describes the every single member importance within their working extended family (Sitaram et al. 1998). However, after the Globalization, the modern Chinese work environment is very much planned and develop around hierarchy. Only few executives and get the private or the separate offices places. Some of the major Real estate and fast food chain organization are using the American style of panel system within the working environment (Adair, 2010). One of the major reason for the real estate is following the American style of Organizational culture because real estate in the major cities are expensive , the size of individual work stations is small which is 5 by 5. Organisational Structure Total ($) Population 1338,612,968 Labour force 0-14years =20% 15-64 years =72% Above 65 years =8% Occupation Agriculture :40% Industry= 27% Services=33% Working population age Total 34 years Male: 34 yrs Female : 35 yrs GDP purchasing power 8.76 trillion GDP per capita 6500 Primary lanugae Chinese , mandarin, Cantonese, Wu, Minbel Xiang etc Internet users (2010) 298 million Cell phone users (2010) 634 million Table 1: Organisational Structure of China (Source: Bass, 2010, pp-123) Brazil Brazil work culture is very much friendly; open a one that easily accommodates many ethnicities. Designations and the hierarchy reflect the importance of the members in the business situations even though work is being carried out laterally more oftenly (Allen, 2009). Communication and conversations can be heated with the arguments and disagreements along with interruptions which are very much normal organizations cultural of Brazil. The work place in Brazil is frequently changing with the changing times. New companies like McDonalds and Banco Santander in Brazil are basically using lower height walls to promote the interactions and increase everyone access to give their feedback on the bigger decision makings (Barrett and Mayson, 2008). The general office life in Brazil remains hierarchical. Employees are communicating with their supervisors may be depend upon their educations level and as well as an employees level of security within its current designations. The government of the Brazil has made the working hours from 9am to 6pm (Bass, 2010). This can be adjusted with mutual adjustment between the workers and the owners. However, although Brazil has labour 95.21 million workforce but the brazilin companies are very much conceal about the attractions and retentions of the employees. Technology use is very much modern and stylish in new Brazilian offices. The Brazilian companies are basically judging the employees on their individual performance rather than team performance (Hunter, 2008). The individual intelligence is one of the key successes for the organization in the Brazil rather than team. Organisational Structure Total ($) Population 196,739,269 Labour force 0-14years =27% 15-64 years =67% Above 65 years =6% Occupation Agriculture :7% Industry= 26% Services=68% Working population age Total 29 years Male: 28 yrs Female : 39 yrs GDP purchasing power 2.024 trillion GDP per capita 10,200 Primary language Majorly Portuguese then Spanish, German, Italian , Japanese and English Internet users (2010) 65 million Cell phone users (2010) 151 million Table 2: Organisational Structure of Brazil (Source: Hao et al. 2012) 3. Managerial process of China and Brazil China The managerial cultures within the Chinese organization are based on the respect and follow the instruction in order to maintain the culture, trust and decorum within the workplace (Losey et.al, 2007). Questions about age, marital status and salary are some of the normal parts of exercises in order to getting know each other. A typical work station for the size of the individual work stations is very much small which 5 by 5 cubical surface is. The privacy within the Chinese workstation is very much less. This suggests that whatever the working labour are doing needed to be transparent in their process (Hunter, 2008). Depending upon the level of supervisors and the first level managers of the company gets same level of work stations as the people that report to them and will be get acquainted with each very well in future. For instance, Bank of China and Exim Bank of China employee move up to the hierarchy they will get slightly larger personal spaces with additional privacy and stora ge options (Bass, 2010). However, most of the companies do not maintain cubical form of work stations rather they develop benching system within their work stations. Benching increases the density and also offers lower real estate costs. Its linear set up also allows for easier cabling (Gong and Wang, 2009). In addition to that, Chinese companies treat their employees as their family and the decision made is in the superior level. While making the decisions no feedback is taken from the employees because owners feel they dont have enough experience in their field (Liu and Jiang, 2015). Figure 1: Sample of Chinese managerial structure (Source:(Malik, 2012, pp-19) The communication process used by the Chinese companies are own way communications. Apart from that group is more importance than the individuals in compare to the Brazil where the individual owners are created in order to create great leaders (Meira, 2014). Brazil Brazil managerial structure is very much modern and is based on two way communications. Brazilian companies will tend to be organised along with hierarchical lines with information flowing in a very much structured way (Parra et al. 2012). Most of key decision is made by the managerial level and higher along with feedback from the several board members and the mangers. Relationship are given key importance in this Latin culture, the owners/CEO and subordinates works hard to foster relationship based on the trust and respect for the personal dignity. Managers of the companies needed to be discussed their decision making to their subordinates in order take their feedback system (Tong, 2002). Country is very much fall under participative leadership style. The subordinates and the permanent employees can argue or the give their feedback which could be different from the decision has been made by the superior. Figure 2: Brazilian existing managerial structure (Source: Wallace, 2014, pp-200) Managers of the company shared their view for few hours together with the managers of separate departments before allotting the work to the respective departments. Office standardization and employee benefits are the two major agenda for the global organizations which may helps to develop standards which have used in other nations (Wang and Li, 2013). Brazilian companies are very much aware of the competitive global business environment. Therefore some of the companies Banco Santander are keeping the cross culture training in order maintain the attitude of the exiting employee towards the other nationality employees same. Brazilin companies hires the international top ten management graduates in order to secure a position on the great places to work and best companies to work for (Zhou, 2005). This is major tool used by the companies to recruit and retain the employees. The above the organizational structure shows that, managers of the companies are very much separated as per the dep artment and modern. 4.Theories on Cross culture management Cross culture management theories will help to shed light on the certain parameters which will helps to gain and assess the parameters to measures the organizational tool. Adler Cross culture tool Adler has developed the first holistic theory of personality, psychopathology and psychotherapy that was ultimately connected to the humanistic philosophy of living. The Adler theories explain that when the employees feel encourages, they feel capable and appreciated and are generally acted in a connected and cooperative way (Kim, 2008). When the employees are discouraged felt to unhealthy to act and compete to withdraw or giving up. Adlerian theory and practice have proven especially productive as applied to growth and development of children. Adlerians theories states that, in order to maintain peace and harmony within the company , cross culture psychology to focus on the people efforts are to be made in order to reduce the inferiority among the different culture employees (Adler et al. 2001). Adlerian theory is based on the certain philosophies such as: Unity of individuals: Some of the major psychotherapy like thinking, feeling and emotions and behvaiour can only be understood as subordinate to the individuals style of life or consistent pattern of dealing with life (Gardner and Cogliser, 2009). The individuals or organizational structure is not internally divided within the battle ground of conflicts forces. Each of them poses certain points in the same directions. Goal orientations: The goal orientations shows that, there is one central personality dynamics which helps the cross culture employees to derive growth and forward movement of life itself (Adler et al. 2001). It helps to shape up the future orientation by striving towards goals of significance, superiority and the success. Self determinations and Uniqueness: With the help of real goals and objectives the bring out the creative power of individuals and is consequently unique. Usually, individuals are not fully aware of their goals (Kellett et al. 2002). With the help of leaders instructions, coping patterns and previous memories the employees tries to infer the goals as their working hypothesis. The feeling of community: Each human being has the capacity for learning to live in harmony within their working stations. Within the working station, each people are needed to communicate and be friends show that working structure become more productive and help to benefit in achieving the larger goals (Kim and Brymer, 2011). Autocratic leadership style As noted by Mulnix (2013), autocratic leadership form of style is very much result oriented and the entire decision making is done by the senior member of the organization in order to maintain the peace and harmony within the organizational culture. China strictly follows the Autocratic form of leadership with their organizational structure. Autocratic leadership can be very much beneficial in managing the conflicts and the working as per the owner will (Bel, 2010). In order to fulfill the deadline, decorum and strong leadership, autocratic form of leadership is required. Most of the manufacturing companies in China are running the autocratic form of leadership. As china is known as the production nations worldwide , it has been found that, autocratic form of leadership shows that , company is able to manage and control the diversify work culture within the organizations. However, autocratic form of leadership is very much strict and is very much outdated for of leadership style (Changingminds.org, 2015). Too much of scrutiny and too much of inspection makes the life of the worker more miserable. Being an effective leaders means being very intentional about the when and how demand are made on team performance. Delegation of leadership style Here the decision making is based on the employees feedback and they have high willingness and high ability to approach things. Leaders should rely on delegating when the follower can do the job and is motivated to do it (Chen et al. 2007). Leaders here delegates the leadership within the subordinate in order to give them confidence and create sense of loyalty towards the organizations. This helps to reduce the organizational conflicts among the cross culture MNC. Brazil uses delegation of authority form of leadership that has made the country to grow more in recent times (Brown et al. 2008). However, delegation of authority increases the time of decision making which will hamper productivity and profitability of the company. There has been ample evidence which shows, delegation authority is modern approach and better than autocratic form of readership but it is very much beneficial in army and manufacturing industries (Bel, 2010). Followers of the delegation of authority needs less support and are been frequently been praised because of the individual performance. The delegation authority leadership falls in to the category of participative and transformational for of leadership which would help to increase the company productivity (Kim and Brymer, 2011). 5. Similarities between the organizational Culture and managerial culture of the Brazil and China Some of the major similarities between the two major nations within their organizational culture are given below : One of the major similarities is both of the nations are developing at the higher speed. Both of the nations organizational culture is different but the modern of office is based on 5 by 5 cubical form of stations (Kellett et al. 2002). Both of the nations have horizontal form of organization culture and structure. China and Brazil have very little difference in way of handling the stress management within their organizations via giving adequate training and development to their respective employees (Economywatch.com, 2015). Brazil and China are both have hierarchical form of structure which consist of manager and the owner along with sub departments (Old.caba.org, 2010). Both of the national people are very much looking for the job security rather than designations. Both of the nation are giving higher priority to the education and as per the specialization places the employees within the organization structure in order increase their productivity (Brown et al. 2008). Both of nation are very particular about the decision making. Both of nations are very much uses transactional form of leadership in manufacturing industries in to reduce the error within the manufacturing of goods and services (Kim, 2008). Since both of the nation are developing at rapid speed both of them should look to manage and control their form of organization which will helps to tackle reduce the managing the cross culture. Apart from the above, managing the relationship between employees is one of the most important parts of the managerial functions (Zhou, 2005). Relations and communication between the employees keeps via face to face or via socializing during training and development is general form of managing the relationship between the employees. 6. Difference between Managerial culture and organizational culture of Brazil and china There are various differences between the nations between their organisational culture and managerial culture such as : In Brazil major populations are into the service who is very much part of the decision making. Permanent employees and the managers can be get into the argued or heated communication which is general practice in Brazil (Wang and Li, 2013). However, In China , most of the decision making are made by the leaders which are eventually an owner of the company. Chinese people are very much used to following the steps of leaders. China follows the one way communication only to direct what to do and what no to do. This has led to decrease the periodicity of the labour and discourages the employees confidence (Tong, 2002). However, Brazil strictly follows the tow way communication within the organization culture which has increase the productivity bit also increased the conflicts. Brazil follows the participative form of leadership which to give the decision making power to the manager and the team leader whereas the Chinese follows the autocratic form of leadership style where the entire major decision making would be taken by the owner or the entrepreneur (Changingminds.org, 2015). China believes in group form of working style whereas the Brazil belies individual wonder. Most of the companies like Banco Stander and Acesita steel are using the individual intelligence in using to make the future leaders for the nations (Chen et al. 2007). Chinese organizational structure suggests that, employees are given their promotion as per their seniority basis within their organisations. However, Brazil managerial structure suggest that, promotion and designation is given on the basis of the employees intelligent and their performance (Economywatch.com, 2015). Priorities the cultural values for the Brazilian and Chinese Brazil Chinese Freedom Belonging Independence Group Harmony Self reliance Collectiveness Equality Age /seniority Individuals Group consensus Competitions Co-operations Efficiency Quality Time Patience Directness Indirectness Openness Adaptable Conclusion From the above study, it has been found that, both Brazil and China are growing nations are part of the BRIC nations. Both them ahs their different form of organizations culture as per the engage of labour forces which is largely is based on service sector for Brazil with 68% and china is major population in manufacturing and the agriculture. The work culture of China is very much based on the traditional style and also follows the autocratic form of leadership style. On other hand, Brazil is been using the participative form of leadership and are modern in a sense of leadership. Apart from that, both of the nations are keen in managing the relation between the employees stronger. Both nations have different approaches in terms of giving the promotions china gives the promotion on the basis of seniority basis whereas the Brazil gives the promotion on the basis of the performance of the employees. Reference List Books Chen, G.-M. ,and Starosta, W. J. (2005). Foundations of intercultural communication. Lanham, MD: UPA. Gudykunst, W. B. (Ed.). (2003). Cross-cultural and intercultural communication. Thousand Oaks, CA: Sage. Hofstede, G. (2001). Culture's consequences (2nd ed.). Thousand Oaks, CA: Sage. Kulich, S. J. , ed. , H. (2007). Intercultural perspectives on Chinese communication. Shanghai: Shanghai Foreign Language Education Press Samovar, L. A. , Porter, R. E. , and McDonald, E. R. (2008). Intercultural communication: A reader (12th ed.). Belmont, CA: Wadsworth. Sitaram, K. S. , ed. , Prosser, M. H. (Eds.). (1998). Civic discourse: Multiculturalism, cultural diversity, and global communication. Westport, CT: Ablex. Adair, J. (2010) Strategic Leadership: How to Think and Plan Strategically and Provide Direction. 5th ed. London: Kogan Page. Allen, D. (2009) Leadership and Teamwork Essays. 6th ed. London: McGraw-Hill Education. Barrett, R and Mayson, S. (2008) The founding fathers on leadership. 4th ed. London: McGra-Hill Higher Education. Bass, B. (2010) The Bass handbook of leadership: Theory, research, and managerial applications. New York, NY: Simon Schuster. Hunter, L., (2008). Games and Activities That Teach . 2nd ed. USA: South-Western Cengage Learning. Losey, M., et.al. (2007) The future of leadership management. 4th ed. London: McGra-Hill Higher Education. Losey, M., et.al., (2007). The future of leadership management. 7th ed. Bedford, London: Thomson Learning. Journals Gong, X. and Wang, X. (2009). Analysis of Industrial Organizational Structure of West China. IJBM, 3(1). Hao, Q., Kasper, H. and Muehlbacher, J. (2012). How does organizational structure influence performance through learning and innovation in Austria and China. Chinese Management Studies, 6(1), pp.36-52. Liu, G. and Jiang, C. (2015). Net-structure-based conditions to decide compatibility and weak compatibility for a class of inter-organizational workflow nets. Science China Information Sciences. Malik, T. (2012). Non exclusive attention structure for inter organizational knowledge flow and performance of the pharmaceutical firm. 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The effects of ethical leadership on manager job satisfaction, commitment, behavioral outcomes, and firm performance. International Journal of Hospitality Management, 30(4), 10201026. Mulnix, M. W. (2013) Small Business Entrepreneurship: Utilizing Open Systems Structure to Gain Global Market Share, Journal of Leadership and Organizational Effectiveness, 1(1), 3-49 Bel, R. (2010), Leadership and Innovation: Learning from the best, Global Business Organisational Excellence [online], 29, 2, pp.47-60 Brown, M. E., Trevio, L. K. and Harrison, D. A. (2008) Ethical leadership: A social learning perspective for construct development and testing. Organizational Behavior and Human Decision Processes, 97, 117-134. Chen, G., Kirkman, B. L., Kanfer, R., Allen, D., and Rosen, B. (2007) A multilevel study of leadership, empowerment, and performance in teams, Journal of Applied Psychology, 92: 331-346 Websites Changingminds.org, (2015). Hall's cultural factors. 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Project Management Purchase and Renovation

Question: Discuss about the Project Management for Purchase and Renovation. Answer: Introduction The identification and implementation of the different activities in the project are essential for integrating the project components in a holistic manner. Effective management while ensuring the budget and schedule of the undertaken project is essential for achieving the success of the project. This particular project deals with the renovation of a deteriorating three bedroom house. This particular project aims at evaluating the pricing and cost estimation processes followed in the undertaken project. Identification of cost elements The entire project cost is dependent on the various deliverables conducted throughout the project. The deliverable for the purchase and renovation of a deteriorating three bedroom house is further sub-divided into specific work packages and tasks. Kerzner, (2013) defined the cost elements as the particular resources required to complete the task. The identified cost elements for this particular project are: Materials Labor Total Replace 4 main carrying beams in basement and 12 floor Joyce's 1000 1000 2000 Install new footings as required by building codes 1000 1000 2000 Frame propose master bedroom above kitchen and dining area 4000 4000 8000 Roof framing as needed, flashing and window sill metal cover or repair rotted exterior 2500 2500 5000 Electrical for new master bedroom and kitchen expansion and upgrading smoke, outlets, switches, and light fixtures 3000 4000 7000 Install new master bathroom 2500 2500 5000 Install new HVAC system 4000 4000 8000 Insulate walls drywall and plaster and paint 4000 4000 8000 Expand kitchen and siding to match 1000 1500 2500 Install new construction windows, renovation of kitchen, install appliances (range, oven, fridge line, dishwasher) 9000 3000 12000 Install 1 slider and 2 exterior doors 1500 1200 2700 Drywall and plaster living and dining room walls only and paint 1250 1600 2850 Build new two-car garage per plans 6500 5000 11500 Build new wrap around deck to rear of house and repair front steps per plans 2500 2500 5000 Significance of project estimation and project pricing While undertaking the project for the purchase and renovation of a deteriorating house, the most significant aim of the project manager is to deliver the project within allocated time and resources (Rosemann, Brocke, 2015). Accurate estimation of the project cost assists the project manager in developing a robust project plan along with the work breakdown structure and schedule that needed to be followed in the project. Since the project was developed with the cooperation of different contractors; it was essentials for the project manager to develop the pricing. The pricing of the project is essential for determining the effective and robust business decision by the project sponsor. The development of the project pricing assists the project stakeholders to have a clear idea of the charge required for different product and services outsourced by the project manager. In this particular project, the project pricing has allowed the chief financial in providing an accurate budgeting of the project. Furthermore, the through the help of the pricing and cost estimation, the project manager can hire the contractors and employees according to the need of the project and provided financial resources (Khodakarami, Abdi, 2014). Pricing process, labor distribution, pricing out work, and the low bidder dilemma Pricing Process: Devaux, (2015) defined pricing as one of the dynamic and complex process related to the project management. The application of the project pricing in the renovation project has assisted the project manager in balancing the different stakeholders associated with the project. In the renovation of the three bedroom house project, the pricing process helps the project manager in determining the work-breakdown structure required for the project. Due to the unique nature of the renovation project, the pricing of the project included the contract cost of the different stakeholders, overhead profit, material cost, and legal document bidding. Labor Distribution: For the distributing the labor cost in the project, the project manager distributed the man-hour according to the lowest pricing element in the work breakdown structure in the project (Aliverdi, Naeni, Salehipour, 2013). In addition to that, the man-hours are distributed for the renovation in the time-phased events in the renovation project. The labor rate is estimated based on predicted salary of the 12 months work in the project. Apart from that, in various short duration tasks like expanding carrier beams and installing sliders in kitchen and bathroom, the labor cost is estimated depending on the effort provided to complete the task. Pricing Out Work: For the pricing out process in the renovation project, the project manager has scheduled the activities and WBS according to the lowest pricing units and performance required in the different activities of renovation (Yet et al., 2015). In the later part, the cost estimation of the project was rolled up for meeting the actual requirement of the renovation project. In addition to that, the potential impact of the different facilities like the renovation of the bedrooms, kitchens and house are analyzed on the basis of the equipment, money, and people available in the project. In addition to that, all the allocations of the resources are managed and monitored properly while conducting each task in the renovation project. While handling the final cost of the project, the chief financial manager approves the cost allocated to the each activity and resources in the project. Low Bidder Dilemma: According to Mir, and Pinnington, (2014), the low every project manager has to overcome the low bidder's dilemma while selecting the contractor for the project. For this particular renovation project, the project manager had to contract for site preparation, fencing and parking in the deteriorating three bedroom house. For overcome the low-bidding dilemma, the project manager should avoid price as the selecting criteria for the project (Wilson, 2015). In addition to that, while outsourcing the contractors, the project manager should access the competence of the contractors while accepting the bidders. Furthermore during conducting the renovation project, the project manager needs to evaluate the effectiveness of the contractors. Direct and Indirect Impact of the Cost elements over the project Estimation of the cost elements in the renovation project is considered as one of the critical tasks that determine the success and completion of the project (Hwang, Ng, 2013). The accurate estimation of the cost elements in the renovation project has the potential to successfully implement the integrated task in the project. In addition to that, the cost elements provide an overview of the total budget required for completely renovating the three bedroom house. The incorrect estimation of the cost elements along with the budget has the potential to hinder the progress of the project. If any cost element has been estimated with high cost than required, the project will become over budget. On the other hand, the low estimation of the cost of the element will lead the project to under budget and renovate will not be properly done. Khataie, and Bulgak, (2013) showed that if any significant element has been missed from the cost element estimation, the project will fail to meet the scope of the renovation project. Conclusion In this particular project, it has been found that the estimation of the accurate cost elements in the renovation of the three bedroom house is the significant driving force for successfully developing and conducting the project. The schedule ad WBS structure of the project is dependent on the correct estimation of the cost element. Correctly addressing the pricing out work and low bidder dilemma in the renovation project assist the project manager in conducting the project within allocated time and resources. References Aliverdi, R., Naeni, L. M., Salehipour, A. (2013). Monitoring project duration and cost in a construction project by applying statistical quality control charts. International Journal of Project Management, 31(3), 411-423. Devaux, S. A. (2015). Total project control: a practitioner's guide to managing projects as investments. Total project control: a practitioner's guide to managing projects as investments. Hwang, B. G., Ng, W. J. (2013). Project management knowledge and skills for green construction: Overcoming challenges. International Journal of Project Management, 31(2), 272-284. Kerzner, H. R. (2013). Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. Khataie, A. H., Bulgak, A. A. (2013). A cost of quality decision support model for lean manufacturing: activity-based costing application. International Journal of Quality Reliability Management, 30(7), 751-764. Khodakarami, V., Abdi, A. (2014). Project cost risk analysis: A Bayesian networks approach for modeling dependencies between cost items. International Journal of Project Management, 32(7), 1233-1245. Mir, F. A., Pinnington, A. H. (2014). Exploring the value of project management: linking project management performance and project success. International Journal of Project Management, 32(2), 202-217. Rosemann, M., vom Brocke, J. (2015). The six core elements of business process management. In Handbook on Business Process Management 1 (pp. 105-122). Springer Berlin Heidelberg. Wilson, R. (2015). Mastering Project Time Management, Cost Control, and Quality Management: Proven Methods for Controlling the Three Elements that Define Project Deliverables. FT Press. Yet, B., Constantinou, A. C., Fenton, N., Neil, M., Luedeling, E., Shepherd, K. (2015). Project Cost, Benefit and Risk Analysis using Bayesian Networks. Under review.