Organizational structures and cultures

Organizational structures and cultures Organizations are social arrangements for the controlled performance of collective goals. (Buchanan and Huczynski, 1991) The writer Chester Barnard (1938) used the example of a man trying to lift a stone which is too heavy for him. By getting together with another person, and combining their efforts, the man is able to move the stone. Organizational Structure:- Every organization to be effective must have an organizational structure. Organizational structure is the form of structure that determines the hierarchy and the reporting structure in the organization. Organizational structure shows information, flows from level to level within the company. It is also called organizational chart. Designing of Organizational Structure:- Work Specialization:- Work specialization is the key element of organizational structure and it refers to the degree to which tasks in the organization are subdivided in to separate jobs. In the work specialization the entire job is subdivided into different steps and each step have to complete separately by individual. For example: making of an automobile. Advantages of work specialization are that, employees skills can increases by doing one job again and again. It saves time and there is accuracy in production. It allows managers to supervise more employees. While the disadvantages are that, employees might get bored by doing same job again and again. Sometime if the person is on leave then no one can do his job, due to which absenteeism rises. Quality of work may suffer. Departmentalization:- Through departmentalization common tasks can be coordinated. In Departmentalization, work or individuals are grouped into manageable units. The primary forms of departmentalization are:- Functional Departmentalization Customer Departmentalization Geographical Departmentalization Product Departmentalization Process Departmentalization Chain of Command:- Chain of command is the formal line of authority, communication, and responsibility within an organization. According to classical organization theory the organizational chart allows one to visualize the lines of authority and communication within an organizational structure and ensures clear assignment of duties and responsibilities. In many organizations, the chain of command principle is still very much alive. Military is an example of straight chain of command which starts from a top to low level ranks. Span of Control:- In a business of more than one person, unless the business has equal partners, then there are managers and subordinates. Subordinates are workers controlled by the manager. Span of control can be:- Tall and Narrow:- The manager controls six or few employees. There is close supervision of the employees, tight control and fast communication. However, the supervision can be too close; the narrow span means that there are many levels of management, resulting in a possibly excessive distance between the top and the bottom of an organization. Flat and Wide:- A wide span of control forces managers to develop clear objectives and policies, select and train employees carefully. Since employees get less supervision, they are more responsible and have higher morale with a wide span of control. Flat and wide span of control is successful if employees have the awareness about their responsibilities and job tasks because managers are not able to have a look on each employee every day. Centralization and Decentralization:- Centralization and decentralization refer to the extent to which decision making power is devolved in an organization, or the degree of delegation of duties, power and authority to lower levels of an organization. Organizations which have a high degree of delegation of power are thought to be decentralized. Organizations which have a lower degree of delegation of power tend to be centralized. A decentralized structure often means power over both operational issues and strategic direction is devolved to lower levels in the hierarchy. Matrix Structure:- An organization which has a Matrix structure contains teams of people created from various sections of the business. These teams will be created for the purposes of a specific project and will be led by a project manager. Often the team will only exist for the duration of the project and matrix structures are usually deployed to develop new products and services. The advantages of a matrix include that, individuals can be chosen according to the needs of the project. Project team which is dynamic and specialist are brought together in a new environment to view problems in different ways. Project managers are directly responsible for completing their project in a specific time and budget. Whilst the disadvantages include: A conflict of loyalty between line managers and project managers over the allocation of resources If teams have a lot of independence can be difficult to monitor. Costs can be increased if more managers (i.e. project managers) are created through the use of project teams. Organizational Culture:- Culture basically refers to the norms, values and behavior adopted by the organizational members during the working. When the members of an organization join the organization they adopt particular culture of an organization. Every organization has different culture depending upon their situation of working and the nature of their business. From the culture of organization one can assume the operating environment and working behavior of employees. Types of Culture:- Power Culture Within a power culture, control is the key element. Power cultures are usually found within a small or medium size organization. Centralized Decisions making are found in the power culture organization. That person likes control and the power behind it. As group work is not evident in a power culture, the organization can react quickly to dangers around it as no consultation is involved. However this culture has its problems, lack of consultation can lead to staff feeling undervalued and de-motivated, which can also lead to high staff turnover. Role Culture Common in most organizations today is a role culture. In a role culture, organizations are split into various functions and each individual within the function is assigned a particular role. The role culture has the benefit of specialization. Employees focus on their particular role as assigned to them by their job description and this should increase productivity for the company. This culture is quite logical to organize in a large organization. Task Culture A task culture refers to a team based approach to complete a particular task. They are popular in todays modern business society where the organization will establish particular project teams to complete a task to date. A task culture clearly offers some benefits. Staff feels motivated because they are empowered to make decisions within their team, they will also feel valued because they may have been selected within that team and given the responsibility to bring the task. Person culture Person cultures are commonly found in charities or nonprofit organizations. The focus of the organization is the individual or a particular aim P2:- Analyze the relationship between an organizations structure and culture and the effects on business performance. Task for P2:- Here you will discuss how organization culture and structure affect the organizational performance positively or negatively. This should be attempted as a continuation of P1. Organizational Culture and Structure creates a number of various concepts, strategies, and situations which affect every level of planning when it comes to any type of hierarchical institution. The implications of organizational structure and culture apply to companies, corporations, charitable organizations, governments and even sports/organizations. Organization Culture and structure affects the organizational performance both in positive and as well as negative direction. In positive sense the organization culture and structure creates the distinctions between one organization from the other and also it defines the boundary role to the same organization. It provides a sense of identity for the organizational members on the basis of which the employees work betterly for the achievement of organization goals. This organization culture and structure can generate commitment of employees towards the organization. As the culture represents the norms and values of the society so it can enhances the stability of the social system inside organization. The organization which has a strong culture will have good working environment in which the employees shared different norms and values. The culture and structure also provides appropriate standards of working environment. The organization culture and structure shapes the attitude and beha vior of employees and it also serves a sense of making and control mechanism. Every organization has policies according to which the employees work by following certain rules and regulations. These rules and regulations of the organization can be bitterly formed by accessing to organization structure and culture. This organization structure also shows the responsibility for each employee which reflects that who will be reported to whom. Through strong organizational structure, the organization will have to make right decisions at the right time. The organization structure and culture has also negative impact on business performance. The same culture becomes liability when the employees do not agree to share their values with others which raise conflicts. When the organization environment is dynamic then this can affect the business effectiveness. If the organizational structure is complex one then the decision making process in that organization will be very slow and also there will be centralized decision making in which the lower level employees will not be entertained. P3:- Analyze the factors which influence individual behavior at work. Task for P3:- In this area discuss the factors that influence behavior at work, your answer should focus on personality, traits and types, its relevance in understanding self and others There are many factors that influence behavior at work for instance difference in opinions of individuals but the most important are personality and perceptions. Personality is defined as the characteristics and distinctive traits of an individual and the relation between them and the individual response to the situation and adjusts to other people. This include big five factors of personality dimensions known as OCEAN that influences behavior at work which is given in the table below. Personality dimensions and the poles of traits they form. Based on Costa McCrae (1992: 14-16, 49). Personality dimension High level Low level Neuroticism sensitive, nervous secure, confident Extraversion outgoing, energetic shy, withdrawn Openness to experience inventive, curious cautious, conservative Agreeableness friendly, compassionate competitive, outspoken Conscientiousness efficient, organized easy-going, careless Neuroticism is a measure of affect and emotional control. In the given table high level neuroticism shows sensitivity and nervousness those experinces negative emotions. They more frequently become unstable, worried, temperamental and sad. Resistant persons on the other hand need strong stimuli to be provoked where as low level shows confidence, emotional stability and active at their workplace. Extraversion dimension presence in high level in an individual shows outgoing and energetic. They are physically verbally active. The opposite of extraversion known as introverts or low level presence tend to be more independent, reserved, steady and like being alone. Extraverts are adventurous, assertive, frank, sociable and talkative. Introverts may be described as quiet, reserved, shy and unsociable. Openness to experience is a measure of depth, breadth and variability in a persons imagination and urge for experiences. Individuals with a high openness to experience have broad interests, are liberal and like novelty. The preservers with low openness to experience are conventional, conservative and prefer familiarity. Agreeableness individual can be described as altruistic, gentle, kind, sympathetic and warm. Person with high level are friendly, compassionate and able to work in team. Whereas low level are more competent and outspoken. Conscientiousness is scale of goal oriented and control over impulses. Individual with high level are more organized and efficient. They focus on limited goal and strive to achieve these goals. The focused person concentrates on a limited number of goals but strives hard to reach them, while the flexible person is more impulsive and easier to persuade from one task to another. The more conscientious a person is, the more competent, dutiful, orderly, responsible and thorough. Personality can be regard as the most complex aspects of human being that influences behavior in big way. Personality traits offer an opportunity to the organization to understand the individuals behaviors and directing their effort and motivating them for the accomplishment of the organizational goal P4:- Analyze how organizational theory underpins principles and practices of organizing and of management. Task for P4:- Discuss the major organizational theories and discuss their salient features (focus on functions of management, managerial roles, and managerial authority) Please see the course contents for detail. Management The attainment of an organizational goal in an effective and efficient manner through planning, organizing, leading and controlling organizational resources. Planning It is the on going process of developing the business mission and objectives and determining how they will be accomplished. Planning includes both the broadest view of the organization, e.g. its mission, and the narrowest, a tactic for accomplishing a specific goal. Organizing Establishing the internal organizational structure of the organization. The focus is on division, coordination, and control of tasks and the flow of information within the organization. It is in this function that managers distribute authority to job holders. Commanding Fayols called this maintain activity among the personnel, it involves instructing and motivating subordinates to carry out tasks. Coordinating This is the task of monitoring the activities of individuals and groups within the organization, reconciling differences in approach, timing and resource requirement in the interest of overall organizational objectives. Controlling It is a four step process of establishing performance standards based on the firms objective, measuring and reporting actual performance, comparing the two and taking corrective or preventive action is necessary. Managerial Roles A role as defined as an organized set of behaviors belonging to an identifiable office or position. Thus actors, managers and others play roles that are predetermined, although individuals may interpret them in different ways. Interpersonal Roles Figurehead The manager is a symbol, obliged to perform a number of duties. He represents the organization in various ceremonies etc. Leader Managers select and trained the team members. He/she used to motivate the team to achieve pre defined goal. Liaison Manager duty is to communicate with people outside the work unit trying to coordinates two project groups. Informational Roles Monitor The monitor involves seeking current information from many sources. The manager acquires information from others and shares it with concerns people to stay well informed. Disseminator The managers send external information into his organization and internal information from one subordinate to another. Spokesman The managers transmit information out to his organizations environment to speak on behalf of the organization. Decisional Roles Entrepreneur The manager acts as initiator and designer of much of the controlled change of the organization. By using the monitoring role, he seeks opportunities, sees problems, and initiates actions to improve situations. Disturbance Handler The manger role involves resolving conflicts among subordinates or between the managers departments and other departments. Resource Allocator This role of manager involves deciding about how to allocate people, time, equipment, budget and other resources to attain desired outcomes. Negotiator Managers participate in negotiation activities. Managers represent department during negotiation of union contracts, sales, purchases, budgets, represent departmental interest. Managerial Authority The formal and legitimate right of a manager to make decisions, issues, orders and allocate resources to achieve organizational goals and objectives. Managerial authority is the position that empowers a manger to exercise command and control over those placed under him for realization of the assigned role in an organization. Originally, the overall authority is centrally vested in person of the manager. However, it is not possible for a single man to effectively execute and monitor each and every task. Therefore various functions with a suitable quantum of authority are devolved downwards to concerned subordinates for better and convenient output. The practice also provides a rationale for organizational Tree specifying various powers and responsibilities in both vertical and lateral hierarchy. P5:- Compare the different approaches to management and theories of organization used by two organizations. Task for P5:- This will be the comparative analysis of the two organization, you will do the comparison with another organization (assigned to another group). This will be covered through the presentation. You must give soft and hard copy of your presentation to the teacher. Functional Theory Followed by SNGPL:- Organizations must make choices to organizational approach how to perform their work. There are five common methods used by management to perform work i.e functional, divisional, matrix, team, and networking. Each organization have follows different ways according to their needs and requirements. For instance Sui Northern Gas Pipe Line uses functional approach which is the simplest form of organizational structure. Below is an example of management of sui northern In functional structure approach the features are well defined the channels of communication and responsibility. By following such structure by SNGPL it improves productivity, minimizes duplication of employees and also simplifies training of employees. There are some drawbacks of functional structure approach as it is narrowed perspectives which causes reduce cooperation. Decisions are slow to take place because of many hierarchy layers in which authority is more centralized. This kind of structure only gives employees experience in only single field they dont have the opportunity to oversee all the firms operations. Divisional Theory Followed by Disney:- On the other hand management of Disney follows divisional structure compare to sui northern to keep track of their operation. Below in an example of Disney management structure. In large firms like Disney its difficult to keep track of all the activities for that purpose specialized departments are developed which is divided according to the organizational output this grouping of organizational structure are called divisional structure. It makes performance easier to monitor which allows managers to better focus on recourses and results. This kind of structure may cause duplication and create competition among the division due to limited resources. M1:- Discuss the organizational structure and the prevailing culture in the Organization under study. Also discuss how the structure and culture affect the performance of the business. Task for M1:- This task should be taken as continuation of your answers to P1 and P2; Here you will discuss what is the prevailing structure and culture in the organization. This will be seen with the view that you can see the application of the concepts in real life. Organization Structure and Culture in HBL and UBL Culture and Structure of HBL:- Organizations have their own structure and culture. If there is any informality in the organization culture and employees believe that they are a part of organization then behavior effect positively. Culture and structure is very important for an organization in a culture there are many people belong to different groups and the structure of organization is made from the people if there is unity of command, Span of control and intrinsic motivation so it effect the motivation level of the employees. In organization if they have a good culture and they have the good social norms, values and ethical behavior so culture automatically control behavior .Culture is develop by good social norms, good contents, good peer group and culture cannot be reinforced, it is link with the inner behavior and change is also continuous process. In organization good and positive behavior controls the culture aspects. Culture also pushes the member to behave in a way that is counter to the formal mission an d goals of organization but it can be changed through inter personal skills and good behavior. In organization good, positive and progressive culture and structure is shared among the people. Organizational structure is the way in which the interrelated groups within and organizations are set up to allow them function smoothly from a large stand point. The two main purpose of successful organizational structure is to ensure effective communication between various parts of the company, as well as to increase coordination between different departments. Culture Structure of UBL Culture and structure is important in organization but each organization has their own structure and culture. According to this organization, there is not a specific culture in organization but through employees and their related environment culture is develop. They develop their own culture according to their own requirement. Culture controls the behavior of employees according to their nature which accepts the efforts to that culture. They develop that culture which they need. Culture depends upon the nature of employees it develop the behavior of employees according to that culture. Culture does not remain the same but the unwanted culture will changed according to mew environment. In organization culture is made when employees share their own culture. In this organization the bureaucratic structure is used .Employees r not involved during taking of the decision they are totally depended upon the orders of their boss. Through structure it is easy for the organization for placement of employees, staffing and they also know how many employees are required for the jobs in organization. In the absence of structure some difficulties occurs for the organization that how many employees they need for the job and how they control the organization. Factors Influencing in Both Organization Culture and structure is important in each organization because through good culture there is friendly environment between the manager and employees. And through good structure the organization runs fast towards its objectives and can achieve the goals easily. In both organization culture developed by sharing their own culture which is very effective for both organization because by communication with each other and sharing their views least conflict occurs between the employees and manager. Through this friendly environment occurs which helps organization to run as high as they want. In organization the bureaucratic structure should be avoided and during decision making employees should involved because under this structure employees cannot work by their heart. They take their work as a burden. Under this structure organization cannot run towards there goals as fast as they need for their success because employees are not motivated by this structure they do not share their views, th eir ideas among them selves. This structure has negative effect on organization. It can be good thing in small doses especially in tackling issues that will become recurring themes in large businesses. Through good culture and structure employees are motivated and they share their new idea. They help each other and also solve the problems of organization. A fully healthy organizational culture and structure is exactly what should be expected when all is functioning normally M2:- Discuss what approach of management adopted by the organization, with Focus on management functions, roles and authority. Task for M2:- Here you will apply the concept of organizations theory and what is being discussed in P5 and apply your knowledge to the organization under study. Management Functions:- Planning:- Objectives of HBL Following are some main objective of HBL To earn profit for the Bank itself and maximize its shareholders value. To provide solutions for multiple requirements of clients of diverse financial nature To manage with the changing trends of the modern day financial market To be a diversified bank by offering all basic consumer services and specialized services Honest and ethical conduct, including ethical handling of actual or apparent conflicts of interest between personal and professional relationship. To provide employment opportunities to people To help in development and industrialization of the country Mission Statement:- To make our customers prosper, our staff excel and to create value for shareholders. Leading functions in HBL:- Motivation:- Managers of HBL motivate the employees by providing free medical treatment, free education and incentives to them. Resolving Conflicts:- Managers of HBL always try to resolve conflicts among employees. Giving importance to their opinions. Giving new ideas for solving problems. Sometimes giving group tasks to employees. Managerial Authority In HBL CEO Give orders and issues polices to the managers. Then further the managers forward these instructions and policies to their subordinates and so on. All of them accept and obeyed those instructions/polices/orders. Managerial Role:- Spokesman: Spokesman of HBL attending the seminars outside the bank and negotiating with the people in banking issues. D1:- Discuss what problems the organization can face in the performance areas and what is your suggestion/solution to the problem. Task for D1:- You must identify some problems observed regarding organizational structure and culture (there is no organization which is flawlessly perfect). You will give your recommendations and justify your recommendations in light of the management knowledge you have gained in the class. Problems:- The basic objective of organizational structure is to establish a network of relationship among the different level of employees. When the structure becomes so tall and complex one then the problem arises that how those employees will keep a permanent network of relationship. This problem will also have certain impacts upon the decision making process of an organization. The organization structure also keeps coordination between different departments/units. Sometimes the responsibility of one unit mixes with another unit which affects the units in achieving their goals as in case of selling and marketing department. Through organizational Culture the employees shares the values, belief, norms and symbols during working. The problem arises when there is diversity of work force. Problem arises when culture is dynamic. Rituals, stories, symbols, ceremonies and also the rules of organization form the culture of organization. These all are subjective in nature and having different perceptions during different timing so sometimes the problem arises that it misguides an individuals. Recommendations:- The organization should focus on participative and pre active work of management through which the organization can easily analyze the problems. The participative approach will also be effective in keeping relationship among the employees and as well among the different unit of organization. When there will strong relationship then the decision making process will also be quick. The organization should focus on training and development in order to guide the employees regarding the culture of organization. Through training and development the employees will come to know about the norms, values, beliefs and symbols which should be adopted during the working. In order to minimize the problem related to workforce diversity the organization should guide their employees by having a dynamic culture. D2:- Discuss your recommendations which should use the synthesis of different approaches, this should also include the convergent and lateral thinking. Task for D2:- In this task you will come up with recommendations for the organization theory for the organization. We will encourage amalgamation of two or more approaches considering the environment in which the organization exists. In addition we will also appreciate your approach towards the solution you are recommending as it should a) solve the organizational problem, b) should also consider the internal and external environment requirement. Approaches followed by the Managers:- There are different approaches which are followed by the managers in order to solve the problem arises inside an organization. There are many factors which will determine the structure and culture of an organization. If the organization size is so large then it will be difficult for the organization to keep the structure tall. The management encourages the flat structure and decentralized decision making for those large organizations for the smooth operation of an organization. On the other side if the size is small then it will be better to use the tall structure and centralized decision making. Assessment Brief Unit and Assessment Details Course Title: HND Business Unit Name: Organization and Behavior Assessor: Ms. Neelam Marwat Internal Verifier: Mr. Sajid Fahim Assessment Titl

Marxism Politcial Economy Essay -- Economics Marx

According to Marxist political economy, exploitation is the key factor which underpins the very fundamentals of society. By this Marxists believe exploitation is more than simply an economic phenomenon, but instead a norm created through false consciousness, which has infested itself within all aspects of society; stretching from the state, to the very structure of the social system. Marx emphasis on exploitation lies in his belief that the value of a ‘commodity’ is purely derived from the accumulated labour expended to produce such a good. Although the ‘labour theory of value’ was originally contemplated by Classical Economist such as Smith/Ricardo the emphasis for Marx was on labour as a value rather than simply a cost in the production process. As Dooley explains ‘Marx maintained that labour was the sole value creating substance’ (Dooley 2005) and this point is further developed by Sayer who states that the fundamental distinguishing characteristic of Marxism ‘is the existence of labour-power as a commodity’. (Sayer 1979). For Marx labour was the source of all wealth in society, which would ultimately be transformed by the bourgeoisie into ‘surplus value’ and profit through numerous industrial policies such as specialisation through division of labour. Capitalism is a system that encourages ‘alienation’ of the worker as the commodities produced are not produced for need or desire, but instead in the pursuit of profit. It’s from this concept that exploitation can be explained. Marx defined exploitation as the surplus value extracted from the labour force in order to generate profit. This would be achieved through paying wages lower than the value of the commodity produced. Such a theory remains evident in the n... ...Economy. London: International Publishers. 19 - 23. Marx, K and Engels, F (2002). The Communist Manifesto. 3rd ed. London: Penguin. 219. Marx, K and Engels, F (2002). The Communist Manifesto. 3rd ed. London: Penguin. 258. Powell, B and Skarbek, D. (2004). Sweatshops and Third World Living Standards. The Independent Institute. 53 (1), 6, 10. Sayer, Derek (1979). Marx's Method Ideology, Science & Critque in Capital. 2nd ed. Brighton: The Harvester Press Limited. 44-45. Sumner Colin (1979). Reading Ideologies an investigation in to the Marxist theory of ideology and law. London: Academic Press Inc. 44. Woodley, Daniel (2009). Political Ideologies. Spain: p43. Woodley, Daniel (2009). Political Ideologies. Spain: p42 http://news.bbc.co.uk/1/hi/business/7242492.stm (2008) http://www.indexmundi.com/bangladesh/gdp_real_growth_rate.html

The Four Theories of Government

Akira Simmons 3/5/09 Government There were fourdifferent theories of governments, the force theory, the evolutionary rule, the divine right theory, and social contract theory. The Force theory was when one person or group of people gained control of the area and forced others to submit to their rule. The evolutionary Rule basically said that the states would develop naturally out of family clans, tribes, ect. The divine right theory said that the state was created by God and God gave people of royal birth the â€Å"divine right to rule†. The social contract theory was created by Thomas Hobbes and he believed that before the state people were British. People lived poorly and to improve their lives people could enter into a social contract where a superior person would rule over the rest. None of these four different theories of governments would be a best fit for the United States today. The force theory should not be a government for the United States. A dictator or a group of dictators would make all decisions and there would be no rights for U. S. citizens. The people would have no say and would not be able to vote on anything. The dictator would have all control. In the United States today, we do not use the force theory, but rather a democracy. The Force theory would not be best fit for the United States because with one person having all control, the people of the United States would not have a government that would not be able to exercise their amendments. The evolutionary Rule would also not be a best fit for the United States because in the evolutionary rule, there is no one with control. There would be no form of government and the states would be separate depending on what family you were born into. The area the family clan or tribe originated from would become part of that state. The states would develop naturally rather than families moving throughout each state. This theory would not be a best fit for the United States because there would be no form of government and the families would be born into a state. The divine right theory is mostly based on religion and would not be a good way to govern in the United States because people practice different religions. God gave people of the royal birth the â€Å"divine right to rule†, but not all people believe in the same religion or God. Not only would religion be an issue but also the royal family factor. In the United States, there are no royal families, but there are wealthy, middle class, and the low class. The â€Å"divine right to rule† is not used in the United States because of the different religions. This theory would not be best fit for the United States because the United States does not rule based on religion and there are no royal families. The Social contract theory was created by Thomas Hobbes and he basically stated that the state people were British. People were poor and to improve their lives people would enter into a social contract where one superior person ruled over the rest. This would not be a best fit form of government for the United States today because not everybody lives poor in every state. Each state has a different group of lower class, middle class, and upper class. This also would not be good government for the U. S. because with one superior person ruling there would be no democracy. The United States does not use the social contract today because of these reasons. The four theories of forms of government were all different from one another. These theories are should not be used in the United States today because it’s a different time from when these theories were created. They also should not be used in the U. S. today because there are different reasons the theories would not work in the U. S.

Battle of Nashville - Civil War

How to Use the Spanish Verb Faltar to Indicate Absence or Lack

Faltar carries with it the idea of lacking. But it is used in a variety of ways where to lack isnt the best translation. Here are some of its most common uses. Fast Facts Faltar typically is used to state that something is missing, lacking, nonexistent, or not available.An indirect object can be used to indicate who is affected by the lack or absence.Faltar is used much more flexibly than lack and other English equivalents, so a wide variety of translations is possible depending on the context. Faltar to Indicate Absence or Nonexistence Possible translations of faltar include to be absent and to be missing as well as a simple statement of nonexistence: A la reunià ³n faltaron los representantes de Ecuador. (The representatives of Ecuador were absent from the meeting. The representatives of Ecuador were not at the meeting.)La mujer faltaba de su hogar desde hace cuatro dà ­as y era buscada intensamente por sus familiares. (The woman was missing from her home since four days ago and was intensively searched for by her relatives.)El martes de la semana pasada, Sabrina faltà ³ a la escuela sin avisar a sus padres. (On Tuesday of last week, Sabrina missed school without telling her parents.) Faltar With Indirect Pronouns In many situations, faltar is used with an indirect-object pronoun to state who or what is affected by the lack or absence of something. In this usage, faltar functions much like gustar. The indirect-object pronoun is in boldface in the following examples. Although lack can almost always be used in translation, other possibilities include need, to be short and so on. As is the case with gustar, the noun represented by the indirect-object pronoun often serves as the subject of the sentence in translation. A esta receta le falta un ingrediente principal. (This recipe lacks a main ingredient.)Nos faltan dos personas para reservar el cuarto de hotel. (We need two more people to reserve the hotel room.)A este pobre le falta una pierna. (This poor man is missing a leg.)Sà ³lo me falta el telà ©fono. (Im missing only my telephone. I have everything I need except for my telephone.) ¿Cuà ¡ntos puntos me faltan para llegar al nivel segundo? (How many points do I need to arrive at the second level?)Te falta estudiarlo un poco mà ¡s. (You need to study it a little more.)Hay 10 secretos que te faltarà ¡n saber de Guatemala. (There are 10 secrets you will need to know about Guatemala.)Me falta agua en el radiador. (I need water in the radiator.) Faltar to Indicate What Remains Somewhat paradoxically for English speakers, faltar is often used to indicate what remains in anticipation of an event or situation. The construction used in these instances typically is optional pronoun faltar what remains para the goal. Faltan cinco dà ­as para Navidad. (Five days remain until Christmas. There are five days to go until Christmas.)Faltaban dos segundos para terminar el juego. (There were two seconds to go to end the game.)Te faltan 100 pesos para comprarlo. (You need 100 pesos more to buy it.)A à ©l le faltaban tres horas para la medianoche. (He had three hours remaining until midnight.) Faltar A to Indicate Lack of Heed The phrase faltar a can be used to indicate the lack of attention or respect to the object of the preposition a. Es una promesa,  ¡y nunca falto a mis promesas! (Thats a promise, and I never break my promises!)Es tonto pensar que ella faltarà ­a a un evento como ese. (Its silly to think that she would not attend an event such as that.)La escritora jamà ¡s faltaba a las reuniones de lunes. (The writer never missed the Monday meetings.) Expressions Using Faltar Expressions and phrases that use faltar include: Faltar al respeto, to be disrespectful. ¡Lo que faltaba! Its all I needed! ¡No faltarà ­a mà ¡s! Of course! Obviously! Dont mention it!Faltar a la verdad, to be dishonest.Faltar tiempo, to be short of time. Conjugation of Faltar Faltar is conjugated regularly, following the pattern of hablar. Etymology of Faltar As you might have guessed, is etymologically related to the English word fault. Both fault and faltar come from the Latin verb fallere, which meant to deceive or disappoint. Other Spanish words derived from fallere include fallar (to fail or disappoint), falla (defect), and falso (false). Related English words include fail, failure, and false.

Controversial Issues in Social Studies Curriculum Essay

In the article, â€Å"Controversial Issues and Democratic Discourse†, Hess (2011) explored the implications of incorporating Controversial Issues (CI) into Social Studies lesson. She included multifarious research findings from studies conducted in Social Studies classrooms in US and delved further to discuss its implications on teachers and students. This review aims to summarize the main research findings and contextualise its implication on the teaching and learning of Social Studies in Singapore. According to studies carried out in US schools, research findings showed that CI discussions were actively carried out in Social Studies classrooms where students claimed to have discussed about their differing opinions on political and social†¦show more content†¦On one hand, Hess explained that the discerning process in selecting appropriate issues is critically important as another main research finding has shown that there are evidence of students being disengaged from the discussion because the issue has personal relevance that are deemed as sensitive to them. Research studies surfaced the various personal reasons such as being wary of the judgment of their peers, issues that evoked anger and anxiety and also subliminal segregations in class that teachers need to be aware of. Nevertheless, studies provided alternatives such as online participation; and it has also proven that students’ political engagement is enhanced when they are able to grasp the ideology of the normalization of conflict and are familiar to the concept of accepting differing opinions in discussion. On the other hand, further studies have shown that the inclusion of CI discussions develops civic outcomes and democratic values as students display increasing tolerance towards others over time. 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Aunty Lizzie free essay sample

Every little girl dreams of the day she’ll get married, in her mind a handsome prince from a faraway land comes to rescue her from the simpleton life she’s become tolerant of. Not every little girl gets the same rude awakening I got. I learned at an early age the effect of a broken love. Aunt Elizabeth, Aunty Lizzie as I often called her, was the sweetest person I had known. She was my favourite aunt in the world; she was my favourite person in the world. Aunty Lizzie had lived with us for as long as I can remember, helping us with everything from household chores to homework. She always seemed to know how to make everything fun, even doing the dishes. I was eight years old when Aunty Lizzie got married, it was both the happiest day of my life; I got to be a flower girl. We will write a custom essay sample on Aunty Lizzie or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The wedding was beautiful and I was excited, excited for Aunty Lizzie and for her husband uncle tunde. He seemed like such a sweet person. I never really got to spend much time with him but the little time we spent together he seemed genuinely nice that is until four months after their marriage. Aunty Lizzie and uncle tunde had a nasty divorce. It was one of the worst moments of my life; the divorce impacted my whole family. It felt like everything in the world had changed for us. Aunty Lizzie the once cheery, happy persona became angry and moody depending on the time of day, and it seemed like all the women in my family became the same way. They became irritable, man bashing women. At that age I couldn’t understand the intensity of the whole incident, but I had heard enough man bashing to steer me away from men; I couldn’t count how many times I had heard them say how men were ‘selfish’, ‘self-centred’ ‘egotistical’ and ‘unable to tell left from right’ For an eight year old girl like myself with thoughts of marrying a handsome prince like uncle tunde, my dreams were shattered, I had become to question the whole idea of getting married. I had never known what uncle tunde had done but I know it had an effect on my parents relationship, try as hard as they might they couldn’t completely hide the changes from me; I could see the forced smiles, the cold hugs, they were doing a good job of hiding it from my siblings but not me, I noticed it all. My family had changed all because of this uncle tunde he had come into our lives bringing false cheer and left taking every iota of happiness with him. I didn’t like this uncle tunde, I didn’t like marriage and I surely didn’t like men. This whole new idea of men being ‘self-centred egotistical goats’ affected my relationships as I grew older Marriage is supposed to be filled with happiness, joy, laughter, and love. I would have never thought being married could make you sad, or bring out the evil in you but I was brought to a rude awakening by the divorce of my aunt from her husband. I had battled with this for the longest of time; my whole idea of marriage was changed and even though at this moment I still don’t know what or if uncle tunde did anything at all, I had secretly blamed him for my failed relationships. I believe every little girl deserves her fairy tale and grown up emotions associated with divorce should be kept from them.