Chinese Pronouns

There are just a few pronouns in Mandarin Chinese, and unlike many European languages, there are no subject / verb agreements to worry about. Just a few simple rules tell you everything you need to know about pronouns in Chinese. Basic Pronouns These are the pronouns of written Mandarin Chinese. I, me: wÇ’: 我You: nÇ  - ä ½  You (formal): nà ­n:  Ã¦â€š ¨Ã‚  He, Him: tÄ : ä »â€"She, Her: tÄ : Ã¥ ¥ ¹It: tÄ : Ã¥ ®Æ' Youll notice that there are two ways of saying you. When speaking to elders or someone in authority, it is more polite to address them formally with æ‚ ¨ (nà ­n) instead of the less formal ä ½   (nÇ ). While there are six pronouns listed above in written Mandarin, in spoken Mandarin it boils down to just three basic pronouns: I / me, you, he / she / it. This is because ä »â€" / Ã¥ ¥ ¹ / Ã¥ ®Æ' are all pronounced the same, tÄ .   Plurals Plurals are formed by adding 們 (traditional form) / ä » ¬ (simplified form) at the end of a basic pronoun. This character is pronounced men. See below: We, Us: wÇ’ men: 我們 /  Ã¦Ë†â€˜Ã¤ » ¬You (plural): nÇ  men: ä ½  Ã¥â‚¬â€˜ / ä ½  Ã¤ » ¬They, Them:  tÄ  men: ä »â€"們 /  Ã¤ »â€"ä » ¬ Differentiating Gender As discussed earlier, gender differentiating pronouns like he, she, and it all have the same sound, tÄ , but different written characters. In spoken Mandarin, differentiating between genders is a little less obvious. However, the context of the sentence will usually tell you whether the speaker is referring to a man, a woman, or a thing. Reflexive Pronoun Mandarin Chinese also has a reflexive pronoun è‡ ªÃ¥ · ± (zà ¬ jÇ ). This is used when both subject and object are the same. For example: TÄ  xÇ  huà  n tÄ  zà ¬ jÇ Ã¤ »â€"Ã¥â€"Å"æ ¬ ¢Ã¤ »â€"è‡ ªÃ¥ · ± /  Ã¤ »â€"Ã¥â€"Å"æ ­ ¡Ã¤ »â€"è‡ ªÃ¥ · ±He likes himself. è‡ ªÃ¥ · ± (zà ¬ jÇ ) can also be used directly after a noun or pronoun to intensify the subject. For example: WÇ’ zà ¬ jÇ  xÇ  huà  n.我è‡ ªÃ¥ · ±Ã¥â€"Å"æ ¬ ¢ / 我è‡ ªÃ¥ · ±Ã¥â€"Å"æ ­ ¡I, myself, like it. Sentence Examples Using Chinese Pronouns Here are some sentences using pronouns. See if you can use these examples as a guide or template to creating your own sentences. Audio files are marked with ââ€" º WÇ’: 我 I am a student.ââ€" ºWÇ’ shà ¬ xuà ©shÄ“ng.​我æ˜ ¯Ã¥ ­ ¸Ã§â€Å¸ (traditional)我å ­ ¦Ã§â€Å¸ ​(simplified)I like ice cream.ââ€" ºWÇ’ xÇ huÄ n bÄ «ngqà ­là ­n.我åâ€"Å"æ ­ ¡Ã¥â€  °Ã¦ ·â€¡Ã¦ ·â€¹Ã¦Ë†â€˜Ã¥â€"Å"æ ¬ ¢Ã¥â€  °Ã¦ ·â€¡Ã¦ ·â€¹I don’t have a bicycle.ââ€" ºWÇ’ mà ©i yÇ’u jiÇŽotà  chÄ“.我æ ²â€™Ã¦Å"‰è… ³Ã¨ ¸ Ã¨ »Å Ã¦Ë†â€˜Ã¦ ² ¡Ã¦Å"‰è„šè ¸ Ã¨ ½ ¦ NÇ : ä ½   Are you a student?ââ€" ºNÇ  shà ¬ xuà ©shÄ“ng ma?ä ½  Ã¦Ëœ ¯Ã¥ ­ ¸Ã§â€Å¸Ã¥â€"Ž?ä ½  Ã¦Ëœ ¯Ã¥ ­ ¦Ã§â€Å¸Ã¥ â€"?Do you like ice cream?ââ€" ºNÇ  xÇ huan bÄ «ngqà ­là ­n ma?ä ½  Ã¥â€"Å"æ ­ ¡Ã¥â€  °Ã¦ ·â€¡Ã¦ ·â€¹Ã¥â€"Ž?ä ½  Ã¥â€"Å"æ ¬ ¢Ã¥â€  °Ã¦ ·â€¡Ã¦ ·â€¹Ã¥ â€"?Do you have a bicycle?ââ€" ºNÇ  yÇ’u jiÇŽotà  chÄ“ ma?ä ½  Ã¦Å"‰è… ³Ã¨ ¸ Ã¨ »Å Ã¥â€"Ž?ä ½  Ã¦Å"‰è„šè ¸ Ã¨ ½ ¦Ã¥ â€"? TÄ : Ã¥ ¥ ¹ She is a doctor.ââ€" ºTÄ  shà ¬ yÄ «shÄ“ng.Ã¥ ¥ ¹Ã¦Ëœ ¯Ã©â€  «Ã§â€Å¸Ã¥ ¥ ¹Ã¦Ëœ ¯Ã¥Å' »Ã§â€Å¸She likes coffee.ââ€" ºTÄ  xÇ huan kÄ fÄ“i.Ã¥ ¥ ¹Ã¥â€"Å"æ ­ ¡Ã¥â€™â€"å• ¡Ã¥ ¥ ¹Ã¥â€"Å"æ ¬ ¢Ã¥â€™â€"å• ¡She doesn’t have a car.ââ€" ºTÄ  mà ©i yÇ’u chÄ“.Ã¥ ¥ ¹Ã¦ ²â€™Ã¦Å"‰è »Å Ã¥ ¥ ¹Ã¦ ² ¡Ã¦Å"‰è ½ ¦ WÇ’ men: 我們 /  Ã¦Ë†â€˜Ã¤ » ¬ We are students.ââ€" ºWÇ’men shà ¬ xuà ©shÄ“ng.我們æ˜ ¯Ã¥ ­ ¸Ã§â€Å¸Ã¦Ë†â€˜Ã¤ » ¬Ã¦Ëœ ¯Ã¥ ­ ¦Ã§â€Å¸We like ice cream.ââ€" ºWÇ’men xÇ huan bÄ «ngqà ­là ­n.我們åâ€"Å"æ ­ ¡Ã¥â€  °Ã¦ ·â€¡Ã¦ ·â€¹Ã¦Ë†â€˜Ã¤ » ¬Ã¥â€"Å"æ ¬ ¢Ã¥â€  °Ã¦ ·â€¡Ã¦ ·â€¹We don’t have a bicycle.ââ€" ºWÇ’men mà ©i yÇ’u jiÇŽotà  chÄ“.我們æ ²â€™Ã¦Å"‰è… ³Ã¨ ¸ Ã¨ »Å Ã¦Ë†â€˜Ã¤ » ¬Ã¦ ² ¡Ã¦Å"‰è„šè ¸ Ã¨ ½ ¦ TÄ  men: ä »â€"們 /  Ã¤ »â€"ä » ¬ They are students.ââ€" ºTÄ men shà ¬ xuà ©shÄ“ng.ä »â€"們æ˜ ¯Ã¥ ­ ¸Ã§â€Å¸Ã¤ »â€"ä » ¬Ã¦Ëœ ¯Ã¥ ­ ¦Ã§â€Å¸They like coffee.ââ€" ºTÄ men xÇ huan kÄ fÄ“i.ä »â€"們åâ€"Å"æ ­ ¡Ã¥â€™â€"å• ¡Ã¤ »â€"ä » ¬Ã¥â€"Å"æ ¬ ¢Ã¥â€™â€"å• ¡They don’t have a car.ââ€" ºTÄ men mà ©i yÇ’u chÄ“.ä »â€"們æ ²â€™Ã¦Å"‰è »Å Ã¤ »â€"ä » ¬Ã¦ ² ¡Ã¦Å"‰è ½ ¦ Zà ¬ jÇ : è‡ ªÃ¥ · ± He lives by himself.ââ€" ºTÄ  zà ¬jÇ  zhà ¹.ä »â€"è‡ ªÃ¥ · ±Ã¤ ½ I will go myself.ââ€" ºWÇ’ zà ¬jÇ  qà ¹.我è‡ ªÃ¥ · ±Ã¥Å½ »

Loyalty Card Proposal - 1742 Words

PROPOSAL TO IMPLEMENT A CUSTOMER REWARDS PROGRAM THROUGH EXPRESS MART PLUS CARD Abstract Due to the increase in competition in the Retail Industry, we must impose a new marketing strategy to retain our current customers. Our main strategy is to create a reward program for customers through XM Plus Card Rewards Program. Achieving the above will allow us to retain our current customers by motivating them to frequently buy from Xpress Mart. I. Introduction Modern marketing revolves around the Customer. It is an old and by-now universally accepted concept that the Customer is the King. In recent years, the competition for customers has led many companies in the retail industry to implement a customer rewards program and provide†¦show more content†¦2.2.1.3 Exchanging accumulated points for XM Gift Certificates: Step 1. Encode the number of the gift certificate using the barcode reader Step 2. Press the XM button on the P.O.S. counter to deduct the necessary points from the XM Plus Card. Step 3. Instruct the customer to sign their name on the duplicate receipt. Step 4. Keep the receipt for record purposes and turn them over to the respective Store Supervisor. 2.2.2 Management Training The Programmer is responsible for designing the XM Plus Card Rewards Program, incorporating the program into the current Point-of-Sale System, designing the software that will create each XM Plus Card and training the Area Accountants on the XM Plus Card Rewards Program. Schedule of Training The Area Accountants will be sent to the Head Office and will be trained by the Programmer regarding the XM Loyalty Card Rewards Program following the schedule below: Registration 8:00 am Overview of the XM Plus Card 9:00 am POS Instructions on assigning points for each sale 9:30 am Validity of XM Plus Card 10:00 am Methods of redeeming rewards for points earned 10:30 am Printing the card 11:00 am The Store Managers and Store Supervisors will be trained by their respective Area Accountants on the XM Plus Card system using the following schedule: Store Managers †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Monday 8:00 am - 11:00 am Store Supervisors †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Tuesday 8:00 am - 11:00 am CounterShow MoreRelatedLoyalty Card Proposal1728 Words   |  7 PagesPROPOSAL TO IMPLEMENT A CUSTOMER REWARDS PROGRAM THROUGH EXPRESS MART PLUS CARD Abstract Due to the increase in competition in the Retail Industry, we must impose a new marketing strategy to retain our current customers. 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Asian Philosophies of Critical Thinking Essay Example For Students

Asian Philosophies of Critical Thinking Essay EXTENDED ESSAYAsian Philosophies of Critical Thinking: divergent or convergent to westernestablishments?MAY 2003 AbstractThe research question of this extended essay came across at a very earlystage in my life. Having been born and developed from a family with all itsmembers being University instructors and professors, I was often involvedin arguments related to the lack of critical thinking in Asian cultures. AsI got older, having had the chance to emerge in different cultures, Istarted to develop my own viewpoints and answers. I started to wonder aboutthe truth between the real differences of Asian and Western philosophies ofcritical thinking. This extended essay, intended to be a research andinvestigation, bearing the title Asian Philosophies of Critical Thinking:divergent or convergent to Western establishments? is in fact howevermerely just a summary of my viewpoints and answers which I have developedthroughout the years. In the first section of the essay, Logical Tradition in India and China Iwill attempt to give evidence of critical thinking in two Asian culturesthat I have chosen; namely India and China. In India, I will argue thatcritical thinking is clearly visible in historical texts such as the Carakaand Nyayasutra. This is presented as the well-known five-membered argument,a system of logical deduction, similar to the Aristotelian syllogism foundin the west. In China I would focus mainly on the two schools of logicalthought, the Mohists and the Logicians. For the Mohists I would argue thatcritical thinking is a vital element in the building of what they callmental models. For the Logicians, I would study deeply the writings ofHui Shih and Kungsun Lung, I would show that in fact both of them developedsystems of logical and paradoxical thinking that could well serve as thefoundations of modern science. If critical thinking is clearly presentable in these Asian cultures thenwhy are there still concerns for introducing it to them? This is thequestion I intend to answer in the latter section Needhams Grand Questionand Fullers Interpretation. During this section, I would also show thatdiscussions of modern science seem to enable us to see how the tradition ofcritical thinking arose and how they were promoted or discouraged. I wouldcover how Asian historical, economic, social and cultural factors have abig influence on their development of critical thinking. Lastly I wouldshow how the prioritization of a civilization has a devastating effect ondeciding the future road they intend to walk. In conclusion, I would argue that since the philosophy of a culture is butan abstract and theoretical expression and justification of the culturesdecision to choose one set of priorities over another, Asian philosophy andcritical thinking are neither necessarily divergentnornecessarilyconvergent to western establishments. Contents|Introduction|4|||||Logical Tradition in India and|4||China||||||Needhams Grand Question and|7||Fullers Interpretation||||||Asian Philosophy and Critical|8||Thinking: Divergence or|||Convergence?||||||Conclusion|9|||||Bibliography|10 |||||References|11 ||||Asian Philosophies of Critical Thinking: divergent or convergent to westernestablishments?By Clement NgIntroductionIt is widely recognized nowadays that critical thinking has become anecessary ingredient in all levels of education. Educators and educationalpolicy makers agree that one of the desirable goals of education is thatstudents are able to think critically. Throughout the past few years, manyhave felt the need to consider critical thinking more seriously ineducational programs. At the moment several different acts are beingconsidered around the world by various factors and agencies. The core ofthese proposed acts is the idea that the students are able to thinkcritically and independently. Although there are widespr ead disagreementson what critical thinking actually is,1 there is an agreement that it hasbecome very important in the world overwhelmed by huge amountsofinformation. Some Western educators who teach at schools or universities in a number ofAsian countries have voiced their difficulties and problems they encounterwhile trying to teach critical thinking and other related skills to Asianstudents. Bruce Davidson (1998) argues that a set of Japanese culturalfactors act as a kind of barrier against teaching critical thinking tostudents. Atkinson (1999) goes so far as to argue that critical thinking isculturally specific, and is a part of the social practices of the Westhaving no place within Asian cultures, which do not adopt such practices. What these educators have in common is the feeling that some elements inAsian cultures do prevent the full realization of critical thinking skillsin the students. Most of these elements perceived by Western educators inAsia are quite well knownthe beliefs that teachers are superior andalways right, that knowledge is not to be made here and now, but existseternally, so to speak, to be handed down by teachers, that social harmonyis to be preferred rather than asking probing questionsto mention just afew. Is critical thinking really culture specific? Can the traditional beliefsystems of Asia respond to the challenge of the modern world while stillretaining their distinctive identities? Are Asian philosophy and criticalthinking necessary divergent or possibly convergent? These areverysignificant question not just for Asian cultures, but for understanding howcultures of the world respond to globalization. In addition the questionalso has a bearing on the problematic relation between critical thinkingand the cultural environment in which it happens to be embedded. In this essay, I attempt to argue that critical thinking is not necessarilyincompatible with Asian traditional belief systems. In fact I will showthat both India and China do have their own indigenous traditions oflogical and argumentative thinking; it is just because of certain barriersthat prevent them from further developing such establishments. I willfurther try to show that these traditions can and should be reexamined,reinterpreted and adapted to the contemporary situation. By doing this Iwould seek acknowledgement to the essay question and would provide ananswer to the Western educators who have found no such critical traditionsin the East. Logical Tradition in India and ChinaIt is widely known that India had a highly advanced logical tradition,spanning more than two thousandyears.ThesuccessesofIndianmathematicians and computer programmers are perhaps due to the fact thatlogic and critical thinking have been integral to the Indian way ofthinking since time immemorial. Such integration can also be witnessed inthe fondness of Indians for talking and debating. Tscherbatsky (1962: 31-34) tells us that in the times of Dignaga and Dharmakirti, two of thegreatest Buddhist logicians, the fate of entire monasteries depended onpublic debates. According to Tscherbatsky, Dignaga won his fame and royalsupport through his defeat of the brahmin Sudurjaya at Nalanda Monastery(31-34). In another vein, Matilal (1990: 1-8) argues that the Indian logicaltradition is entirely home grown, since there is no evidence of India beinginfluenced by Aristotelian ideas. Matilal also shows that many topics,which are of interest by contemporary logicians and philosophers today,were discussed and researched into with sophistication by Indian scholars. Such topics include theory of inference, empty names, reference andexistence, perception, knowledge of theexternalworld,substance,causality, and many others (Matilal 1990). Moreover, Tscherbatskys (1962)work, dealing mainly with the works of Dignaga and Dharmakirti illustratesthat India is one of the great logical and philosophical civilizations ofthe world. There are a number of topics that both traditions discovered independentlyof each other. For example, Matilal notes that the counterpart of theAristotelian syllogism is the five-membered argument found in such textsas Caraka and Nyayasutra. Instead of the three propositions found inAristotelian syllogism, the five-membered argument consistsoffivepropositions, the first of which is the conclusion, and the last repeatingwhat is already stated in the first. The remaining three propositions inbetween are the premises. Here is one example of the five-membered argumentcited by Matilal (1990: 5):1. There is fire on this mountain. 2. For, there is smoke there. 3. Smoke goes with fire always (or, in all cases, or in all places):witness, kitchen. 4. This is also a case of smoke. 5. Therefore, there is fire there (on the mountain). Logicians will immediately be able to reconstruct this argument in thefamiliar Aristotelian form as follows:The place on the mountain is a place where there is smoke. A place where there is smoke is a place where there is fire. Therefore, the place on the mountain is a place where there is fire. Matilal, however, notes that there is at least some dissimilarity betweenthe Indian and the Aristotelian argument forms presented here.Forinstance, he says that the conclusion of the Indian argument form is in theform of singular proposition, (i.e., modified by demonstratives likethis or that) whereas that of the Aristotelian syllogism is eitheruniversal or particular (i.e., modified by quantifiers like all orsome). But the dissimilarity here could be amended, as indexicals (termslike this or that which relies on the context of utterance for theirfull meaning) could be dispensed with by supplying the required informationon the context in which they are uttered. Thus it could be safely statedthat the Indian logical tradition fully comprehended the essence, so tospeak, of logic, which is the concept of validity and the basic validargument form. Another of the worlds great civilizations, China, also had its ownindigenous and independent logical tradition. Two of Chinas logicalschools of thought are the Mohists and the Logicians. The former wasfounded by Mo Ti, who lived between 479 to 381 B.C., during the WarringStates period of Chinese history (Ronan 1978: 114). Among the typicalChinese scholars the Mohists are better known for their doctrine ofuniversal love and the condemnation of offensive war rather than theirinterests and achievements in the physical sciences. In the latter Needhamreports that the Mohists went very far towards realizing that the thoughtsystem was in fact a prerequisite for modern science. Most significantly,the Mohists appeared to be in grasp of the concepts of deduction andinduction. They viewed the former as a way of thinking which follows amental model, which guarantees that whoever follows it will never fail tobe right in their thinking. Here is an example of reasoning based onfollowing such mental model:Model thinking consists in following the methods of Nature. What are followed in model-thinking are the methods. Therefore if the methods are truly followed by the model-thinkingliterally: hit in the middle, the reasoning will be correct. But if the methods are not truly followed by the model-thinking, thereasoning will be wrong (Ronan 1978: 119). On the other hand, the Mohists also recognized the value of extensionwhich is a kind of reasoning from the known examples and extend it tounknown cases similar to them:Extension is considering that that which one has not yet receivedi.e. a new phenomenon is identical from the point of view ofclassification with those which one has already received, andadmitting it (Ronan 1978: 119). Use of Marijuana As Medicine Essay Bruce Davidson (1998) argues that a set of Japanese cultural factors act as a kind of barrier against teaching critical thinking to students. Atkinson (1999) goes so far as to argue that critical thinking is culturally specific, and is a part of the social practices of the West having no place within Asian cultures, which do not adopt such practices. What .

Organizational management

Respect is perceived to the value attached in dignifying oneself and others (Business Lobby Team par.1). In our daily lives, we have to deal with other people at one time or another. Respect comes into perspective when we have to relate with our peers and colleagues. Respect also involves giving dignity to oneself as well as other people’s privacy, views, philosophies, abilities, beliefs and personality differences.Advertising We will write a custom term paper sample on Organizational management specifically for you for only $16.05 $11/page Learn More This paper outlines the importance of respect at the workplace and how an employee can earn respect in a diverse working environment. Besides, it discusses how an individual can show respect to colleagues and other employees at workplace. Why is respect important? People respect themselves when they feel that they are equally respected by others. When we are respected by other people unconditionally, there is a higher likelihood to be positively influenced by those who respect us. Workplace relationships play a major role in ensuring that organizational goals are met. For an organization to work towards certain goals, relationship between managers and other employees as well as the relationship among other colleagues is of great importance. Relationship in various work places is enhanced by several aspects. These aspects include mutual respect, integrity and honesty (Mayhew par. 2). The resultant effect of effective workplace relationship is cooperating towards a common goal. This is an important aspect that enhances profitability in any organization. Mutual respect initiates collaborative teamwork which in turn helps to push the organization policies towards the set goals (Mayhew par. 3). Mutual respect among colleagues in an organization enhances productive working relationship. People become more open to each other and thus communication between employees is improved both ve rtically and horizontally. This move promotes a work environment that is flexible and results in improved productivity (Webster par. 3). Mutual respect is a key aspect that enhances knowledge transfer between workers in an organization. When employees respect each other, they develop mutual trust and allow information to flow. It also enhances work relationships and at the same time helps employees to work as a cohesive team.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It becomes easy to solve problems when knowledge is effectively transferred from one person to another. Respect comes out as a prerequisite in actualization of the above mentioned components of knowledge transfer particularly in cases where ideas have to be created and shared among employees. In a workplace environment, the attitude of the group towards knowledge transfer should entail respect among each other. In te rms of sharing knowledge, it is worth to mention that positive sharing can only occur where members have respect for each other. In other words, a good workplace relationship is required for effective sharing of knowledge and skills. People will pay attention to information being passed on by persons they respect. In addition, willingness to contribute towards knowledge and information sharing occurs when people show mutual respect within small or large teams (Levine par.5). An organization where everybody is respected enjoys significant benefits in its operations. In order to achieve a collaborative workforce, employers are expected to undertake extensive training of employees. This practice promotes mutual respect in an organization. It also helps to align the goals of employees to an organization. Respect makes it easy to identify employees based on the position they hold. In addition, it increases their commitment in maintaining high quality work. Mutual respect helps to recogni ze the talent of employees and the contributions they make in the organization. The overall goal of respect is to increase a firm’s profitability. This can be realized if there is workplace respect. In the event that high performance is needed, diversity should be integrated in the goals of an organization. In other words, a diverse workplace is highly likely to produce the much needed work balance and productivity. Instead, mutual respect in an organization should be based on the ability of an individual to respect the skills of other people. In addition, it is imperative to mention that mutual respect is an integral parameter that can only be experienced in a diverse work environment. Moreover, respect helps in breed profitability in an organization. In addition, respect helps to foster cooperation, collaboration and synergy. All these ingredients are highly beneficial especially in establishing workforce that can ascertain the significance of performance, productivity and quality of goods and services. Respect at the workplace also facilitates the transfer of knowledge between different people in an organization. In most cases, employees who accord respect to their fellow workers finds it easy to respect other members of the management team with high levels of knowledge and skills. As a result, it becomes less cumbersome for employees to get additional skills from their superiors. It is worthy to note that the workplace training can easily achieve the expected outcomes if the trainees are willing to respect the expertise of the mentor or trainer.Advertising We will write a custom term paper sample on Organizational management specifically for you for only $16.05 $11/page Learn More Finally, respect helps to reduce or eliminate possible conflicts at the workplace. Incidences of the workplace conflict are likely to increase if employees fail to respect one another. This is because employees who lack respect are likely to i nvolve themselves in behaviors that portray lack of respect to both the person and to the contribution made by other employees in an organization. Having conflicts at the workplace is likely to cause negative impact on an organization for instance by reducing employee morale, job satisfaction and productivity (Norville 112). How to gain respect in a diverse workplace Workplace diversity is based on principals that call for equal opportunities in employment. Diversity at the workplace is caused by inherent differences like ethnicity, age, gender, cultural background, physical ability and sexual orientation. Managing diversity and gaining respect in a diverse workplace involves the ability to recognize individual differences in a given organization. This help employee to realize their full potential and also enables the organization to realize the set goals and objectives. Respect in a diverse workplace can also be realized with the help of managers especially when they are able to es tablish and maintain appropriate work environments. In this case, the similarities and variation of the employees should be valued in order to enable them make maximum use of their potential in order to benefit the organization. This helps an organization to achieve the set goals and objectives (Esty, Richard and Marcie 96). Respect in a diverse workplace can also be realized by recognizing the contribution made by employees from different backgrounds. This is from the fact that employees can bring in fresh perceptions and ideas that facilitate product development. The ability of an organization to manage diversity successfully helps to nurture innovation and creativity which improves the competitive power of the organization. In addition, having respect in a diverse workplace helps an organization to build strong relationships with different people. It also becomes quite easy for an organization to make improvement on its services and other programs that enhance the contribution ma de by employees. An inclusive and supportive workplace environment can be created when employees in an organization work as a team.Advertising Looking for term paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Besides, a cohesive workforce will demonstrate the much needed respect towards clients. Increased productivity and greater levels of creativity can also be achieved if respect is maintained in a diverse workplace. Therefore, effective implementation of diversity strategies in the workplace helps to improve employee retention, reduces expenditure and enhances productivity (Esty, Richard and Marcie 99). Workplace diversity is a term that is used to mean differences in physical characteristics as well as variations in working styles. It also encompasses differences in one’s philosophy as compared to philosophies held by other colleagues. The Workplace diversity includes cultural diversity. The latter is defined as human differences that play an important part in the culture of an organization (Mayhew par.2). Respect in workplace is also two pronged. This implies that for one to earn respect in the workplace there is a need to show respect for themselves and others as well. In or der to maintain self respect, it is important to refrain from engaging in direct confrontations whenever there are personal differences. Therefore, peaceful problem solving skills would be the best way to deal with situations that trigger anger and hatred. As mentioned earlier, different people have various personalities, abilities, and beliefs that make them unique. In order to earn respect from these people, there is a need to respect them in spite of their diverse attributes. The greatest challenge arises in terms of the approach to use in order to take care of each person’s views irrespective of their emotional, economic, and social aspects in life. Balovich (par.1) indicates that for an individual to show respect to others, it is necessary to recognize that they are worthy to be accorded that respect. In addition, in order to take care of the diversity of other people at work, one must refrain from making sentiments and utterances that may depict a negative image of them selves towards others. Similarly, they should refrain from commenting negatively against other people’s attributes. The question on how leaders should show respect to their juniors and vice versa will also arise. For team leaders to earn respect from their juniors, it is important for them to keep away from making negative or demeaning comments against their juniors. If team leaders feel that their juniors have done less satisfactory job, they need to guide them learn how to achieve better results. On the other hand, individuals at the workplace should not allow to be demeaned when their work is relatively satisfactory. In the case of employer’s attitude towards workers, there are instances when the employee is criticized and silently agrees to the comments of the team managers just because of their status. This phenomenon may leads to lack of respect to the top level of management (Balovich par.2). Mayhew (par. 3) observe that employers should organize training on the subject of respect at the workplace in order to achieve a collaborative team of workers. The training should target the need of promoting respect among all employees irrespective of diversity of personal attributes and status. If employees in an organization are focused towards a common goal, mutual respect will be developed regardless of their statuses, position and the roles they play in achieving the organization’s goals. As a result, their differences in terms of philosophical views at work do not matter so long as they deliver their duties as expected. Organizational culture plays a major role in ensuring that employees respect and get respected by others. Business Lobby Team (par. 5) provides indicators that show that the workplace environment upholds the aspect of respect in the workplace diversity. These indicators include giving credit facilities to employees when they make positive achievement or when an individual or a team meets an objective. Recognizing peopleâ €™s hard work usually enhances a positive relationship between managers and colleagues. As a result, it helps in forging a common goal. Another indicator is when employees are accountable for their actions and do not blame others. Hence, an individual earns respect by avoiding confrontation with other colleagues that may have been caused by either commission or omission. Respect at the workplace is also demonstrated when employees work towards a common goal and avoid being distracted by their differences. Employees who respect an organization’s structure encourage mutual respect among themselves. In this regard, employees should not use the organization structure as a weapon against others. Other indicators that show that people in an organization uphold mutual respect is when they talk positively about their work, colleagues and have a positive focus for the organization rather than expressing distrust (Mayhew par. 4). How to show respect There are different ways of show ing respect at the workplace. On of the simplest way to show respect at the workplace is by being courteous, empathetic, kind and polite. Managers can show respect to employees by encouraging them to share their opinions and ideas. In some cases, employees may be shy to communicate their opinions and ideas. Managers should assist such employees to express their ideas by promising high levels of confidentiality and commenting on their ideas with sincerity. In addition, managers can also show respect to employees by being ready to listen to their complaints. Managers should avoid interrupting employees when they are making complaints or suggestions. Respect in the workplace can also be realized when every member in an organization is ready to use good ideas from other workers to help improve performance. Using ideas from other people is a form of expressing respect to people who create good ideas. It is necessary for employees to inform the managers whenever they use ideas from their co-workers. This helps the management to acknowledge the contribution made by employees. Members in an organization can also show respect for one another by avoiding insults or despising their co-workers. Employees should also avoid criticizing, judging and patronizing their fellow employees or managers. Avoiding such actions is an acceptable way of showing respect at the workplace. As mentioned earlier, for individuals to demonstrate respect to others, they must first respect themselves. In order to show respect to others especially at workplace, one important aspect is to recognize achievements, contributions and abilities of other colleagues without considering their personal or cultural attributes. Quite often, when individuals’ capabilities are assessed, their diversity should not be put into consideration. It is therefore important for people to recognize and appreciate other people’s abilities and skills without considering their race, gender or color (Business Lobby Team par. 4) Keeping promises is an important and sure way to show respect. Although it is closely related to being honest, keeping promises may include being reliable and punctual. When people depend on the reliability of others at workplace, it means that there is adequate respect among all of them. On the other hand, being reliable may be interpreted to mean respect for work and roles. In workplaces, the management team always gauges employees’ commitment to work by the respect they have accorded themselves particularly regarding knowledge on their areas of jurisdiction as well as their reliability. Keeping the word of mouth goes hand in hand with being a hardworking person. Everybody who is worthy being respected respects a hard-worker. In this regard, meeting deadlines for duties assigned, going an extra mile to achieve the set goals and also engaging in learning of various aspects are some of the attributes that demonstrate that a person is hard-working. Being kin d and a source of inspiration to people enhances respect between people. When people share challenges and problems, they do this with the hope of finding a listening ear. Being there to listen to fellow’s problems reassures them and in turn respect is given back. This can be shown through empathizing with people facing different challenges, helping them out, assisting them solve problems (Business Lobby Team par. 4). Quite often, we express our emotions through the word of mouth. It is necessary to consider what we say in the presence of others will result to lacking respect to oneself or lacking respect to them. It is therefore important to express oneself through talking with humility and gentleness. Besides, it is important to communicate clearly and straightforward in order to show respect to others. This goes hand in hand with being honest and always telling the truth. Sometimes speaking about issues that one has little information on may make other people disrespect the m. Appearance and personal grooming are important tool that can show respect. First time appearance is enough to show whether you respect others, authorities and even one self. In workplaces it is important to adhere to codes of dressing and general conduct for one to be regarded as respectful. Taking care of ones appearance does not necessarily mean wearing official outfits but means being presentable to fellow workers and also to seniors. Good appearance is necessary to every person if they mean to show respect and should be upheld regardless of the roles one has in the workplace or status. Respect ought not to depend on wage or age bracket. Respecting managers/managers respecting employees Morris (par. 2) illustrates that a successful manager ought to earn respect from the team he/she leads. On the other hand for managers to earn respect from their juniors they must show respect back. Some of the things that managers can do to earn respect include inspiring people by encouraging humor in the workplace. Also, managers should allow all employees to have equal opportunities to excel and gain experience. This can be achieved through enforcement of guidelines that should apply equally to employees without favoritism. When a good example is set by team members and leaders, the managers will earn respect from their subordinates. This may include getting involved in production directly, willingness to go an extra mile in achieving goals and encouraging workers to perform their duties (Monica par.3) In addition, managers can earn respect from their juniors due to their ability to solve problems. Managers should iron out conflicts arising in the workplace as first as possible and though the use of conflict resolution measures that maintain respect for other employees. Morris (par. 4) indicates that employees accord more respect to managers who are able to resolve conflicts promptly and fairly. Managers can also earn respect from employees if they share information wi th them especially when dealing with a difficult issue. On this case employees are able to share their views and at the same time understand manager’s line of thinking. Listening to employees’ views will always make them feel valued, dignified and respected. In this was managers can learn important aspects in the workplace that may be important to them to help them in solving problems or strategic planning (Heathfield par.5). Other modes that managers can use to show respect to their employees include establishing trust, collaboration, kindness and giving feedback to concerns raised by employees. On the other hand, employees ought to show their managers the same amount of respect. When employees adhere to their respective duties as stipulated in an organization, managers will equally feel respected. In addition, employees should show respect to their managers by positively inspiring other employees through the promotion of good working relationship. Other aspects that show respect to managers is to accept positive criticism aimed at improving working relationships between them and their fellow subordinates and management as a whole. In addition, sharing important information that is crucial in the running of the organization demonstrates respect towards work and top level management. This kind of communication can be enhanced by creating communication channels that promote sharing of knowledge and information. The reason why employers hire employees is to perform specific functions in an organization. These functions are usually linked to the operations of the organization. These operations are expected to help the company to provide value-added services or products to customers. The employees are compensated for the work done through remuneration. This can either in the form of a salary, retirement benefits, health benefits or a bonus. In order to achieve this, the employees should be willing to respect their managers. Similarly, managers should also respect the employees since workplace respect provides mutual benefit to the parties involved (Taiwo 107). Employees can express their respect to the managers by observing the following. Firstly, employees should always act in a professional manner. Employees should understand the main reason why they were selected for a given position in an organization. The managers and other superiors expect the employee to be aware of his tasks and perform them well for the good of the organization. Employees can also express their level of professionalism by ensuring that they dress appropriately, reporting for work early and completing the assigned tasks on time. Secondly, employees can express their respect to their managers by showing their desire to raise their performance level. Employees can improve on their performance by operating consistently. This means that employees should not be reminded of their duties by the managers. Being a performance employee was requires them to act li ke initiators and problem solvers. To achieve this, employees should be able to come up with ideas that aid in providing solutions to some of the problems or challenges that might be affecting the organization (Taiwo 109). On the other hand, employers can show their respect to employees by acknowledging the opinions from the employees. This should be done even under circumstances where the ideas from the employees are not feasible. Managers should be willing to communicate the level of the contribution made by employees, and if possible they should appreciate the job done by employees using reliable methods. Managers should understand that praising employees can provide significant benefit to the company. Another way of showing respect to employees requires the managers to respect the subordinates and the peers. Managers should also ensure that every person in an organization is treated with respect, irrespective of the position he or she holds. A respectful workplace is likely to r aise the morale of employees and consequently realize an increase in productivity. Therefore, it is the responsibility of the managers to ensure that the concerns of the employees are addressed appropriately (Taiwo 109). Respect between colleagues Every person in an organization has a valuable role to accomplish. Hence, it would be difficult to accomplish organizational goals without the input of all employees. If a person views others and treat them with respect irrespective of the roles they play in an organization, objectives will be met quite easily. For colleagues to have mutual respect, they have to accommodate their colleague’s different views to work and avoid condemning them for what they are or for their belief systems. In order to promote respect at workplace, each person must cultivate a culture that upholds the much needed respect (Heathfield par 3). Several aspects of organizational culture are important in promoting respect among employees. These include a cult ure of accommodating everybody irrespective of their differences, defining personal rights, responsibilities and the authorities in the organization, defining an appropriate code of conduct in an organization, promoting accountability, encouraging discussions and team work development as well as enhancing formal communication channels and forums such as meetings, use of emails and newsletters (Business Lobby Team par.5). In view of the above methods of promoting respect among colleagues at workplace, there are some aspects are within the confines of the management while others are initiatives that employees develop on a regular basis. For instance, the management in consultation with the employees should come up with codes of conduct, detailed roles of each employee and accountability measures. This forms part of an organization’s culture where every employee is aware of the accepted norms. The management should devise avenues where individuals can raise their concerns. There fore, each employee should be given due attention and also be able to give the same attention to other colleagues. When the term disrespect at the workplace is mentioned, an individual is compelled to think about serious acts of violation such as racial discrimination and sexual harassment among others. It is important for working teams to understand that there are other behavioral patterns among employees that have a great impact at the workplace relationships, productivity and general wellbeing. Negative behavioral patterns such as gossiping, rumor mongering, talking to each other at loud and irritating voices as well as withholding vital information tend to promote a disrespectful workplace (Byres par. 4). There are a number of things which can be done to earn respect between colleagues. These include the following. First of all, it is necessary to develop acceptable work ethic. This requires the employee to report on time, doing the expected thing and being ready to help others whenever they need any help. Employees should also be excited and appreciate the job. To achieve this, employees should avoid making complains about work problems and work towards finding solutions that can provide mutual benefit. Respect between colleagues can also be realized by being honest and trustworthy and avoiding any discussions that relate to the personal life of other people. Following all the rules and regulations and acting professionally at the workplace also helps to earn respect between colleagues (Taiwo 111). Respect in the work place training Respect at the workplace is an attribute that can be acquired over time. Sometimes it does not come out naturally. This is because some aspects at the workplace are closely related to code of conduct and sometimes ties with an organization’s culture. An employee is considered to be respectful when he or she observes positive workplace ethics that largely promote favorable working relationships. There are some cases when employees might feel harassed at places of work. Harassment at the workplace can be in the form of discrimination in terms of the amount of training which employees are accorded. Therefore, it is important for an organization to organize training sessions that are fairly distributed among various levels of workers at workplace. This can be done regularly through scheduled training for all employees or through trainings organized for specific teams. In addition, training sessions focusing on teams’ interaction forums like team building can be used as avenues for training. It is important for employees to understand that the most serious negative actions like gender discrimination, sexual harassment, and racial discrimination often result into a less dignified place of work. Other minor acts such as gossiping, rudeness towards fellow workers, ignoring or withdrawing important information also contribute to a disrespected workplace. In addition, employees should learn the impor tance of respecting themselves at place of work. This kind of respect should also be extended to the organization and its management as a whole (Heathfield par. 5). Some of the acts of disrespect toward fellow employees at the workplace may amount to criminal acts that can be grossly prosecuted. Employees should also be well equipped with information on what may amount to crime against fellow workers. These acts should be dealt with by the legal system of an organization. However, the management should introduce and implement disciplinary measures against employees who show acts of disrespect that are considered to have enough substance to warrant such actions. Training on respect in the workplace acts as a way of demonstrating the desired qualities of a given organization. Training also helps to realize good relationships between different members of an organization. Respect is also critical especially when there is a need to ascertain productivity and overall values of an organiza tion. Workplace training also helps employees to be equipped with practical skills that help employees to identify violations and unproductive behaviors that hinder employees from completing their tasks. Conclusion Respect is a prerequisite in effective relationships at workplaces. It is important for an organization to incorporate respect within its cultural practices such that old and new employees are incorporated in the adopted culture. As discussed in the essay, respect at various places of work can only flourish when both sides maintain a dignified and respectful relationship. Hence, an individual has to show respect to others so that the same amount of respect can be given back. In addition, before employees can be able to show respect to others, they have to exercise respect among themselves. Respect also contributes towards the productivity of workers. The wellbeing and performance of an organization can also be replicated by the same effect. Therefore, it implies that ther e is a significant relationship between the extent to which organizations uphold the value of respect and in relation to performance. Although there is need to conduct training sessions that can enhance and assist in building respect at workplace, there is minimum financial investment for a company to uphold a culture of respect yet it pays a part in contributing to overall performance. Managers play a significant role in ensuring that the culture of respect prevails at workplace. It is easy for respect to be promoted when managers first demonstrate respect towards their juniors. In addition, communication structure in a company affects how employees uphold the value of respect. When communication structure allows managers to pass information to their juniors and vise versa, employees are able to maintain the value of respect towards fellow employees and also to their managers more conveniently. Training is important in enhancing the culture of respect in an organization. The manage ment should engage in forums aimed at promoting respect among employees. Some of these activities include team based groups activities such as team building days, appreciation parties as well as extracurricular activities like games and competitions. These are forums that improve the workplace relations since people are able to interact and share their views freely irrespective of their job status, race, physical characteristics and so on. Therefore, the latter are important tools that are crucial in promoting a respected workplace atmosphere. Revision and opinion about respect in the workplace The importance of mutual respect among employees and managers cannot be overemphasized. Respect is contagious and yields good working relationships. Mutual respect is a source of motivation and leads to positive productivity. Besides, daily challenges and lack of morale may make employees engage in acts that demonstrate lack of respect to management or fellow employees. Although respect emana tes from an individual, there are factors that may cause an employee to act in a disrespected manner. These factors may include the level of job satisfaction, employees’, and level of motivation. According to my view, respect is a reward of a favorable working condition and sometimes triggered by aspects such as remuneration as well as fringe benefits and bonuses adopted by an organization. In addition, respect does not have monetary value or any direct influence on the budget. However, it has enormous contribution to the workplace relationships and leadership development. Respect quotes Some valuable quotes on respect include â€Å"respect others to be respected, respect is the foundation stone of organizational effectiveness because it encourages us to recognize the skills and experience of every individual† (Learn Quote: Promoting respect in the workplace par. 2). Works Cited Business Lobby Team. How to promote respect in the workplace. Business Lobby. 31 Jan. 2011. Web. http://businesslobby.blog.com/2011/01/31/how-to-promote-respect-in-the- workplace/ Balovich, David. Respect in the workplace. 7 Aug. 2006. Web. http://www.creditworthy.com/3jm/articles/cw81706.html Byres, Nicole. Cultivating culture of respect in the workplace. 2012. Web. http://www.bcbusinessonline.ca/legal/cultivating-culture-respect-workplace Esty Katharine, Griffin Richard and Hirsch, Marcie. Workplace Diversity. Holbrook, Mass: Adams Publ, 1995. Print. Heathfield, Susan. How to demonstrate respect at work. n.d Web. Learn Quote: Promoting respect in the workplace. 5 Aug. 2005. Web. http://www.aleanjourney.com/2011/08/lean-quote-promoting-respect-in.html Levine, Gilbert. Managerial Practices Underlying One Piece of the Learning Organization. 2012. Web. http://irle.berkeley.edu/cohre/knowledge.html Mayhew, Patrick. Why is respect important in a diverse workplace? 2012. Web. http://smallbusiness.chron.com/respect-important-diverse-workplace- 11475.html Mayhew, Ruth. Elements of effective workplace relationships. n.d. Web. http://www.ehow.com/info_8156653_elements-effective-workplace- relationships.html Monica, Patrick. How to make your team respect you as a manager. 2012. Web. http://smallbusiness.chron.com/make-team-respect-manager-21561.html Morris, Briwn. How supervisors can show respect for employees. n.d. Web. http://www.chron.com/ Norville, Deborah. The Power of Respect: Benefit from the Most Forgotten Element of Success. Nashville, Tenn: Thomas Nelson, 2009. Print. Taiwo, Niyi. Respect: Gaining It and Sustaining It: a Comprehensive and Practical View of the Concept of Respect. New York: Xlibris, 2007. Print. Webster, Amanda. Motivational strategies that affect productivity in the workplace. 2012. Web. http://www.ehow.com/info_7856778_motivational-strategies-affect-productivity- workplace.html This term paper on Organizational management was written and submitted by user Emersyn Malone to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.