Narrative of Quinceanera - 910 Words

From a Little Girl to A Young Woman Linda Rosario English 1A Professor Abra Mcdowell July 14, 2010 From a Little Girl to a Young Woman . The day of my Quinceanera started early. I had just turned 15 and it was the birthday I had always dreamed of. I was always a dama in other Quinceanera’s, but now it was time for my own celebration. In Mexican culture, a dama is just like a bridesmaid. I had 14 of my closest friends as my dama’s to be a part of my â€Å"court of honor†. All 14 girls wore beautiful hot pink dresses and had polished hairstyles. The girls looked like beautiful dolls. When my mother was a little girl she had two Quinceanera’s. One celebration took place in Mexico and the other here in California. Looking back at my†¦show more content†¦Somehow, I managed to keep a smile on my face as if I had no fears. The ceremony included Bible verses and singing. I received six gifts from my aunts and uncles: a Bible, a bouquet of flowers, a ring, a bracelet, a rosary and a tiara. Each of them was blessed by the father. Each gift I received held a meaning: closeness with fa mily and with God, and the passage to womanhood. Later that day, the celebration continued with a party at Eagles Banquet Hall. As the festivities started, I was so happy about the night to come. My court of honor was introduced as they led me into the celebration. We started out the night by performing a traditional Quinceanera march. It was a choreographed routine that we practiced for five months leading up to that day. My father came out with tears in his eyes and softly removed my ballerina slippers from my feet and replaced them with a pair of woman’s heels. With tears in his eyes, he grasped and hugged me so tight it was as if he didn’t want to let me go. My father and I started to dance the traditional father daughter dance. As the song was coming to the end, my father whispered in my ear, â€Å" You’re a beautiful young woman, but you will always be my baby girl.† At that moment, tears filled my eyes and I realized how much love my father had for me. I will always remember that moment for the rest of my life. My birthday was celebrated with a wedding style cake and 15 candles marking my age. It was 15 different tiers with 5Show MoreRelatedWomen Empowerment : Cisneros s Woman Hollering Creek942 Words   |  4 PagesWOMEN EMPOWERMENT Cisneros’s â€Å"Woman Hollering Creek† The lion s share of Woman Hollering Creek is described in the third-individual omniscient voice. The narrative voice that depicts Cleofilas life in Mexico, her dad and siblings, the ladies companions With whom she tattled in her town, talks in longer more melodious sentences than the story voice that portrays her life and musings in Seguin, Texas. The opening sentence peruses: The day Don Serafin gave Juan Pedro Martinez Sanchez consent to

A Discussion Of Socratic Irony - 1166 Words

As we can see, Kierkegaard traces a parallel between Socrates’ ironic practice and a picture. Furthermore, the effect of his rejoinders is likened to that of an image suddenly popping up while we stare at this picture. In order to get at Kierkegaard’s point, we have to consider that this passage is contained inside a discussion of Xenophon’s portrait of Socrates. In fact, the whole passage is meant those aspects of Socratic irony which Xenophon missed. In this regard, Kierkegaard writes that what he dislikes in Xenophon’s treatment of Socrates is his failure to portray the two essential elements of Socratic irony. The first one is ‘situation’, the second one are his ‘rejoinders’ . A bit below, Kierkegaard adds that ‘[†¦] Socratic questioning is clearly [†¦] analogous to the negative in Hegel, except that the negative, according to Hegel is a necessary element in thought itself, is a determinant ad intra [inwardly]; in Plato [and therefore in Socrates] , the negative is made graphical and placed outside the object in the inquiring individual’ . This two ways of conceiving the negative give way to two modes of leading philosophical inquiry. In the first case, ‘[†¦] one can ask with the intention of receiving an answer containing the desired fullness, and hence the more one asks, the deeper and more significant becomes the answer; or [in the second case,] one can ask without any interest in the answer except to suck out the apparent content by means of the question and therebyShow MoreRelatedPhilosophical Argument : Euthyphro And Socrates1043 Words   |  5 Pagesas Socrates; a man whose aspiration to look for knowledge definitely leaves a critical effect on humankind. Above all, his strategies for achieving knowledge is the thing that makes him so distinct to other philosophers. A strategy is known as Socratic irony portrayed through his intellect and what some may think of a s servility and others arrogance. Ancient Greece was one of the first advanced democracies, they took seriously their social status, their belief in Olympian Gods, and a strictRead MoreThe Republic And The Socratic Dialogue1769 Words   |  8 PagesWhen analyzing Book 1 of the Republic and the Socratic dialogue Euthyphro we can conclude that there are a lot similarities and differences in the arguments between Socrates and Thrasymachus and Socrates and Euthyphro. Both pieces and arguments have similar tones and shows how Plato, through Socrates, would get to the bottom of certain issues. Upon entering the house In Plato’s The Republic, Socrates didn’t know what he was walking into when the discussion of justice was brought up. The main questionRead MoreThe Philosophy of Socrates: a Lover of Wisdom2030 Words   |  9 Pagesprinciple components of his philosophy: Irony, Method and Ethos. The second section of this paper will reveal my personal view on philosophy. Rahut’s claim on philosophy being the study of â€Å"open questions† will be supported by examples and descriptions. In the case that a question cannot be accurately answered or proven with our existing knowledge, I demonstrate that it should be classified as an ‘open question’. Throughout section 17-18 of The Apology, Socratic irony is apparent. He clearly presentsRead MoreThe Definition of Piety in Platos Euthyphro1311 Words   |  5 Pagesï » ¿The Definition of Piety in Euthyphro Introduction Platos Euthyphro introduces the Socratic student both to the Socratic Method of inquiry and to, or at least towards, a definition of piety. Because the character of Euthyphro exits the dialogue before Socrates can arrive at a reasonable definition, an adequate understanding of piety is never given. However, what piety is not is certainly demonstrated. Euthyphro gives three definitions of piety that fail to mean much to Socrates, who refutesRead MoreJohn Wilson967 Words   |  4 Pagessimilar. Theme: A topic of discourse or discussion. Example: Italy, dark mansion, etc. Irony: The use of words to express something different from and often opposite to their literal meaning. An expression or utterance marked by a deliberate contrast between apparent and intended meaning. A literary style employing such contrasts for humorous or rhetorical effect. Incongruity between what might be expected and what actually occurs: Hyde noted the irony of Ireland s copying the nation she mostRead More Researching Socratic Pedagogy and Education in Platos Republic4973 Words   |  20 PagesResearching Socratic Pedagogy and Education in Platos Republic ABSTRACT: Though Plato never wrote a dialogue that explicitly asks, What is education?, few argue that he is uninterested in the subject; after all, Plato, like Socrates, was a teacher. In his magnum opus, the Republic, Plato deals with education repeatedly. The eduction of the guardian class and the allegory of the cave present two landmark pedagogical passages. Yet to catch a glimpse of Socratic pedagogy, we must first siftRead MorePlato Apology2098 Words   |  9 PagesSocrates does not try to avoid death in the trial; instead, his goal is to enlighten the public for the last time before his own passing. Socrates was always fascinated with the solving of questions, both big and small; his approach was to use the Socratic method of inquiry, wherein he would break the problem down into several questions, and then systematically find the answers to each question in order to find the larger answer. It was a methodical and practical approach to show his ultimate questRead MoreSocrates Cross Examination Of Euthyphro s Beliefs On What Constitutes As Pious1492 Words   |  6 Pagescitizens’ well being. Socrates asks then, that the gifts in which mortals offer to gods, are not in any way beneficial to them, but simply due to please them. This ideology follows along the lines that piety, is again, what is loved by the gods. As the discussion comes to a conclusion, it is apparent that the true definition of piety was never shared. Here interjects the true dilemma for Euthyphro, and garnered from the text is inferred that he is ranked as a professional priest. The wisdom of piety is anRead MorePlato s Laws And Xenophon s Hiero1365 Words   |  6 Pagesknowledgeable person in the domain of moral issues to confuse the other person who boasts of being more knowledgeable on the same. Using this ironical approach –known as the Socratic Irony -, Socrates was able to illustrate inconsistency of the other person’s views on morality. Although the early and middle works of Plato are considered as Socratic dialogue, understanding the composition and chronology of Plato’s work is a bit complex since even the ancient sources do not present these works chronologicallyRead MoreEssay The Foolishness of Fools in Shakespeares King Lear1706 Words   |  7 Pageslinguistic techniques such as pun and irony aid this illustration of the perfect microcosm, not only of 16th century Britain, but of all times and places. By far the theme that best allowed the furthering of this superb contrast between Victorian England and Lears own defined world is Shakespeares discussion of fools and their foolishness. This discussion allows Shakespeare to not only more fully portray human nature, but also seems to illicit a sort of Socratic introspection into the nature of societys

The Social Learning Environment And Counseling Essay

The Social Learning Environment and Counseling Learning is a general term, describing numerous processes involved in acquiring information (or knowledge), and skills gain through experience(s) with the environment or the self. Researchers have long placed emphasis on environmental factors, such as societal norms on shaping behavior. As an individual interacts with the environment, patterns of behaviors emerge as a consequence. Therefore the environment of an individual for example can be thought of as the modality in which learning occurs. Although, behaviorist attributes such learning, and patterns of behavior to underlying reinforcement mechanisms that have been empirically supported, there are other learning forces that govern learning with respects to the social environment such as social learning, which may have implications into understanding societal structures and dynamics. Social learning is sometimes referred to as observational learning, imitation learning, or vicarious learning, as learning occurs through the action of watching others, hence the term. Additionally, observational learning may lead to imitation, and thereby the mastery of a skill (learning). Social learning encompasses learning that may be active or passive respectively in certain respects, as not all behaviors observed are imitated. Certain types of behaviors such as aggression are more readily imitated by children as Bandura and Huston (1961) noted, while studying the process of identificationShow MoreRelatedGroup Counseling For Children And Adolescents1630 Words   |  7 Pagesï » ¿Group Counseling Individuals with learning disabilities have a particularly high incidence of mental health problems and are often assigned what is known as dual diagnosis. The lack of research in counseling this client group and the need for counselors to show that they are not discriminatory in their practices and are compliant with anti-discriminatory legislation adds to the case for placing inclusion/exclusion in counseling in the public arena (Pattison, 2006, p. 547). Introduction AreRead MorePsychology : Theory Of Psychology1637 Words   |  7 Pagesmanifested through different approaches to society, sociological engagement, one’s thought process, their reaction to situations, and one’s reaction to stimuli. d. Behavioral or Social Learning: One that advocates the theoretical beliefs of Social Learning [Theory] would believe that learning is based on the environment and observations. This also puts into account that humans think about the relationship about behavior and consequences, an â€Å"if and then† machine. Therefore, in regards to human aggressionRead MorePurpose Of Needs Assessment Of School Counseling Programs1713 Words   |  7 PagesAssessments School counselors use data to, â€Å"identify school counseling program goals; monitor student progress to close the achievement gap; assess and evaluate programs; demonstrate school counseling program effectiveness (Young, 2013).† The purpose of assessments are to identify and plan school counseling programs that align with the mission of schools. School counselors assist students individually to help with academic, personal/social or career concerns. One helps student establish goals asRead MoreCounseling: Helping Clients Find Solutions Essay1345 Words   |  6 PagesCounseling can be viewed as relationship between two individuals, a counselor and a client, with the aim of helping the client overcome a problem or reduce adversary/suffering .In this relationship, the assumption is that the client is in a problem and needs assistance, while the counselor is experienced and possesses unconditional positive regard to the client (Colin J. S Graham U. 1994).Therefore, counse ling may also be regarded as a helping profession because it aims at helping the clients dealRead MoreThe Importance Of Career Counseling And The Effect Of Ethnic Discrimination Are Mutually Exclusive Events?891 Words   |  4 Pagescontext of Taiwan, Zimbabwe, and the United States respectively, which show that career counseling and the impact of ethnic discrimination are mutually exclusive events. There are a number of shared problems associated with the counseling of students who have learning disabilities, including the lack of training of the counselors, inappropriate policies, and the negative attitude of stockholders towards the counseling programs. Lan argues and Levinson Palmer are prone towards the fact that the problemsRead MoreThe Role of a Community Counselor1735 Words   |  7 Pagesto address the role and function of the community counselor. Additionally, the framework of the community counseling model is taken into account, including some of the strategies used in community counseling. The Role of a Community Counselor Community counseling can be defined as â€Å"†¦a comprehensive helping framework that is grounded in multicultural competence and oriented toward social justice (Lewis, Lewis, Daniels, amp; DAndrea, 2011). 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My client was introduced to the family services agency for an initial evaluation to begin therapy and counseling in our clinical counseling department through her case worker, Mariah Carey BSW, at Child Welfare Services. She has come willingly to us as she has expressed interest in learning to parent her own children and deal with trauma and abuse. She presents with a history ofRead MoreSupport Group For East Asian Students1343 Words   |  6 Pages Support Group for East and South East Asian Students in Counseling Program Ya-Chen Tsai University of North Texas â€Æ' Support Group for East and South East Asian Students in Counseling Program According to U.S. Census Bureau (n.d.), East and Southeast Asian Americans is largely a result of the huge influx of immigrants from Asia, it stood at nearly ten million of the total U.S. population and nearly seven out of ten Asian Americans were born in Asia. 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Global Leadership and Cultural Intelligences †MyAssignmenthelp

Question: Discuss about the Global Leadership and Cultural Intelligences. Answer: Introduction: Motivation and leaders are the two elements of the companies or business that require different types of strategies to be used at different environment. This is because both these elements are very much affected by the culture where they are practiced. It is not possible to deal with the employees at every place with the similar motivational factors and leadership approaches (Cimoli, 2013). This is the report that deals with some of the important aspect of motivation and leadership at global level. There are different theories that have been discussed in support of motivation at global level. These theories are studied in order to understand the perspectives of the employees at different countries regarding motivation and the motivational factors that drive them to work efficiently (Pennington, Socher and Manning, 2014). Examples of different countries and the nature of the employees have been studied to understand the concept. Later part of the report talks about the leadership at d ifferent countries in terms of international business. Different leadership challenges have to be faced by the managers in order to lead the employees at different countries. The role of technology has also been discussed that supports the leaders to lead across the globe. Managers role is not only about managing the people in the company but also have to manage many other factors that affect the functioning of the human resources in the organizations. They have to develop the understanding of different individualistic and team behaviour in order to make the strategy for them to work. This is because the behaviour of the employees at the workplace and their cultural and social beliefs are the main factors that affect the work functioning of the people (Alivernini and Lucidi, 2011). There are two major roles that the managers have to conduct at the organization that are leading the people and motivating the people irrespective of their cultural background and beliefs. Managing diversity is the major challenge that has been faced by the managers in the organizations with workforce diversity. Motivation in the international context: Motivation can be defined as the concept that deals with inspiring the individuals to do something. In organizational context, motivations are the factors or the drivers that increase the efficiency of the employees to perform (Galleguillos and Belongie, 2010). The drivers can be different for different individuals according to their needs and wants. When the motivation is studied with international and cross cultural contexts, it has been analysed that the process that is followed to motivate the employees is same but the factors or the motivational drivers are based on the culture of the people. Hofstede has made a research in relation to work values and the motivation factors. He has considered four dimensions that affect the motivation and the work values of the people at different countries. The first dimension is the power distance. It is the dimension that deals with hierarchy of the organization and the acceptance of extent of unequal distribution of power amongst the employees (Lewis, 2010). The employees who accept high power distances works in the organizations with strict hierarchy while the people who accepts low power distance and believes in power equalization work in organizations having flat organisational structures. The second dimension is uncertainty avoidance. This is the dimension that deals with the acceptance of uncertainty in the organization. The employees who accepts the uncertainty believes that they have to follow the made rules and also they have to stay with the organization for long time even in the case of uncertainties. The countries with high uncertainties avoiding behaviour have more punctual attitude towards their work such as Japan (Deresky, 2017). The next dimension is individualism. It is the dimension that suggests that the communities or the people who follow individualism believe in their one success rather than the success of the whole team. The individuals in this case take care of their own and immediate family. On the other hand, collectivism deals with making social framework and dealing with the team to be successful. Thinking about others success as well along with own is the feature of collectivism. Australians are the people who believe in the concept of individualism and thus they get motivated when the individual success factors are introduced in the company. The last dimension that has been discussed by Hofstede was the concept of masculinity and femininity. The organizations or the people with masculine nature believe in achievements, heroism and material success while people who believe in feminini ty prefer to maintain better relationships in the society (Ting-Toomey, 2012). Maslow hierarchy theory: It is theory that has been given by Maslow. This theory deals with motivational factors at the different stages of life and employment. As per the context of international management, this theory has been used to understand the perception of motivation among the employees of all over the world. Maslow suggested that every employee has five needs irrespective of their culture. Physiological needs: these are the most basic needs that are required by the employees. These are the needs related to food, clothing, shelter and water which can be fulfilled by the wages or the salaries the employees get. Safety needs: these are the desires that are related to safety, security and stability. Organizational job security programs and better work environment can satisfy these needs of the employees (Steers, Sanchez-Runde and Nardon, 2010). Social needs: social needs of the employees are related to the feeling of belongingness among them. This can fulfilled only when they interact with other people at the workplaces and they have healthy relations with each other. The organizations need to implement such informal programs so that the relationship can be developed among the employees. Esteem needs: It has been analysed that the employee feel motivated an energetic to work only when they get power and recognition for what they are doing. These esteem needs can be fulfilled by the reward programs of the company (Rosinski, 2010). Self-actualization: It is the stage where an individual has achieved everything and there is no scope left of any further needs. This is not about reaching at the top position at the organization but it is about mastering in their own settings. After conducting the study, it has been analysed that in international contexts, the need for hierarchy is mot similar for all the people at all the countries. All these needs are similar but the hierarchy or the level of needs have differences. The needs or the level that has been discussed above are served to be related to western countries while the countries like China have social needs as the basic requirement before physiological needs. Thus, it has been suggested that before doing business to any country it is required to understand their level of hierarchical needs (Deresky, 2017). Herzberg theory of motivation: This theory of motivation is given by Herzberg. This theory suggests that there are two sets of factors that affect the motivation of the employees and their work efficiency. The factors that make the employees feel good are called motivators and the factors whose absence makes them feel bad are called hygiene factors. Some of the factors that are related to hygiene factors are salary, technical supervisions, company policies, working condition etc. while the motivators are achievement, recognition, work, responsibility etc (Chen, Kirkman, Kim, Farh and Tangirala, 2010). the two factors theory suggests that both the sets of factors are related to the employee satisfaction at the workplace. According to this theory, if the hygiene factors are not present at the workplace then the employees will be dissatisfied at the workplace. On the other hand if the hygiene factors are present at the workplace, the also it is not sure that the employees are satisfied but they will not be dissatisfi ed for sure. Only when the motivators are present, the employees feel satisfied (Harzing and Pinnington, 2010). Collectively, it has been analysed that presence of motivators motivates the employees and provide them satisfaction while presence of hygiene factors remove the feeling of dissatisfaction. In international contexts, the employees at different countries have different set of factors that falls under the category of motivators and hygiene factors (Kusurkar, Croiset, Mann, Custers and Ten Cate, 2012). It has been identified that it is not always the act that different countries have different set of factors that motivates the employees. Understanding the above theories suggests that the basic concept of motivation remains the same but it is analysed that the factors that motivate the employees in different countries depends upon their cultural beliefs. How to motivate the employees: There are different factors that motivate the employees. Managers when enter the new market after analysing the international organizations and the context of international countries, it has been analysed that rewards are the basic element that motivates the employees. When the managers have to deal with the people at international contexts, it is required by the mangers to consult the local people of the place so as to identify the factors that motivate the employees at the local place (?nar, Bekta? and Aslan, 2011). It has been analysed that consulting the local people helps in knowing about the local culture of the place which differ from country to country. In case if the management of the company wants to win the organization then it is required to manage the employees by efficient leadership. Leadership can be defined as the ability of the individuals to manage and lead the people at the workplace it has been analysed that leadership is affected by the culture very much. Different countries have different types of leadership styles followed by the leaders. Even in the same country, the leaders follow different leadership styles. The leaders who have to deal with employees at the global level, it is required by them to adapt the environment of the local country where they are leading. In terms of global contexts, it has been questioned that how the leaders can involve in the global market place. Leadership at the internal context or ta the global level deals with global complexity and global connectivity (Voegtlin, Patzer and Scherer, 2012). Global complexity deals with the task context. It has been analysed that the global leaders nee d to deal with variety of context due to motivational and cultural diversity at the workplaces. On the other hand, when the global connectivity has been analysed, it has been suggested that the global leaders have to deals with different cultural and distant boundaries (Nahavandi, 2016). There are different approaches that have been used by the leader at different countries in the global context: Participative leadership: it is the type of leaders where the leaders try to involve the opinion of the employees as well in order to make any type of decisions. It is the approach that is task as well as employee oriented (Caligiuri and Tarique, 2012). Authoritarian approach: it is the approach in which the leaders are extremely work centred or task centre and believe in taking all the decision as per the task and not consider the values and views of the people at all. Paternalistic approach: It is the best balance between the work and the employee. The behaviour of the leaders with this approach is work centred but they give equal importance to the employees as well (Panetta, 2012). When different countries are studied regarding the leadership style it has been analysed that Europe leaders or the managers tends to use the participative approach of leadership. They believe in involving the opinions of the employees at the time of making decision for them. Age and company size affect the leadership style and it has been analysed that the people with more experience and age are likely to be the leaders and get the respect from the subordinates (Blanchard, 2010). If japan is considered, it has been analysed that the leaders tend to use the paternalistic approach. Here the democracy is not given to the employees buy they are being told by the leaders that why they have to do (Lobel, 1990). Leaders are always there for the employees to help them. Japanese are more concerned about the safety needs and thus paternalistic approach of leadership provides the same to them. Four Ts of global leaders: These four Ts provide the knowledge about how to deal with the employees at the global level: Travel: Travel to different countries supports the leaders to be versatile in nature. This travelling provides the leaders with different insights of different places (Cohen, 2010). Team work: Team work is the approach that needs to be learned by the leaders of global level. This is because they have to deal with different people having different cultural background and these people have to work together as a team. Training: Training is the most basic element of global leadership. This is because the leaders always have to learn something new so that they can gain more and more knowledge that will help them to lead the people at different countries. Transfers: transfers of leaders at different places provide them various knowledge and work experience in terms of international organizations (Mendenhall, 2012). Technology has entered every field of the business these days. This has developed the level of business to support the activities of globalization. Most of the companies these days are working in different countries so as to enhance their business and thus have to deal with different people with different cultural background and beliefs. Technology has a great role to play in terms of leader at the global contexts. The leaders can make use of different technological frameworks and facilities such as internet medium and online web conferencing etc. to lead the employees at different countries. This facilitates the leaders to overcome the obstruction of distance (Morrison, 2000). Conclusion: It has been concluded from the report that motivation and leadership are very much interlinked with the culture of the place. The mangers of the organization have to play a significant and a very challenging role in order to mage the employees at the global level and motivate them. This is because motivating the employees with different culture and place require the management to implement different motivation factors so as to deal with them effectively (Alon and Higgins, 2005). Motivation can be defined as the concept that deals with inspiring the individuals to do something. In organizational context, motivations are the factors or the drivers that increase the efficiency of the employees to perform. The drivers can be different for different individuals according to their needs and wants. When the motivation is studied with international and cross cultural contexts, it has been analysed that the process that is followed to motivate the employees is same but the factors or the moti vational drivers are based on the culture of the people. There are different theories that are related to motivation at the international contexts such as Hofstede theory, Maslow hierarchical theory and toe factor theory of Herzberg. As far as the leadership is concerned, it has been analysed that mangers who act the leaders at the global level has to follow the four T's to be effective leaders those four Ts are training, team work, transfer and travel. Technology has is role to play in helping the leaders to work at global contexts. References: Alivernini, F. and Lucidi, F., 2011. Relationship between social context, self-efficacy, motivation, academic achievement, and intention to drop out of high school: A longitudinal study.The Journal of Educational Research,104(4), pp.241-252. Alon, I. and Higgins, J.M., 2005. Global leadership success through emotional and cultural intelligences.Business horizons,48(6), pp.501-512. Blanchard, K.H., 2010.Leading at a higher level: Blanchard on leadership and creating high performing organizations. FT Press. Caligiuri, P. and Tarique, I., 2012. Dynamic cross-cultural competencies and global leadership effectiveness.Journal of World Business,47(4), pp.612-622. Chen, G., Kirkman, B.L., Kim, K., Farh, C.I. and Tangirala, S., 2010. When does cross-cultural motivation enhance expatriate effectiveness? A multilevel investigation of the moderating roles of subsidiary support and cultural distance.Academy of Management Journal,53(5), pp.1110-1130. Cimoli, M., 2013.Developing Innovation Systems: Mexico in a global context. Routledge. ?nar, O., Bekta?, . and Aslan, I., 2011. A motivation study on the effectiveness of intrinsic and extrinsic factors.Economics Management,16(5), pp.690-695. Cohen, S.L., 2010. Effective global leadership requires a global mindset.Industrial and Commercial Training,42(1), pp.3-10. Deresky, H., 2017.International management: Managing across borders and cultures. Pearson Education India. Deresky, H., 2017.International management: Managing across borders and cultures. Pearson Education India. Galleguillos, C. and Belongie, S., 2010. Context based object categorization: A critical survey.Computer vision and image understanding,114(6), pp.712-722. Harzing, A.W. and Pinnington, A. eds., 2010.International human resource management. Sage. Kusurkar, R.A., Croiset, G., Mann, K.V., Custers, E. and Ten Cate, O., 2012. Have motivation theories guided the development and reform of medical education curricula? A review of the literature.Academic Medicine,87(6), pp.735-743. Lewis, R.D., 2010.When cultures collide. Nicholas Brealey Publishing. Lobel, S.A., 1990. Global leadership competencies: Managing to a different drumbeat.Human Resource Management,29(1), pp.39-47. Mendenhall, M.E. ed., 2012.Global leadership: Research, practice, and development. Routledge. Morrison, A.J., 2000. Developing a global leadership model.Human resource management,39(2, 3), p.117. Nahavandi, A., 2016.The Art and Science of Leadership -Global Edition. Pearson. Panetta, L., 2012. Sustaining US global leadership: priorities for 21st century defense.Washington, DC: US Department of Defense. Pennington, J., Socher, R. and Manning, C., 2014. Glove: Global vectors for word representation. InProceedings of the 2014 conference on empirical methods in natural language processing (EMNLP)(pp. 1532-1543). Rosinski, P., 2010.Coaching across cultures: New tools for leveraging national, corporate professional differences. Nicholas Brealey Publishing. Steers, R.M., Sanchez-Runde, C.J. and Nardon, L., 2010.Management across cultures: Challenges and strategies. Cambridge University Press. Ting-Toomey, S., 2012.Communicating across cultures. Guilford Press. Voegtlin, C., Patzer, M. and Scherer, A.G., 2012. Responsible leadership in global business: A new approach to leadership and its multi-level outcomes.Journal of Business Ethics,105(1), pp.1-16.