Leading and Management Majis Company Oman

Introduction

Employee engagement can be one of the most important business strategies today as it is used by many experts in business organizations in order to enhance the company's performance and retain the employees by making them master their skills and feel home in their organizations. Employee engagement can help the company gain more profits and avoid much loss through the better relationship between the organization and customers who are well treated by effective well engaged employees. The current research is a discussion and a critical analysis for both literature and experience of the Majis Industry Service Company. Literature is investigated in order to find some theories, views and models to be applied for employee engagement and the discussion will be about how the company apply different theories and frameworks to engage employees, it also aims at improving the company's employee engagement through presentation of some recommendation in this concern. (Jha et al, 2014)

Literature Review

Markos and Sridevi, (2010) discussed the meaning and definition of employee engagement and how far it is needed for business organizations, they explained that it can be both feelings and emotional state of employee and the way they react in the business tasks they have to finish.. They explained also that this way of reaction can help the organization develop and improve its reputation and market situation or on the contrary can reduce its performance and effectiveness, this is based on the levels of employee engagement and how far employees are really engaged and satisfied. This was also mentioned by other views as those of Adjovu and Kaliannan, (2015) who confirmed that any business entity that needs to develop its performance and apply change should focus on the employee engagement and should seek new techniques and strategies for applying it in the way that makes employees better perform and more able to express the organizational values and achieve its goals.

AlMehrzi and Singh, (2016) discussed how many business organizations use employee engagement as tool for employee retention and confirmed its importance in this issue as when employees are properly engaged, they can feel more satisfied and then feel better about their situation in the organization, this is right but there should be more elements for employee retention as according to the views of Dajani, (2015) employees are in need for other business strategies and retention elements, he referred to communication, team work, motivation and empowerment as other relevant factors that can influence the employee engagement and improve it if used effectively. Another view was presented through the work of Smith and Markwick, (2009) who said that engagement is able to present many advantages to the organization such as raising its profits, maintaining customers' trust and improving the brand and its reputation in the market through a very strong force that deal directly and indirectly with clients which is the human resource that when properly engaged can lead the organization to higher levels of success and achievement.

Al Mehrzi and Singh, (2016) discussed employee engagement through an experience applied on the UAE public sector as they explained that the public sector in the UAE is applying employee engagement but without the right usage of different strategies and techniques for it and then it is not successful or achieving better results, they confirmed through their views that application is not enough as there should be specific frameworks and systems for it in order to improve productivity and profitability of the business organization. Another research conducted by Roy and Siddhanta, (2010) confirmed these views adding that engagement can improve the performance of employees as well as the organization when other factors and conditions are regarded and evaluated by the organization such as employees' financial state, their satisfaction, empowerment needs, physical comfort in the workplace and the levels of cooperation and communication with managers or even within each other. They discussed that there should be plans for employee engagement, frameworks and satisfaction or the results will not be those desired by the business organization and there will not be the needed levels of competitive advantage. 

Taran et al, (2017) discussed a very important and interesting theory related to employees engagement which is the social exchange theory that depends on social behaviors of employees and how to guide them towards the organizational behaviors and the values of the organizational society, the theory should be studied by managers and applied according to the needs of each organization. Arpitha and Sa, (2015) also presented a framework for being applied by business organizations that want to apply effective employee engagement as the framework makes a dependent variable that is embodied in the employee engagement and a mediator embodied in the motivation therefore leadership and teamwork representing the independent variables. These variables can work together to maintain employee engagement and encourage them to participate in the different activities of the organization. Managers have to study the framework and apply it according to what is needed from employees and the organization.

Discussion

In Majis Industry Service Company, the employees are engaged and are encouraged to be engaged by the effective strong leadership system that gives employees many chances for working in groups as teams and empowering them to be leaders within teams and taking other different leading roles, this helps employees feel more satisfied and self –confident in the workplace and then their performance is improved and their work outcomes are better. They are encouraged to receive several training programs in many areas related to the business and this motivates them and encourages them reach higher promoted levels of jobs so they feel belonging to  the company and work as part of it. The leadership policy is to be honest and flexible with employees as they are encouraged to express all their needs, complaints and suffering s with their managers and bosses in order to help them engage together and solve each other problems. The company regards financial matters and raises employee reward levels in order to motivate them, this can be done with money or without it. The organizational goals and values are basic components of the engagement process because employees behaviors are based on the organizational behaviors and values. The company uses many frameworks and models to apply changes and engage employees within them. The Sohar Aluminum applies many strategies for engaging employees into the work such as cooperative team works that work together to fulfill certain number of tasks and then the work is rewarded for the whole team. Leaders here are able to communicate directly with employees and realize how they feel and what they need in fact. They can express complaints, stress and sometimes they ask for more comfortable things and the leadership is very effective and these acts make the company management for people is effective and great. Talent management is another strategy that is used for engaging employees as leadership tries to focus on the very specific talented people in the company and send them for training as when they finish training, they are able to train their colleagues in office and raise their awareness regarding engagement. There is a plan for current and future needs of employee engagement as the leadership of the company plans for future employee empowerment based on the percentage of success they achieve in the current development program and on the needs of employee and the company. The leadership styles used in the company can be effective as the company uses transformational leadership style that is effective in applying change and is helpful in maintain employees and encouraging them to communicate with the manager. This makes the company effective and gain different competitive advantage on the local and international levels, the company also encourages leaders to change the leadership styles to suit the different business situations, needs of employees and needs of the organization.

Conclusion and Recommendations

In conclusion, the employee engagement is a concept that is widely used today in business organizations that try to improve its competitive advantage an reach higher levels of success. Employee engagement is important in making employees satisfied and retained in the business organization. It can help them feel more belonging to the company and try to achieve better levels of success and achievement. There is a number of effecting factors on employee engagement such as communication, empowerment, satisfaction and communication. Employees can be encouraged by leadership to present their best of performance in order to improve the peorfrmance of the company and they should be motivated to do this. There are many levels of engagement in Soahr Aluminum Company applied by its transformational leadership that wishes to reach competitiveness and succeed in the Omani and international market. The comp any uses different models and theories for engagement of employees in order to help them understand the need for employee engagement. The company is recommended to do the following pieces of advice:

1-training managers on a variety of strategies for employee engagement.

2-Looking for methods to make employees more close to each other and stop any conflicts or misunderstanding based on cultural diversity.

3. Setting a general strategy for the organization based on engaging employees in all activities, values and behaviors of the organization.

Leadership Dalem Oman Company

1. Create insights into your leadership style by answering questions about your personal leadership inside your organization. To enable critical assessment and analysis:

1. Identify within your organization the range of leadership mindsets. What evidence do you see in leaders to underpin your assessment?

2. Give examples of leadership traits you may have observed in the organization that typify the selected leadership mindset?
3. Apply the seven mindset theory to your key members of your team at your workplace.

The author is working at Daelim Petroface Company where the leadership uses different mindsets which are varying between the Grave's value system vMemes as there is a stress on the red and blue levels of thinking used by leaders who are preferring the usage of transactional leadership style. Leaders prefer the red level of thinking as they think that employees are only followers who should follow orders, rules and regulations only and be adequate and organized to rules, this makes the employees in a state of order but they don't feel at ease to innovate and create new ideas. The leadership also focuses on the purple level in order to raise the importance of the leaders themselves and raise employees' respect to them as this level regards the organization as a sacred place that needs to be respected. Many authors have discussed the leadership styles and techniques and how leaders can choose the leadership style and system in order to improve performance, for example, Rosen, (2014) discussed how leadership can lead to organizational change and he explained that the leaders are responsible for the means of applying changes and how to communicate the changes with employees in order to ensure effective change management. In Daelim, focusing on the red and blue and purple lead to lack of flexibility in applying the changes so the leadership is beginning to use the orange level to motivate employees, the green level to make them communicate and the yellow level to make them learn means for applying changes.

In Daelim, there are many examples and features for the leadership traits that relate to certain leadership Memes as leaders who are focusing on the transactional leadership style and are more attached to the purple, red and blue levels of thinking are always very strict, giving orders, following and monitoring employees and checking attendance and work flow but they are not interested in the way the work is done or in finding and encouraging new innovations and creations of employees. The work environment lacks flexibility and communication because leaders who are transactional are not communicative with employees and they don't give them time or allocate specific time for communication. According to Giiley et al, (2009) communication in the work environment is very important and leaders who are communicators are more effective in communicating changes, improving the work performance and raising revenues and profits of the business organization. They added that organizational change should be communicated with employees by flexible leaders who can choose the most effective leadership style that can better communicate such desired changes. Yet at the same time there are leaders who are trying to be charismatic and transformational and they have traits that relate to the orange level of thinking and the green and the yellow levels as well as the turquoise, those leaders have traits such as patience, communication, listening to employees, discussing problems and suggestions, flexibility, motivating employees and training them and educating them on the new innovative ideas and techniques that are able to bring the changes to the organization and present new ideas and products to the market.  

The author is working in Daelim within a team and there are members in this team, each member has a style of work and these styles can be related to the mindset theory as the leader of the team prefers the orange and yellow levels of thinking as he likes to motivate team members, encourage them to innovate and suggest new ideas and he also likes to educate them as the yellow level of thinking as he sees training and learning are very important for development and progress of performance. Other members are rather transactional than transformational as they have different views of leadership and the work flow, they think that following rules and orders of the leader is better than being inspired as they here relate to the red and blue memes as they think orders and rules are much more important when it is to work within a team as they think it is easier for them to follow rules and orders instead of having the responsibility of committing mistakes. Llopis, (2015) discussed how the mindset theory can present different views for life and human thinking development and how leaders should be motivators not only giving orders. He referred to the importance of green level and how harmony and balance are important for the team. In the author's team some employees prefer the green level as they like to ensure good work atmosphere and environment where team members can cooperate together and present their best of work. Others see that dignity and respect are very important as the blue level of thinking and this is very good when it is mixed with other levels such as the orange and the green and others.

2. Having analyzed your own leadership and others within your organization, produce a reflection assessing your leadership capabilities and a plan for CPD development.
1. Highlighting your areas of growth, strengths and improvements.
2. Planning for present and future role taking into consideration everything you have read about leadership mindsets.

1. After you have designed your CPD, answer:

1. To what extent is your leadership style aligned and typical to that of your own organization.
2. How likely is your leadership style to be one that will support the organization change to become a key leading 21st century business.

Omar, (2015)  discussed how leaders can use a CPD plan in order to develop its leadership style, add new skills and experiences to his and develop its business as he added that a development plan is important in bringing in better results related to the leader performance and his organization performance. A CPD plan can provide many competencies and experiences for the leader as it sheds the light on his strengths, weaknesses and areas that require improvement. King, (2004) explained that the CPD plan is important in drawing a future vision for the leader regarding his skills and talents and it is also important to find out the areas of weaknesses and provide ideas for improving them, he added that the CPD should be focusing on the learning style of the leader, experiences, skills, ambitions, career and how to develop and improve them. It should also have main goals to be achieved and career goals in order to be reached currently and in the future. The author's CPD plan can be as follows:

Goals of the plan:

1. Finding out areas for growth, weaknesses and improvements in the author leadership.
2. Studying new levels of education related to the business field and other areas such as human resource management, IT, computer and languages.
3. Improving performance and efficiency.
4. Training on different things in the organization and outside it or even by oneself.
5. Trying to apply many different leadership style via taking many different leadership roles.
6. Achieving personal ambitions and organizational ones in order to reach job satisfaction and success.
7. Having better career opportunities.
8. Being empowered and working in different teams.
9. Presenting new innovations and suggestions related to the business field.
10. Adding skills, learning styles and new skills.
11. Being more communicative and communicating changes.
12. Facing different challenges and finding new effective solutions for them.

Strengths

There are some major strengths the author has such as the following ones:

1. The ability to think in a creative way, think critically and provide innovations and new ideas that add to the work quality.
2. Working in busy and difficult work environment and conditions.
3. The ability to work under pressure and less time.
4. Delivering work on time and following schedules and plans.
5. Working with teams and under leadership.
6. Applying and communicating changes that are able to improve performance and results.
7. Having the abilities to analyze, compare and relate results to conclusions and discussions.
8. Doing effective researches and discussions.
9. Accepting different roles within the job and responsibilities.
10. Inspiring others to provide new work ideas.
11. Having good communicative skills, listening skills and talking and discussing skills.
12. Dividing work and roles according to the needs of the work and the time.
13. Managing time and plans.
14. Training team members when learning new things.
15. Working with people from different cultural backgrounds.

Growth

The author has to focus on the following points for growth:

1. Time management:

The author has to find new techniques and strategies for managing time such as scheduling, planning on the short term and long term, saving time and making tasks in short time.

2. Languages:

The author is in need for learning new languages and enhancing the current levels of the English language in order to be able to work in a cultural diversity work environment.

3. Speaking skills:

The author has to learn effective speaking skills that can help in communicating with team members and other people in the organization in addition to clients.  

4. Leadership styles:

The author is in need to try different leadership styles such as transactional and transformational leadership styles.

Improvements

The author has to improve many areas in order to develop current and future potentials and among them are the following:

1. Research and education:

The author has to do different types of research using many methodologies and at the same time more educational courses should be taken in many areas.

2. Goals setting and planning:

The author has to be trained on setting different types of goals and put plans for current time and for future.

3. Communication skills:

The author should do much effort in adding communicative skills in order to be able to communicate changes and other ideas within the work environment and team.

4. Innovation and creativity:

Innovation and creativity are according to Horth and Buchner, (2014) very important for any leaders as they are enabling the leader inspire team members for being creative and innovate new products and ideas that can develop the business and achieve competitive advantage.

Current and Future Role taking

The author has to work according to a clear vision that is related to the role taking currently and in the future. Roles taking relates to the needs of the organization, the market and the experiences of the author. Roles can be changed according to the business needs and leadership capabilities.

The author is following a transformational and charismatic leadership style that according to McCleskey, (2014) is a motivating and innovating leadership style that is based on the charisma of the leader who is able to inspire the team members and guide them towards providing new ideas and innovations that can improve performance of the individual and the organization. He added that a transformational leader can find different motivation and compensation techniques that can help employees reach higher levels of performance and achieve competitiveness. The transformational leadership style of the leader is a flexible one that can help the organization implement changes and lead employees towards achieving the changes that can increase profitability and competitiveness.  

Khan et al, (2009) confirmed that transformational leaders are inspiring their followers to have self-confidence and self-efficacy through motivating them to work better and increase the level of success and achievement they have in addition to raise productivity by making employees feel belonging to the organization. They are also able to invest in human resources and train them to be leaders themselves. The author is trying to apply it in order to reach competitiveness and apply changes that are revolutionary and can bring the required consequences to the business organization. Jiang et al, (2017) affirmed that transformational leadership is that of the future and it is characterized with being flexible to receive amendments and updates so it is important to be implemented in the organizations that seek success and high effective change management and communication.

Language Acquisition

Introduction:

We are going to discuss language acquisition and how people acquire languages. When a baby is born , he doesn’t have a language but he learns his mother language from the people around him , we need to know how this happens and the ways it happens . The new born baby gets language step by step till he is just like any one else. Many people studied that matter but they didn't understand it completely. The researchers who studied the way that children get their mother language from the beginning said that there is a relation between learning one's first language and genes. In fact this means that people have the instinct of communication like any other instinct . They are born and eager to talk and get in touch with others. They are born to explore everything around them so they need to communicate with it. (Tripp, S. (1973).

Yet this is not the whole matter, of course the process of language acquisition is more complex than this. That is mainly because language acquisition begins with birth and lasts to death. Yet here we are more concerned with the amusement of how young children, who come to this world with some kind of “clear brains”, gain and acquire such a complicated kind of knowledge across early years of their ages (Meadow, S. and Mylander, C. (1990).

Here we need to ask a question "How do the children acquire their mother languages?" Children are born with clean minds , the method of language acquisition is a problem itself as it is a complicated process begins when they are born and lasts forever . We are interested in knowing what happens when the new born children come to the world and gain languages in the very first years and if there is a specific method for this. (Meadow, S. and Mylander, C. (1990).

What does a language or a linguistic system mean in general?

Language acquisition is a very complex process that researcher and scientists tried to study deeply and put theories to understand it through linguistics studies. A Language is a complete system which has signs that could be vocal or written ones. Sometimes there are combinations of them. People use different languages in order to communicate with each other , to express themselves in society in a developed way to understand each other , to convey messages and to tell what they need and what they refuse in a way that is accepted by everyone.   

"How do children master a language in a short time?" This is the question that most researchers tried to answer. They needed to know the methods that children use to acquire a language . Researchers tried to find answers that satisfy them in this field. They reached many results regarding these studies . Many result confirmed that there are two main factors that make language acquisition faster and stronger . We are going to discuss  the nature of these factors and what they are exactly in the following paragraphs . We are also going to study the process of language acquisition in children and its stages.(Huttenlocher, J. and Smiley, P. (1987).

What factors affect children’s language development?

According to Stork and Widdowson , there are two main factors in the process of language acquisition . Studies discovered this fact and presented those two factors as the most important element in language acquisition. We can here discuss the two factors. The first one states that there is a big relation between language acquisition and genes and that children are born ready to learn a language. The other one states that the environment plays a great role in language acquisition and also the cultural linguistic atmosphere in which language acquisition happens affect the process greatly.

Many studied in this field concluded that human beings have the capacity to acquire any language just like they acquired their mother language. They assume that there are stages in the process of acquiring a specific language. Here we are going to discuss and discover the factors that the language acquisition in children are affected with and also the stages in this process and its development. (Jackendoff, R. (1994).  

1- Genetic factors and the readiness for language acquisition:

When we talk about the genetic readiness then we mean the natural abilities humans have and that we are born ready for communicating with others and for using a system to convey our feelings and needs , this system is languages. In fact all children need to be socially involved and they need to express themselves . When they are born , they can identify what happens around them through understanding sounds and movements. (Pinker, S. (1994).

Every child have an amount of readiness which is different from other children. All children are born with a degree of readiness to learn and acquire a language. We all born with the ability to communicate with others and use a language to do this.

2- The cultural, environmental, and linguistic context:

Here we refer to the time used and taken to reach the level of mastering a language in children and the time taken to reach the real communication with adults.

3- The number of linguistically rich experiences that the child has undergone and:

This means the number of experiences that affect the process of language acquisition.

4- Emotional state of the child:

When the psychological and emotional state of the child is stable, this leads to having better ability in mastering the language and this makes the process faster.

5- The quality of intellectuality development of the child that mainly depends on the development of both the genetic as well as the contextual environment of the child:

Each child has a different level of intelligence than other children. This intelligent has two faces the first is genetic and the second is acquirable by the surrounding environment. Thus we could increase the instinct level of intelligence children are born with. Environment here means all the things found around the child, the place where he lives and also the people surrounding him who can play a role in letting him acuire a language and master it. (Kuhl, P. (1993).

6- Presence or absence of any kind of physical disabilities:

This means that the normal child who is not handicapped must be better in mastering a language than the handicapped one .

7- Problems that occur during birth:

Medical problems that happen during birth or even in the first years of a child's life may affect the whole process and delaying any progress in it.

Stages of language acquisition development:

In order to know the way the process of acquiring a language in children and get benefits from it , we need to know all the stages and how they really happen . We also need to study those stages in order to discover how language acquisition happens.

There are a great number of researchers whose studies were in the linguistic field .Jean Piaget(1896-1980) is one of the leading and most famous ones. "The Cognitive development" is his theory in which he tried to explain the mental structure and the features of development . He had a very famous book which is called "Language and Thoughts of the Child" in which he discussed language and the mental process happening in a child's mind until he is a grown up adult. He stated that there are some specific stages which each of them has its own characteristics . Those stages are very important to Piaget that he considered them to be the tool that we can use to strengthen the child's cognitive development as well as the development of his way in acquiring languages. (Piaget, J. (1972).

Piaget has stated the stages as follows:

Sensory-Motor Stage: age (0-2 years)

Senses and motor abilities are those factors which develop in this stage. All sensory aspects in a child develop increasingly in order to gain a good level of understanding all surroundings in the environment a child lives in. This also includes the increasing of the linguistic knowledge into a child's mind.

Preoperational Stage:

Here the end of the latency period comes. When we refer to the latency period we mean the storing time in which the child takes to record all sound and signs he listens to and see from the adults. The start of the preoperational stage is characterized with some symbols that the child use to convey messages of what he wants to express.

Concrete Operations Stage:

This stage is when the child is seven to eleven years old. The mental operations are beginning to be performed well . The child use more real levels of mastering the language.

Formal Operations:

After the child is eleven years old, this stage begins. This stage could continue till the child is sixteen years old. Critical thinking appears to have higher levels here. The child uses all the possible ways to express his problems ,his worries about the future and any thing he wants to experience. A high level of full mastering the language is really needed in this stage. Writing and reading are very important here.

We can also talk about the theory of Chomsky(1928) which is also relevant to this. The expression "innate grammatical system" is used by him to say that during childhood the child can acquire a language. He tells us that there is a very important specific period in which the child can gain and acquire a language. Here the child has all the abilities  needed for mastering a language. He here assumed that the child in this period is ready to get all the keys of a language to speak it efficiently. He assumed that a child can even acquire more than one language.

Conclusion and personal opinion:

At the end we need to say that language acquisition is a very complicated process which needs high levels of understanding and studying in order to be understood. We presented two studies of Piaget and Chomsky that discussed hypothesis of innateness and readiness of the child . They don’t give great interest in the environment and the surrounding circumstances and how they affect the process of acquiring a language.  Using rewards and punishment are two main important factors when acquiring a language according to Skinner .

Any language needs different skills in order to be mastered. I think it is important to understand those skills and how they work. Reading , writing, listening and speaking are the four language skills we should understand. They could be classified into two main parts: Listening and reading can be put in the first "decoding "category while speaking and writing can be put into a second "decoding" category. The four skills are very important when we want to master a language. It is important to study each skill and how we could be aware of the way to master each skill separately and with relation to other skills . In fact studying a language is a very enjoyable process which enables us  to study other languages.

Leadership and CSR

Introduction

Leadership is very important issue in any business organization that needs to succeed and reach competitiveness. Globalization today made it difficult for business organization to boost the market and then they all try to add too many values to their organizations via many different practices such as focusing on ethics and corporate social responsibility. According to Godkin and Valentine,  (2016) ethics are very important for any leader who wish to achieve competitiveness in the business organization as ethics are very important for all stakeholders, they are highly needed by those workers within the organization, clients, shareholders and other relevant stakeholders in the society locally and internationally , this is related directly to issues of corporate social responsibility as the organization can use them in order to prove how far it is interested in public welfare and can work as a working party in the local and international society. The current paper is a report presented for a manger of a company shedding the light on the different uses of CSR and ethics in the business organization, how far they are very essential and what they can add to the value of the organization, develop it and improve its profitability and productivity in addition to adding too much value and competitiveness in the market and global and local environment.

Discussion

There are many policies, strategies and techniques for ensuring and enhancing ethics and corporate social responsibility of the business organization, according to Singh and Singh, (2013) leaders who are able to emphasize ethics and apply them within the workplace are more able to communicate the organizational goals and achieve better results, they gain employees' trust and confidence which raises the employees' self -morale and make them able to express their needs, ambitions and complaints easily, those leaders are always encourage positive work-related outcomes via their positive behaviors as well, they respect employees, understand their needs and realize the differences among them which raises their opportunities in empowering each employee and each team based on the knowledge thy have about them. Leaders who are realizing the needs for ethics and CSR are able to enhance employees' attitudes towards effective and positive activities as they help employees participate in the public events, express themselves and the organization's value and represent a positive image of the organization. This was also confirmed by Jackson et al,(2013) who added that creating an ethical work environment by effective leaders can raise employees' job satisfaction and at the same time emphasize employees' positive response to CSR activities in their community locally and internationally.  The ethics leaders should focus on includes employees' human rights, promotion, reward, recognition, empowerment, progress, training, communication and equality within the workplace in addition to the rights of working under fair leadership that is developed and updated and understanding for their needs, the needs of the local and social society.

It is important as confirmed by Waldman et al, (2004) to focus on ethic codes and training for leaders in order to ensure their correct and accurate usage of CSR and ethics within the organization and the local and global community, the leaders are in need for the training in order to respond more effectively to the various events and activities relevant to ethics and CSR in the workplace and to enhance employees' required and needed work attitudes. Employees who are working with leaders who are well aware and educated about the benefits of ethics and CSR are more effective in using and applying ethics and CSR practices than others. This can be done by creating an ethical work environment that raises employees' awareness regarding ethics and CSR. There are different policies that companies can use for ensuing ethics and CSR and for introducing different standards that supervise and guide the implementation of ethics in the organization but Amato et al,(2009) referred that it is not enough to have such standards but leaders are responsible to make employees understand the standard and to ensure the right dissemination of it via the organizational structure. Training leader here can be effective and helpful as training will provide them with the required information and methodology to communicate the ethics and CSR standards with employees. Leaders are also responsible to communicate the needed values through the ethic policies they apply and there should be norms and practices that make employees able to realize the expectations of the workplace and personal ethics of leaders should also reflect the organizational ethics and they have to focus and share in the activities relevant to CSR. There are many programs for being used by leaders to communicate ethics and CSR such as communication channels, employees, governance, periodic ethic audits and reporting mechanisms. They have to choose from them based on the work environment, the nature of the business and the needs of employees and the society. 

According to Lam et al, (2015) Leadership should focus on sustainability as a basic of the organizations' CSR and this should include the different activities the organization is sharing at such as charity in the local and global society, educational programs, sports events and others that people are interested in, there should be sustainable principles the organization and leadership are following, organizations are responsible for presenting voluntary activities for the community where people can feel how far the organization is keen on their welfare, understand their needs and leaves effective and positive impact on their lives. This was also focused on by Strand et al, (2014) who added that environmental concerns are very important to ensure the organization's ethics and CSR as for example, the organization cans hare people in presenting them clean water, clean houses and better atmosphere by using clean materials and stop polluting the environment. Voluntary actions raises the confidence of people and stakeholders in the organization and this gives it good reputation which will in turn result in more profits and more effectiveness in the society. The organization should also show effective leadership who are more transformational in order to apply desired changes in the organization and outside it as a try for proving its effective leadership that can provide the society with better and more opportunities for solving their problems that represent great and general burden on them, for example, the organization can present opportunities for unemployed youth to work and others for the poor to earn a living or it can present free training and education courses for people in the community and local areas. This can raise the level of ethics of the organization, improve its position in the market and enhances its sustainable CSR practices. The effective transformational leadership is able to communicate ethics in the organization and help employees to share in the different activities related to CSR and sustainability by providing employees with the model they need to share in the public services and activities that are voluntary and prove the role of the organization they belong to in the local or even global society. The leadership can also face the challenges that employees may face and work against implementing ethics and CSR in the organization such as lack of time as the leadership can manage time effectively to ensure employees have the right time they can use to share in the different CSR activities, leadership can also improve the image of the organization by training employees and empowering them to be effective figures in the society related to the work they present for helping all stakeholders.

Conclusion

In conclusion, it is important to refer to the need and necessity of ethics practiced by leaders in the workplace as they have to show respect and regard to all employees, fairness and equality in presenting chances for all employees and regarding the differences among them. The effective leadership should consider CSR and sustainability activities in the work environment, local and international society, they have to focus on the need to have good environment, share in different charity and voluntary events and activities regarding all stakeholders and their needs. This can raise the level of competitiveness and success of the organization and improving its image in the local and global society. It is important to train leaders to perform such role and they themselves have to train employees and empower them to share in the CSR activities representing the organization themselves and via their ethics and positive behaviors.

The Waste Land of T.S.Eliot

The Waste Land" has  been considered T. S. Eliot's great poem and masterpiece. It contains main five sections where he gets deep into themes of war, trauma, disillusionment, and death, discussing the devastating aftereffects and impacts of World War I. The poem has final line that calls for peace where he repeats "shantih" representing the word"peace". 

• Part I of the poem opens with the common line, "April is the cruellest month." on the tongue of Marie who is a young woman bears witness to the physical and emotional devastation caused by the war.
• Parts II and III represents wealthy woman's bedroom inside and the garbage-filled waters of the Thames, respectively. Part IV eulogizes a drowned man named Phlebas.
• In the fifth and final part of the poem, the speaker makes translation for the thunderclaps cracking over an Indian jungle. The poem in the end includes repetition of the Sanskrit word for peace: "Shantih shantih shantih."

The Four Essential Roles of Leadership

The world is currently changing with unprecedented pace and challenging impact on all areas of life.

Leaders are making many different decisions and facing challenges and problems they’ve never encountered as yesterday work can change overnight. The speed is relentless, the stakes are high but there are great results for those who effectively lead a team to consistently achieve great results. So in what way can leaders stay updated and differentiate themselves and their teams in a quick changeable environment?

There are four roles for leaders to play and they are greatly predictive of success. They are called basic and essential, because as leaders consciously lead themselves and their teams in alignment with these roles, they set the effective leadership foundation.

The first role

Inspire Trust:  Being the effective leader others choose for following one with both character and competence.    

The second role

Create Vision:  specifically define where your team is going and how they are going to get there.    

The third role

Execute Strategy: mainly achieving results with and through others using disciplined processes.    

The fourth role

Coach Potential:  Unleashing the ability of each one in the team to improve performance, find innovative solutions and grow their careers.    

Fairness in the Resources Allocation

Resources allocation helps in setting individuals with demands in order to satisfy their needs. Resources are vectors that each can suit specific individuals. There can be many axioms for fairness measures in resource allocation such as  the axiom of continuity, of homogeneity, of saturation, of partition, and of starvation. It is proved that there is a unique group of fairness measures that satisfy the axioms, that is constructed and then shown to include Atkinson’s index, αfairness, Jain’s index, entropy, and other “decomposable” global measures of fairness as special cases. There are properties of fairness measures that can satisfy the axioms, includ symmetry as well as Schur-concavity. Among the engineering implications is a generalized Jain’s index which tunes the fairness measure resolution, a decomposition of α-fair utility functions into fairness and efficiency components, in addition to an interpretation of “larger α is more fair” and of Rawl’s difference principle. The axiomatic theory is existed in three directions. One is quantifying  continuous-dimension inputs fairness as resource allocations vary along with time. Another is starting with  a vector of resource allocation as well as a vector of user-specific weights, in addition to modifying  partition axiom. A new family of fairness measures is issued for  asymmetric among users. At last, there is a group of four axioms by removing the axiom of homogeneity to capture a fairness-efficiency tradeoff. There are also  illustrative examples in congestion control, routing, power control, and spectrum management problems in communication networks, added to the potential of a fairness evaluation tool explored. Other work of axiomatization in information are compared, computer science, economics, sociology, and political philosophy.