The Effects of Illegal Migration From Mexico to the U.S.

The purpose of this author\u27s thesis is to explore the arguments and data found on both sides of the debatable issue of illegal immigration in America. This author made use of the plethora of data surrounding this topic that has been generated from various secondary sources. The use of this secondary data allowed for a re-analysis of the original author\u27s findings which aided in the formulation of new questions while providing a different interpretation from the original assessment. The purpose of re-analysis sought to provide readers with a more-in-depth view concerning the influx of undocumented aliens, Mexican nationals in particular, on the US\u27s economy and national security efforts. The use of qualitative techniques, which consisted of content analysis and literal text analysis, were deployed in order to compare and contrast archival surveys and various other studies collected from the aforementioned secondary sources. The results revealed that there is no single, all-inclusive and totally correct point of view concerning the problems associated with illegal immigration. The study concludes by expounding upon plausible solutions that may be beneficial; both to proponents of illegal immigration and to the opposition. The study also touches upon the need for a better collaboration between local, state, and federal law enforcement agencies; as well as with the private sector and foreign governments

Profit and Social Value: An Analysis of Strategies and Sustainability at the Base of the Pyramid

The last decade has seen a growing interest in market-based approaches to poverty reduction. Since the publication of Prahalad’s Fortune at the Bottom of the Pyramid in 2004, businesses, entrepreneurs, and researchers have investigated ways to tap into this fortune. Many researchers have suggested that companies could both do well financially and contribute to social good by serving the bottom two-thirds of the global economic pyramid and effectively raising members of this rapidly growing base of this pyramid (BOP) out of poverty (Agnihotri, 2013; Hammond et al., 2007; London, 2007; Prahalad & Hart, 1999). Although there have been many debates concerning the efficacy of BOP ventures in alleviating poverty (Arora & Romijn, 2012; Karnani, 2007; Warnholz, 2007), companies, entrepreneurs, and practitioners have found ways to profitably navigate the challenging market of the world’s poor and ultra-poor while simultaneously providing products and services that address their unique and localized social and economic needs. However, previously, no theoretical constructs guided the research or practice of market-based approaches to poverty. In 2008, the United Nations Development Program published a database of 50 case studies of ventures that demonstrated positive social impacts at the BOP and developed a conceptual framework of using BOP-centric strategies to overcome common constraints. Three years later, additional cases were published. This paper conducted a systematic review of 61 case studies to test this model, resulting in a holistic model synthesizing the various approaches. A comparative analysis provided insight into the importance of each component depending on various factors.. The research suggested that role of the poor, the industry, BOP-appropriate business models and the partnerships influence the development and the success of the BOP businesses

A Work Behaviour Analysis of Executive Coaches

This study has three main purposes. First, it introduces the Executive Coaching Work Behaviour Survey and takes the initial steps in validating this instrument. It then explores the frequency of specific work Behaviours executive coaches use in their client interactions and examines the variability in these behaviours based on demographic factors. The Executive Coaching Work Behaviour Survey is shown to measure three factors: Professional Coach Activities, Goal Setting and Attainment Activities, and Relationship Activities. One hundred and thirty executive coaches affiliated with a major global leadership training and development organization were surveyed. Results indicate that the most frequent coaching behaviours are (1) establishing trust, honesty, and respect (2) using open-ended questions, and (3) clarifying and understanding client concerns and challenges. Significant differences in coaching behaviour occur based on some demographic variables measured. For example, women score higher than men in Relationship Activities behaviours, coaches with only a Bachelor’s degree score higher than coaches with a doctoral degree in Professional Coach Activities, and coaches with business-related educations perform more Professional Coach Activities than coaches with counseling-related educations. An implication of this study is that competencies needed to achieve professional level performance as an executive coach are not derived from particular educational or work-related experiences

The Senior Leader as Both a Strategist and Technical Specialist

In the past, it was not uncommon for a major league baseball manager to also be one of the players of the team. Today, these positions are so specialized that this practice no longer occurs. However, modern organizations are increasingly moving in the direction of the old baseball team model, having senior leaders also “playing” in operational roles. I refer to this phenomenon as the “John McGraw duality,” in honor of a player/manager, who for eight seasons, managed a team to a World Series championship and also played at a level where he led the league in on-base-percentage three times. John McGraw (1873-1934) had a skill set that allowed him to be a very successful leader. His team depended on him for his individual expertise on the field and at the plate. As we plunge further into the twenty-first century, the role of senior leader continues to change and evolve

The Observation, Inquiry, and Measurement Challenges Surfaced by Complexity Theory

The purpose of this chapter is twofold. (1) to gather in one place, the measurement and inquiry challenges surfaced by complexity theory. Most of these have been addressed, separately, elsewhere. (2) to offer insights into how complexity theory can better inform both organizational researchers and practitioners as they deal with these measurement challenges

Spirituality and Leadership: An Empirical Review of Definitions, Distinctions, and Embedded Assumptions

Spirituality and its relationship to workplace leadership is a compelling issue for management practitioners and researchers. The field of study is still in its infancy and as such is marked by differences in definitions and other basic characteristics. Much of what has been written on this subject has appeared in general, rather than academic publications and consequently may lack rigor. The purpose of this study is to analyze known academic articles for how they characterize workplace spirituality, explore the nexus between spirituality and leadership, and discover essential factors and conditions for promoting a theory of spiritual leadership within the context of the workplace. An emergent process was used to identify and validate eight areas of difference and/or distinction in the workplace spirituality literature: 1.) definition, 2.) connected to religion, 3.) marked by epiphany, 4.) teachable, 5.) individual development, 6.) measurable, 7.) profitable/productive, and 8.) nature of the phenomenon. Eighty-seven scholarly articles were coded for each of these areas. Findings conclude that most researchers couple spirituality and religion and that most either have found, or hypothesize a correlation between spirituality and productivity. The emergent categories offer provocative new avenues for the development of leadership theory

America, A Proselytizing Society

Americans have a history of sharing and being generous. If we find something good in life, we want to tell others about it so that they can share in the goodness. We are constantly bombarded with advice and recruiting by our family, friends, business colleagues, and others. This proselytizing is simply part and parcel of American discourse

Reconciling Complexity Theory in Organizations and Christian Spirituality

The lenses of complexity theory have been trained on a variety of subjects in organizations, ranging from assembly lines to strategic planning. While this work has been going on, another group of researchers has been actively pursuing the study of workplace spirituality. No work has been published that endeavors to interrelate complexity theory with workplace spirituality, however. In fact, a striking feature of the complexity theory literature is an absence of consideration of spiritual dimensions or wisdom traditions. Complexity theory books and articles that reference the deep implications of the work subtly or overtly further the scientific tradition of negating religious traditions by alleging that these scientific findings provide additional evidence that certain religious traditions are not valid. Looking at the same evidence, however, I will suggest that many complexity theory philosophies and evidence strengthen, rather than weaken, the case for the existence of a supreme being and the religious traditions associated with such a belief

Conceptualizing ethnicity, justice, and resistance during organizational change

This paper builds on work demonstrating that resistance to change is better conceptualized as resistance to loss and that change or loss has too many different manifestations to be addressed as a single phenomenon (Dent & Goldberg, 1999a; 1999b). Consequently, we explore the loss of justice, perceived through the lens of ethnicity, as a factor in organizational change. Key variables are analyzed within three workplace constructs: change, ethnic culture, and justice, to explore the many dimensions of organizational resistance. It is argued that organizational citizenship behavior (OCB) serves as a useful proxy for resistance - reduced levels of OCB equate to increased resistance. The dimensions of American minorities are conceptualized and explored to challenge theories of workplace resistance. Lastly, to explore the complexity of organizational injustice, interpretations of non-instrumental procedural justice is viewed separately from distributive and interactional (anticipatory) justice. By addressing organizational injustice as one factor in reduced acceptance of change, the study opens the door for a new line of research into the many psychosocial factors that account for performance differences during the organizational change process