Threats to the Global Security Essay Example | Topics and Well Written Essays - 1000 words

Threats to the Global Security - Essay Example As the research declares the major world super powers (United Kingdom, Germany, France, China, Russia and the United States) followed a two-track policy that encouraged Iran to take part in the diplomatic negotiations as they continuously impose comprehensive sanctions a gains energy and financial sectors in Iran. Both the U.S and Israel encouraged the imposition of the sanctions and the search of the diplomatic resolutions as they give serious warning that there will be limited time for the policies and that all the available options for example military actions had only to be put on the table for discussions. According to the report findings nuclear -armed Iranian military in most cases posed a lot of threat to the Americas closest allies who were mostly in the Middle East. Israel on the other hand was also at great security risks as most of the leaders from the Iran continuously declared a war of trying to wipe out the Israel from the global map. Close allies of America like the Saudi Arabia had already been alarmed of the Iran’s aggressive policy thereby increasing their feeling bout threat by the Iran. For a very long period of time Middle East remained a significant source of the energy that was used in the U.S and the whole world . And for this reason, a nuclear-armed Iran sparked a nuclear arms race in the better part of the Middle East that for a very long time destabilize the volatile and vital region.

Organisational Behaviour Essay Example | Topics and Well Written Essays - 1500 words - 4

Organisational Behaviour - Essay Example It is expected that not any kind of people, but only a few with certain work personalities can become effective in particular kinds of jobs. This fact about employee types is attributed to five major personality types or characteristics found to be predominant among workers, namely: extroversion/introversion; emotional stability/instability; agreeableness/hostility; conscientiousness/heedlessness; and open-mindedness/closed-mindedness (Barrick and Mount, 1991). Depending on the line of work, there may be observed imbalances between the levels of each personality type, and this accounts for the predominating personality type among individuals in a particular work setting, which in turn dictates their success or failure in particular work settings or careers. ... ality types in each individual could affect the relative success or failure in each kind of job or work, thus it is important that aside from knowing the personal strengths and weaknesses of each individual, it is also relevant that the company’s goals be clear and concise enough to be understood (Bruck and Allen, 2003). With this in mind, the workplace must be able to create an environment that cultivates the individual’s skills in various levels and areas while at the same time relying on each person’s predominating work personality type. Different personality types go well with certain kinds of work. Person-job (PJ) fitting and person-organisation (PO) fitting has been used to assess what kind of work would make particular types of people excel, as well as predicting those that may prove to be difficult for them (Ryan and Kristof-Brown, 2003). People rating high in extroversion levels are reported to be suitable to careers with greater public exposure such as sales, those which rate high in emotional stability are more suited to law-enforcement work lie in security or police work, conscientiousness is linked with meticulous and detailed work such as engineering and architecture, agreeableness goes well with public service work such as foundations or public health work, and openness is one trait that is lauded in the academics or in research work (Mullins, 2005; Touze, 2005). When the PJ or the PO rating is good, this implies that the person is able to reconcile personal beliefs, attitudes and work goals with the organisation’s own objectives, which increases the person’s chances of staying in the organisation and achieving personal satisfaction. However, when the PJ or PO rating is bad or low, chances are that the individual’s personal preferences simply