NASCAR Diversity Essay Example | Topics and Well Written Essays - 750 words

NASCAR Diversity - Essay Example For more than a decade now, the company still lacks the proper policies and strategies that can adequately enhance diversity. According to Kusz (81) NASCAL has been using a â€Å"Southern Strategy† in its undertakings. According to Canas and Sondak (134) â€Å"NASCAL was born in a time when racial segregation and discrimination was being experienced in every part of the American culture.† This means that the problem of racial discrimination in NASCAL was likely to be experienced in the organization from day one. The organization was initially founded by the southerners in a very racial diverse region. However, this did not help solve the diversity problem since in a seventy year history of NASCAL; only one African American driver ever gained victory in a racing event. Wendell Scott was that driver. Even though Scott had won several other races he was declared to have won just once in his entire career. This is because some of the track owners â€Å"did not want a black man kissing the track queen in victory Lane† (Canas and Sondak 134). Diversity problem in NASCAL therefore is a problem right from the founding of the company. The management of the company, sponsors as well as the aud ience formed the basis of discrimination of the African American drivers as well as the women drivers. Scott as the first African American driver â€Å"was booed by fans when his car broke down in his first race for NASCAL† (Canas and Sondak 134). It is from such incidences that the sponsors would not want anything to do with the African American drivers since they are despised by the fans. The company would therefore be forced not to involve the African American drivers in major leagues. Today, there are still very few African American drivers in NASCAL with â€Å"only five blacks to have started a handful of races since 1986† (Canas and Sondak 134). This has been attributed by different scholars of the world to the insufficient funding following the fact that the NASCAL team

James Booker Research Paper Example | Topics and Well Written Essays - 1500 words

James Booker - Research Paper Example ker recognize the art of music playing like never before and although he was pretty talented himself recognition of music at such an early age made that him the musician he was at his prime. Rightfully so music influence in the life of James booker was effectively extended with a saxophone being gifted to him by his mother as a birthday present. He spent greatest of his juvenile age ashore on the Mississippi Gulf Coast, while at the place his father pastored a church. Although receiving a saxophone in in his age his talent with the instrument was somewhat modest but all the while he truly and to the best of his abilities demonstrated a resilient concern in effectively playing the keyboard. It is safe to complement that his first musicals came by performing with a mere organ in his father’s church sermons. The return to his originated birth place the city of New Orleans came in the preliminary rounds of the adolescence age, and he successfully completed his elementary schooling form the prestigious Xavier Academy Institute. He academized many particular fundamentals of the keyboard playing panache from Tuts Washington and Edward Frank. Booker illustrated to become one of the best and utmost masters of classical music and hence was paraded to play Bach and Chopin as one of his ideal composers along the way of his career. He further to such feats he correspondingly become proficient at and committed to memory the more challenging solos of Erroll Garner, and also some enhancing material by Liberace. Booker’s imperative systematic circumstantial upbringing in close to the collected works of many piano masters had fundamentally empowered him to easily and most notoriously create unique, original and conspicuous understandings, implementation and interpretation of jazz and other supp lementary American prevalent music. These recitals and performances by booker shared essentials of stride, blues, gospel and Latin keyboard flairs. Booker debuted his recordings the

[Art subject] Olympic Sculpture Park Essay Example | Topics and Well Written Essays - 500 words

[Art subject] Olympic Sculpture Park - Essay Example Two sheets of identical weathering steel make the curvy objects that are called Ws or Wiggles. In order to fully appreciate the transcendent beauty of the work, one needs to walk the spaces between the Ws. The space between the two enclosing objects will constantly morph to give a unique experience to the walker. I much enjoyed this novel idea of travel through space. Love & Loss is intended public utility. It is an aesthetically designed public sitting space. The seats and benches are crafted to the shapes of letters forming Love & Loss. Sitting there and simply gazing at the surrounding scenery is a relaxing experience that I quite enjoyed. This work of art was made by Roy McMakin and installed in OSP in 2004. Concrete, paint and enamel are the basic building material. The constant wear and tear of this construction has led to several refurbishing, which have taken the sheen off its original beauty. The Father and Son statue work installed in the midst of a water fountain is poetry and philosophy wrung into sculpture. This masterpiece by Louise Bourgeois is made of a conglomeration of metals steel, aluminum and bronze. The water fountain is conceptually the key, as it reveals and hides the statues of the father and the son to various degrees dynamically. Working to a pre-programmed schedule, the two fountains installed beneath the statues will rise and fall showing either the father or the son at a time. It attempts to symbolically show the innate difficulty in a father-son relationship, where strong bonds are seldom seen. Perhaps the Oedipal impulse in the boy-child never lets him connect strongly with the father. The outstretched arms of the two statues is a moment frozen for eternity and shall never consummate the underlying intent, namely to reach and hold the other figure. This work made me think a lot and I took pleasure in the intellectual stimulation it offered via the dynamic visual

NASCAR Diversity Essay Example | Topics and Well Written Essays - 750 words

NASCAR Diversity - Essay Example For more than a decade now, the company still lacks the proper policies and strategies that can adequately enhance diversity. According to Kusz (81) NASCAL has been using a â€Å"Southern Strategy† in its undertakings. According to Canas and Sondak (134) â€Å"NASCAL was born in a time when racial segregation and discrimination was being experienced in every part of the American culture.† This means that the problem of racial discrimination in NASCAL was likely to be experienced in the organization from day one. The organization was initially founded by the southerners in a very racial diverse region. However, this did not help solve the diversity problem since in a seventy year history of NASCAL; only one African American driver ever gained victory in a racing event. Wendell Scott was that driver. Even though Scott had won several other races he was declared to have won just once in his entire career. This is because some of the track owners â€Å"did not want a black man kissing the track queen in victory Lane† (Canas and Sondak 134). Diversity problem in NASCAL therefore is a problem right from the founding of the company. The management of the company, sponsors as well as the aud ience formed the basis of discrimination of the African American drivers as well as the women drivers. Scott as the first African American driver â€Å"was booed by fans when his car broke down in his first race for NASCAL† (Canas and Sondak 134). It is from such incidences that the sponsors would not want anything to do with the African American drivers since they are despised by the fans. The company would therefore be forced not to involve the African American drivers in major leagues. Today, there are still very few African American drivers in NASCAL with â€Å"only five blacks to have started a handful of races since 1986† (Canas and Sondak 134). This has been attributed by different scholars of the world to the insufficient funding following the fact that the NASCAL team

[Art subject] Olympic Sculpture Park Essay Example | Topics and Well Written Essays - 500 words

[Art subject] Olympic Sculpture Park - Essay Example Two sheets of identical weathering steel make the curvy objects that are called Ws or Wiggles. In order to fully appreciate the transcendent beauty of the work, one needs to walk the spaces between the Ws. The space between the two enclosing objects will constantly morph to give a unique experience to the walker. I much enjoyed this novel idea of travel through space. Love & Loss is intended public utility. It is an aesthetically designed public sitting space. The seats and benches are crafted to the shapes of letters forming Love & Loss. Sitting there and simply gazing at the surrounding scenery is a relaxing experience that I quite enjoyed. This work of art was made by Roy McMakin and installed in OSP in 2004. Concrete, paint and enamel are the basic building material. The constant wear and tear of this construction has led to several refurbishing, which have taken the sheen off its original beauty. The Father and Son statue work installed in the midst of a water fountain is poetry and philosophy wrung into sculpture. This masterpiece by Louise Bourgeois is made of a conglomeration of metals steel, aluminum and bronze. The water fountain is conceptually the key, as it reveals and hides the statues of the father and the son to various degrees dynamically. Working to a pre-programmed schedule, the two fountains installed beneath the statues will rise and fall showing either the father or the son at a time. It attempts to symbolically show the innate difficulty in a father-son relationship, where strong bonds are seldom seen. Perhaps the Oedipal impulse in the boy-child never lets him connect strongly with the father. The outstretched arms of the two statues is a moment frozen for eternity and shall never consummate the underlying intent, namely to reach and hold the other figure. This work made me think a lot and I took pleasure in the intellectual stimulation it offered via the dynamic visual

Is the War on Terrorism a War Essay Example for Free

Is the War on Terrorism a War Essay The Global War on Terrorism is a military campaign that began shortly after the terrorist attacks of September 11th 2001. First used by George W. Bush, the phrase ‘war on terror’ has become to be conceptualized as a term used to signify ‘global military, political, lawful, and conceptual struggle targeting both organizations designated as terrorists and regimes accused of supporting them. † The war on terror main focus has been with Islamist militants and Al-Qaeda. The war in Afghanistan and Iraq are both considered to be part of the war on terrorism. There is much speculation on whether the war on terror is actually a war. This essay will argue that both points of view are valid. There are reasons which validate the war on terrorism as being considered an actual war such as the fact that an actual decelaration of war was waged by both the US and Al-Qaeda, it can be considered a new way of war, and that ultimately like war, terrorism is a mean to a political end. On the other side of the spectrum, it may not be considered a war because it does not have a clear end or possible victory, it does not have a confined battle space as regular wars, and it is a ‘war’ against an immaterial concept such as the wars on poverty, drugs, and crime. There is an extensive amount of literature on the subject of terrorism and especially the war on terror. Mia Bloom in ‘Dying to Kill: The Allure of Suicide Terror’ examines the use strategies, successes, and failures of suicide bombing in Asia, the Middle East, and Europe. She claims that in many instances the effort of Israel, Russia, and the United States have failed to deter terrorism and suicide bombings. Bloom also contemplates how terrorist groups learn from one another, and thus how they react and retaliate to counterterror tactics the financing of terrorism, and the role of suicide attacks against the backdrop of larger ethnic and political conflicts. Another current scholar writing on terrorism is Mark Juergensmeyer. Juergensmeyer studies religious terrorism more specifically. Bruce Hoffman gives a brilliant insight to terrorism and all its aspects. Hoffman describes its historical evolution and the mindset of the terrorist. He examines this invisible enemy and his tactics and motivation in a globalized world. Hoffman argues that the 9/11 attacks on the Twin Towers radically altered the USA’s and the Wests view on terrorism. When attempting to answer the above question it is important to clarify and define the terms. Terrorism has a vast number of definitions and varies greatly depending on who is trying to define it and from what perspective it is being defined and at which scope. For example one definition of terrorism is the FBI’s definition of it as ‘the unlawful use of force or violence against persons or property to intimidate or coerce a Government, the civilian population, or any segment thereof, in further political or social objectives’. Another definition is from the Department of Defense which states it to be as ‘the calculated use of unlawful violence or threat of unlawful violence to inculcate fear; intended to coerce or to intimidate governments or societies in the pursuit of goals that are generally political, religious, or ideological objectives. A final example of one of the many definitions of terrorism is that of the Department of homeland Security which states it as ‘any activity that involves an act that is dangerous to human life or potentially destructive of critic infrastructure or key resources; and†¦must also appear to be intended (i) to intimidate or coerce a civilian population; (ii) to influence the policy of a government by intimidation or coercion; (iii) to affect the conduct of a government by mass destruction, assassination, or kidnapping. ’ These definitions vary quite greatly from one to another. Any definition of terrorism suits a particular agency and how they look at the act of violence, whereas very few look at the causes for it and what its essence is. Notice the selected vocabulary for each definition will suit the type of agency’s profile. The problem with defining terrorism is one that it is a subjective thing, and two that the parties trying to define it try to include everything and nothing in it. They try to put and various different events that happened and situations as well to help define it so as to make sure that terrorism encompasses a large number of things. For example the discotheque bombing of Bali. It seems that the definitions need to include anything that attacks the west. With regards to the war on terror, is it the war on terror or terrorism? Is there really a war on terrorism and if so according to whom? The USA? Al-Qaeda? And in which theatres and locations are we talking about? The war on terror might be a war on terror in Afghanistan but not in other places. Also the title of the question is quite ambiguous because is terrorism is an act of war, or is war is an act of terrorism? Each one can be unfolded onto the other easily. It is also important to consider who is included in the war on terror, is it all terrorists groups including terrorist groups like the IRA? Or is it just limited to Islamist militant terrorist groups such as Al-Qaeda? It is not always clear who are the terrorists and who are the terrorized†¦ â€Å"All politics is a struggle for power, and the ultimate kind of power is violence. † Hoffman writes that terrorism is where politics and violence intersect in the hope of delivering power. And that all terrorism involves a quest for power. Power to do many things such as to dominate, coerce, control but ultimately to ‘effect fundamental political change. Clausewitz’s definition of war was ‘war is the continuation of Politick by other means’. In this context terrorism fits in accordance to his definition as terrorism too can be considered part of war. Terrorism can be considered a tactic or act of war, or war a tactic or act of terrorism. For example the French used torture during the Battle of Algiers, the US uses terror tactics itself such as Abu Ghraib. It is very difficult to separate war from terrorism neatly. Being a terrorist is a stepping-stone to becoming a politician. Thus because of the very ambiguous relationship and line between war and terrorism, terrorism can be considered as a new way, or military tactic of fighting war. Thus anything that tries to counter attack it can also be considered a war. Thus rending the war on terrorism a war. Terrorism is ‘a complex phenomena in which violence is used to obtain political power to readdress grievances ’ In order for one to consider the war on terrorism as an actual war, an actual statement of waging war has had to been made. This is the case with the war on terrorism. Al-Qaeda did declare war on the USA in 1998. The bush administration created the term of the ‘axis of evil’ and the USA did fight a conventional war in Iraq in 2003. The war on terrorism might not be a war in itself but it could be made up and composed by several on going wars such as Chechnya, the government of Sri Lanka versus the Tumult Tigers (which was actually the first country to successfully defeat terrorism), and Mali. There have been clear objectives set out and enemies to defeat. Although this enemy is invisible, and the way of fighting the battles are different (due to the asymmetrical aspect of the war on terror) it does not mean this is not a war. The rules have changed, the battle space as well, the way of thinking of the enemy and war has changed drastically. But it is still war. It is just a new face of war. However, the war on terrorism is hard to define as an actual ‘war’ for several reasons. One, because it seems the US and the West are just policing and engaging in nation building to promote liberal democracy. Hoffman mentions the second factor, which is vastly important in discrediting the war on terrorism as a war stating that ‘unlike traditional wars, the war on terror does not have a clear end’. This is because the victory seems unattainable. Terrorism won’t die along with the terrorist leaders. Not even when the most wanted terrorist has been killed. DCIA Leon E. Panetta stated that I dont think theres any question that when you get the number one terrorist in the world, that were a little safer today than we were when he was alive. But I also dont think we ought to kid ourselves that killing Usama Bin Ladin kills al-Qaida. Al-Qaida still remains a threat, theyre still going to try to attack our country, and I think we have to continue to be vigilant and continue the effort to ultimately defeat these guys. We damaged them, but we still have to defeat them. In order for a war to be a war, shouldn’t it have a clear end? Or at least a possible one? The war on terrorism also is discredited as being an actual war because it does not take place on a clear battle space. The director of public prosecutions, Sir Ken Macdonald quoted London is not a battlefield. Those innocents who were murdered on July 7 2005 were not victims of war. And the men who killed them were not, as in their vanity they claimed on their ludicrous videos, soldiers. They were deluded, narcissistic inadequates. They were criminals. They were fantasists. We need to be very clear about this. On the streets of London, there is no such thing as a war on terror, just as there can be no such thing as a war on drugs He continues by stating that ‘the fight against terrorism on the streets of Britain is not a war. It is the prevention of crime, the enforcement of our laws and the winning of justice for those damaged by their infringement. The war on terror could simply be a war against a ‘thing’ such as the war on poverty, drugs, crime tc†¦ There is no real way to defeat, destroy and rid the planet of such immaterial concepts. The war on terrorism looked under these aspects becomes more difficult to truly accept as a war. It is difficult to answer the question if whether the war on terrorism is an actual war. It appears that there is a struggle between Al-Qaeda fighting secularism, consumerism, and immorality and the US and the We st is fighting against backwardness and against groups of people who reject western values and globalization. Is this what the real war being fought is about? Is this the actual war that is going on? There are both aspects crediting the war on terrorism as a war and others discrediting it. This question however is highly relevant and intertwines to other aspects of IR305 such as the changing nature of war (is the war on terror the new type of war? ), the different types of warfare (is the war on terror the new western way of warfare and terrorism the Arab way of warfare? ), and the topic of risk societies (are we breeding more terrorism by fighting the war on terror, thus creating more risk). All of these various aspects of IR305 are relevant to the topic of the war on terrorism.

How employee wellbeing can become a core value

How employee wellbeing can become a core value Leadership is the ability to effectively use strategic competencies and influence to accomplish organizational goals. It is a partnership between mangers followers and external constituencies and one of the main differences between leaders and managers is power and authority. Leaders yield power which cannot be transferred however managers yield authority due to their position and can be delegated. When organizational requires a fast changing as a result of rapid fluctuation a Transformational leader is called for. Transformational leadership is defined as a relationship between a leader and follower(s) based on a set of leader behaviors perceived by subordinates as exhibiting idealized influence, motivational inspiration, intellectual stimulation, and individual consideration. In todays modern complex organizations, which are going through constant change, it required the roles of management and leadership be intertwined. An organisation that has an environment which promotes a state of contentment allowing employees to flourish and achieve their full potential for the benefit of themselves and the organisation can be considered as employers who puts high emphasis on their employee wellbeing. The concept of wellbeing includes concepts of psychological and physical health. Today increasingly companies are focused more about their employees wellbeing as organisations are seeing its benefits. Organisations such as IBM, established Well-Being Management System (WBMS), the companys holistic approach to managing the health and safety of employees wherever they work. This enables physical and psychological fitness of its employees. When employee wellbeing becomes a shared organisational value deeply rooted in the organisational culture it is evident from the following companies that productivity of the organisations increases as a result of high moral and satisfaction as well as organisations are able to retain their talents. Values influence attitudes and behaviour therefore for transformational leaders to create employee wellbeing as a shared value they need to create trust between leader and employees. This is possible when the leader practice high emotional and social intelligence and honour the psychological contract between the management and employees. Contents Executive Summary 1 Today increasingly companies are focused more about their employees wellbeing as organisations are seeing its benefits. Organisations such as IBM, established Well-Being Management System (WBMS), the companys holistic approach to managing the health and safety of employees wherever they work. This enables physical and psychological fitness of its employees. 2 Contents 3 1.0 INTRODUCTION 4 8.0 CONCLUSION 16 7.0 Appendix 17 1.0 INTRODUCTION This report presents discussions on how employee wellbeing can become a core value shared among the employees of an organization that can be deeply rooted in the organizational culture and the role of transformational leadership in facilitating this change. Transformational leaders are called for when traditional leadership fails to bring about a change aligning the organizational culture to the changes in the environment. As these form of leadership focus on employees in achieving their goal it suits well in an era of fast globalization. In the second part of the report concepts of leadership and their difference from management will be introduced .as well as an explanation of transformational leadership and what it is all about. Third part of the report explains the concept employee wellbeing and its benefits. Companies who are initiating employee wellbeing and the response will be highlighted. The main part of the report will discuss how transformational leadership help facilitate employee wellbeing in the organizational culture that would eventually improve performance. Concepts of how leaders create trusts among employees and towards themselves, how leaders practice emotional and social intelligence and the concepts of psychological contract will be discussed. Finally case evidence will be provided when employees wellbeing is taken care off their performance in terms of absenteeism etc will rise significantly. 1.2 Scope and limitation The scope of the report is limited to the examination of how employee wellbeing can become the cultural norm within the organization and how transformational leadership facilitates in embedding it to the organizational culture as a shared core value. Little robust research exists on the relationship between health and individual job performance. 2.0 leadership Leadership defined by Weiss (2001, p.194) states that it is the ability to effectively use strategic competencies and influence to accomplish organizational goals. It is a partnership between mangers followers and external constituencies and one of the main differences between leaders and managers is power and authority. Leaders yield power which cannot be transferred however managers yield authority due to their position and can be delegated. (Mullins 2002). Whetten et.al (1995, p. 17) states that traditional definition of management is outmoded and irrelevant today. Their argument is based on the similarity between leaders and managers in terms of how they function. And that a good manager functions as an effective leader .a similar view was held by Hodgetts (1990, p.3) and defines management as getting things done through people and leadership influence people towards particular goal. Weiss(2001) referencing Bass (1985,1990 )states that when organizational requires a fast changing as a result of rapid fluctuation a transformational leader is called for. Transformational leadership exhibits behaviors such as idealized influence, motivational inspiration, intellectual stimulation, and individual consideration. And can be defined as a relationship between a leader and a follower based on this behavior (Flood 2008) A number of studies have shown a strong positive relationship between this leadership style and desirable outcomes including organizational commitment, job satisfaction, and decreased employee turnover intentions (Flood 2008) As an example of the magnitude of leadership influence on the attitudes and behaviors of employees, a study of 25,000 workers across a variety of firms by Wilson Learning, a US based management training company; found that 69% of employees job satisfaction related to the leadership skills of their bosses (Davids 1995). A significant productivity lag was associated with a lack of or poor leadership. On the basis of this finding, Davids (1995) asserts that the days of the heroic leader who gets things done by people are numbered, to be replaced by the post-heroic leaders who get things done with people. Hence, mutual understanding, trust and strong communication skills have been growing in importance as factors in the leader follower relationship.(Flood, 2008) 3.0EMPLOYEE WELLBEING An organisation that has an environment which promotes a state of contentment allowing employees to flourish and achieve their full potential for the benefit of themselves and the organisation can be considered as employers who puts high emphasis on their employee wellbeing.(Tehrani et.al 2010) The concept of wellbeing includes concepts of psychological and physical health. According Arnold (2007) they can be distinguished between subjective and psychological wellbeing à ¢Ã¢â€š ¬Ã‚ ¦Subjective wellbeing focuses on the affective (hedonic balance; balance between pleasant and unpleasant affect) and cognitive (life satisfaction) components of well-being (Arnold et.al 2007). Psychological well-being draws on various conceptualizations of mental health (Arnold et.al 2007).Tehrani et .al (2010) described wellbeing as a subjective experience that may involve practical measures such as introducing healthy food or a gym at work, or perhaps less tangible initiatives such as working to match the values and beliefs held by employees with those of their organization. It could be argued that a change in the way employees are engaged in discussions about how their work is organized could have more of an impact on an individuals well-being than the introduction of a corporate gym. Today increasingly companies are focused about their employees wellbeing as organisations are seeing its benefits .Organisations such as IBM, established Well-Being Management System (WBMS) the companys holistic approach to managing the health and safety of employees wherever they work. This enables physical and psychological fitness of its employees. This integrated approach to employee well being ranges from the more traditional aspects of occupational health and safety ,such as industrial hygiene, safety, medical issues and ergonomics-to innovative and proactive wellness initiatives, including a broad array of health promotion options and disease prevention benefits for employees.(IBM , 2010 ) Marks Spencer is known as an employer who values employees. Historically, well-being was delivered through a traditional benefits package, including flexible working and family-friendly policies. In addition, a good physical working environment was provided, including good catering facilities. Other ancillary benefits for some or all employees included hairdressing, chiropody, dentistry and holistic services. As the business moved through a change management program it was realized that more focus was needed on the health and well-being areas that were directly affected by the workplace. (Tehrani et.al 2010) Scota Chropractc Ltd is another company that focused on employee wellbeing . Established in 1986 and currently employs 17 employees working across two sites the growing public awareness of alternative and complementary therapies has been a major driver of business growth. The company works with the NHS and has recently branched out into sports therapy, rehabilitation and ergonomic-based heath and safety interventions. The organization has increasingly concentrated on employee well-being for its own staff during the past five years. (Tehrani et.al 2010) 3.1 Employee wellbeing and culture. Organisational Culture is defined as a set of shared values beliefs which interact with an organisations people ,structureand system to produce behavioural norms. in a strong organisational culture the organisation core values are both intensly held and widely shared. core values are the primary or dominant values that are accepted thoughout the organisation.the more members who accept the core values andthe greater their commitment to those values is , the stronger the culture gets.A strong organisation culture will have a great influence on the bevaiour of its members((Robbins 1998) when employee wellbeing becomes a shared organisational value deeply rooted in the organisational culture it is evident from the following companies that productivity of the organisations increases as a result of high moral and satisfaction as well as organisations are able to retain their talents. According to Tehrani et.al(2010) Marks Spencers three-month wellbeing trial programme demonstrated an 8% reduction in its employee sickness absence for musculoskeletal health issues. Store management teams reported improved morale of the departmental team and the general store, all of which are difficult to estimate in financial terms, further improvement in customer service and improved efficiencies. Nike company employees share a core value of enhancing peoples lives through sports and fitness.nike has created a strong sports oriented culture and promoted it through company practices such as paying employees extra for biking to work instead of driving .( Robbins 1998) Companies adopting such measures aimed at promoting health and well-being among their employees influence several aspects of their employees physical and psychological well-being in ways which result in improved productivity, commitment and attendance. This includes providing good quality jobs which allow employees more control, autonomy and involvement in the way their work is done (Coats et.al 2008) Recently an OEM manufacturer, FOXCONN of china supplies to companies like DELL, APPLE and Hewlett-Packard came under scrutiny for its below standard employee relations and maltreatment.Some estimates put the companys labour turnover in to 50000 a month and reports claim a drop in recruitment standards to just about anyone with an ID. (Engadget 2010) 4.0 Transformational leadership and culture Organisational Culture is defined as a set of shared values beliefs which interact with an organisations people ,structureand ststem to produce behavioural norms. Values influence attitudes and behaviour (Robbins 1998)therefore For transformational leaders to create employee wellbeing as a shared value they need to create trust between leader and employees. This is possible when the leader practice high emotional and social intelligence and honour the psychological contract between the management and employees. Leaders facilitate in creation of value for employee wellbeing and facilitate in embedding it in to the organisational culture. They achieve this by creating trust among employees towards the leader as well as between each other and develop emotional and social intelligence of employees and honouring the psychological contract. 4.1Trust trust is a characteristics of high performance teams where the relationship between members is based on integrity ,competence, consistency, loyalty and openness (Robbins 1998 ) According to Rosen (1996 ) trust is one of the major principles in leading people.it binds people together creating a strong resilient organisation. It cannot be achieved over night according to Kouzes et.al ( 1987) but takes years to learn however an instance to loose it. Idealised influence dimension of transformational leadership helps create such relationship of trust and confidence through its attribution charisma. They are thought to display certain attributes (eg.percieved power, focus on higher order ideals and values. When this happens the followers develop an emotional tie to their leader which ultimate results in the trust specified above.(Arnold 2007) Transformational leaders gain follower trust by maintaining their integrity and dedication, by being fair in their treatment of followers, and by demonstrating their faith in followers by empowering them. It has been suggested that one way that charismatic and transformational leaders can demonstrate their dedication and build follower trust is through self sacrificial behaviours.Leaders can self sacrifice by taking on a proportionately larger workload, by foregoing the trappings of power (e.g. Gandhis peasant lifestyle), or by postponing rewards, such as Chryslers Leelacocca and Apples Steve Jobs deciding to work for 1$ a yr ..(Bass et.al 2006) Transformational leaders build trust by practicing open communication between employees and leaders. mistrust comes from what people dont know as from what they do know (Robbins 1998 ).They are excellent team players ,and they lead by example, support the teams through words and actions and demonstrating loyalty as well as treating them with respect and considering their perception in terms of objectivity and fairness in decision making. They show consistency in basic values that guide their decision making and they maintain confidences and become someone who teams can rely on. 3.2Emotional intelligence Goleman (1995) describes emotional Intelligence as self-awareness, managing our emotions effectively, motivation, empathy, reading other peoples feelings accurately, social skills like team work, persuasion, leadership and managing relationships. Transformational leaders have high emotional intelligence. They properly manage emotions that drive trust, loyalty, and commitment. The leader enables People to recognize their own emotions as well as others ,differentiates those emotions to make choices for thinking and action.(Cooper et.al 1997).It is an intelligence that may be learned, developed and improved (Perkins 1994). Emotional intelligence is the ability of a person to use his awareness and sensitivity to detect, identify or understand the feelings underlying interpersonal communication and avoiding to respond on impulse and thoughtlessly, Instead to act from receptivity , authenticity ad candor.(Ryback 1998). Emotional intelligence is about influence without manipulation or abuse of authority. It is about perceiving, learning, relating, innovating, prioritizing and acting in ways that take into account and legitimize emotions, rather than relying on logic or intellect or technical analysis alone (Ryback, 1998). Transformational Leaders are highly self aware facilitating them to read ones emotions and recognize their impact while using gut feelings to guide decisions. Their social awareness enables them to sense, understand and react to others emotions while comprehending social networks. As a result of these qualities and the ability of transformational leaders to manage self inspire employees influence them and develop these qualities among them by managing conflict. This successfully results in resolved issues of workplace bullying and increase in employee satisfaction leading to higher performance. Goleman, (2010 )have shown that high levels of emotional intelligence can create climates in which information sharing, trust, healthy risk taking and learning flourish. as well as how workplace competencies based on emotional intelligence can exert greater impact on performance than do intellect or technical skills. 4.3Psychological contract When an employer distributes a performance bonus every year since it inception, employees within that particular company will expect to receive it in the coming years as well, because of the fact that every year the company distributes it. The point here is that Humans beings are very adaptable to situations .the more leaders practice employee wellbeing initiatives within the organisation the likely it will become an expectation in the psychological contract between employers and employees. Psychological contract defined by Robbins (1998) states that it is an unwritten agreement that sets out what management expects from the employee and vice versa. It sets out mutual expectations. Everyone performs different roles both at work place and society. And each role demands attitudes and behaviours consistent to that particular role. Therefore both the organisation and the employee have certain expectations of that role which could mean acceptable working conditions, clear communication and a fair days work etc for employees and for organisations demonstration of a good attitude following instructions and showing loyalty to the organisation.(Robbins 1998) However when these expectations are not met trust between the employees and employers is lost, resulting in negative effects on employee performance and satisfaction. Globalisation and work force diversity further complicates the situation. Although Members of different groups share common within their group common values, attitudes and perceptions much diversity exists within each of these categories. (Bateman et.al 2009).similarly in multi racial societies such as the United States for example values shared among Asian Americans differ from values shared among Asians living in Asia. Since values influence the attitudes and behaviours of employees attaining a common shared value among the multi ethnic groups and multinational groups within an organisation is a challenge to the transformational leaders. As each of these groups will have different expectations from employers. 4.4 Social intelligence However the transformational leaders ability to connect with individuals at a personal level enables them to build a relationship of trust and influence their behaviour and attitude to share a common value which is emotional and psychological wellbeing of employees. Many leaders are appointed because of their drive, ambition and business expertise but often they are unable to work with or get along their director colleagues, colleagues and direct reports, or with others on whom their own success depends. Building on his work on emotional intelligence, Daniel Goleman coined the phase Social Intelligence, in which he enlarges his focus to encompass our capacity to connect with one another.We are wired to connect Neuroscience has discovered that our brains very design makes it sociable, inexorably drawn into an intimate brain-to-brain linkup whenever we engage with another person. (Goleman 2010) Therefore in order to identify the attitudes , values and perceptions of people the leader needs to have social intelligence skills to connect to the individuals or initiate emotions in order to gain trust which ultimately leads to acceptance of ideologies and behaviours the leader intends to communicate which in turn becomes the norm of the organisation. 5.0 Employee wellbeing, Culture and performance Harter etal (2002 ) believes that worker quality of life and performance originates with the behavioural, cognitive , and health benefits of positive feelings and positive perceptions.according to him proponents of the well being perspective argue that the presence of positive emotional states and positive appraisals of the worker and his or her relationships within the people seek out interesting , meaningful, and challenging tasks.when demands match or slightly exceed resources, individuals experience positive emotional states (e.g. pleasure ,joy, energy) and they perceive themselves as growing , engaged, and productive .From the wellbeing perspective, a healthy workforce means the presence of positive feelings in the worker that should result in happier and more productive workers. a survey carried out by Aon Consulting on UK workers found out that more than 35 million sick days a year are taken for personal reasons rather than for a genuine illness and one in three UK workers (33 per cent ) say that the last time they took a day off from work as sick leave were addressing personal issues including looking after a family member, letting repairmen into their home, grieving a dead relative or pet, or feeling down after breaking up with a partner and they did not have anything wrong with them . 52 per cent of British say they would not feel forced to take a day as sick leave if they could just be honest and have access to flexible working hours or social days, said Peter Abelskamp, director of health and benefits EMEA, at Aon Consulting. Of course, employers should also not ignore the fact that 16 per cent of people say that more interesting work would keep them in the office (PM Online, 2010) In 2003 the Royal Mail sickness absence levels were 7 per cent (an average of 16 days per employee per year) As a result their Customer service standards were affected and incurred a daily cost of  £1m.the company had been experiencing issues of long-term absence for many years which was commonly due to musculoskeletal health. Therefore Royal Mail introduced a range of integrated measures to counter the problem such as as à ¢Ã¢â€š ¬Ã‚ ¢ Health screening à ¢Ã¢â€š ¬Ã‚ ¢ Health clinics at 90 sites à ¢Ã¢â€š ¬Ã‚ ¢ Fast access to occupational health services à ¢Ã¢â€š ¬Ã‚ ¢ Access to physiotherapy à ¢Ã¢â€š ¬Ã‚ ¢ Employee assistance programme (EAP) à ¢Ã¢â€š ¬Ã‚ ¢ Incentive scheme à ¢Ã¢â€š ¬Ã‚ ¢ Rehabilitation centres focusing on improving back, neck and shoulder injuries à ¢Ã¢â€š ¬Ã‚ ¢ Phased and partial return to work (RTW) à ¢Ã¢â€š ¬Ã‚ ¢ Case management four years later, it was reported that sickness absence levels had fallen to 4 per cent (10 days per employee) and saved Royal Mail almost  £230m. Up to 3,600 more staff were available to work each day as a result of these measures (Scribed,2010) 8.0 CONCLUSION In this fast changing global environment organisations are increasing needing leaders who concentrates on building relationships with their employees in order to increase productivity and meet the global demands. Emphasis on employee wellbeing has become a trend in todays companies which is seeing its benefits. However in order to produce a full impact leaders need to create wellbeing as a shared core value deep rooted in the culture of the organisation. This can be achieved only when the leader creates trust among employees as well as between him. This is only possible if the leader has high emotional and social intelligence and promotes it within employees and finally honouring the psychological contract between them. Therefore transformational leadership can bring about a change in organisational culture by creating values which will in turn influence the attitude and behaviour of the employees in this case employee wellbeing as a core value in the organisational culture.