My Assumptions About China And Chinese Culture - 1069 Words

Introduction Doing business in China may require more patience and understanding the culture before adventuring in taking a foreign assignment. There are several factors that need to be looked at before taking the assignment, knowledge, skills, and culture understanding, knowing how to negotiate and knowing when to except the idea. There are traditions and customs that China has that have to be known before anyone conducting business in China needs to know. China is based on an old system of proper manners and etiquette when doing business. Doing business in China you need to know their customs and know how to communicate effectively but there are more things that need to be looked at such as political differences, building trust and respecting Chinese culture. As part of this paper I will answer several questions about my assumptions about China, adjusting my behavior on a business trip to China, Chinese managers running a business in the United States and if I would be less i nterested in taking a foreign assignment. Has the presentation challenged any assumptions you had about china and the Chinese people? Yes, I think the assumptions are how the media has described China and how they are promoting self interest over the company they work for and how forward they are and how they will just pop in without any appointments. The one thing that stood out is how, managers unanimously indicated that speed of decision making and execution in China is extraordinaryShow MoreRelatedThe U Curve Model Of Adaptation1623 Words   |  7 Pagesexamines the process of adapting cultural values among Africans migrants in China. The results of the analysis points out the process of adaptation followed by the influencing factors of adaptation and finally the challenges faced in the process of adaptation. By using the U-curve model of adaptation, which explained the four stages of adaptation (honeymoon, crisis, recovery, and adjustment), the study is based on the assumption that Africans migrants follow the same process and/or stages of adaptationRead MoreCase2 the Not-so-Wonderful World of Eurodisney1743 Words   |  7 PagesLater entering Hong Kong, although, Disney was determined not to make the same cultural and management mistakes in China that had plagued Disneyland Paris, they don’t predict the coming hurdle in China that is limited knowledge of Disney characters and lore. However, plans to increase the capacity in China will help to promote awareness of the Disney name among the mainland Chinese population and cement ties with Beijing. Problems The problem Euro Disney faced was that they overestimated the magicRead MoreThe West Thought Of China And Japan1110 Words   |  5 Pageswesterners had an ‘Orientalism’ mind about the Eastern countries. The word ‘Orientalism’ was used first in the book Orientalism by Edward W. Said in 1979. Its original meaning was an exoticism of the East appearing in European (Western) culture and art. Today, however, it is used to imply the distortion and bias of the West towards the East, justifying supremacy and domination of the West to the East. During that time, the West and the East (especially China and Japan) had contacted each other andRead More`` Farewell My Concubine And The King And The Clown By Chen Kaige1197 Words   |  5 Pagesstylized repetition of acts or imitation. She described the categories of sexuality and gender as a form of performativity (Butler 1996, 368). This essay will focus on China and South Korea and explore the experience of gender identity via to the socio-cultural contexts. This essay will also look at the insights of the two films, â€Å"Farewell my Concubine† directed by Chen Kaige (1993) and â€Å"The King and the Clown† directed by Joon-ik Lee (2005) and discuss how homosexuality is portrayed. As far as historiansRead MoreThroughout This Cultural Anthropology Class, One Consistent1451 Words   |  6 Pagesperceived in different ways depending on the culture. In this article, entitled â€Å"Ambiguous States: Confucius Institutes and Chinese Soft Power in the U.S. Classroom,† by anthropologist Jennifer Hubbert, the idea of the state is explored from the perspective of a Chinese initiative, the Confucius Institute. During these programs, Chinese teachers came to the United States to educate American students about Chinese culture and language, as paid for by the Chinese state. Hubbert conducted her fieldwork atRead MoreThe Old People s Republic Of China1373 Words   |  6 Pageswhole social culture. In the old People’s Republic of China (PRC) society, which is before the great reform and opening (before 1970’s), Chinese think marriage is not a personal thing, to chose who will be the one to spend the life with is not completely depends on the favors and wills from both two parties, but more to the restriction of the family and social culture. Hence, the standard and concept of choosing spouse is inevitably restricted by certain social and historical culture. The differentRead MoreHa Jin – The Bridegroom Essay1161 Words   |  5 PagesHa Jin – The Bridegroom Described as utopian in nature, the Chinese culture is often in pursuit for the perfect individual, a harmonious and structured society where the citizens as a whole create the ideal culture. In a collection of short stories entitled The Bridegroom, author Ha Jin documents this aspect of reality in homeland China. Primarily for the purposes of instruction and satirical verse, Ha Jin, shows how people are trying to find themselves in a society that focuses on the ‘whole’Read MoreThe Relevant Theories Of Leadership Styles And Will Explore The Key Theories And Models1557 Words   |  7 Pagesdiscuss the relevant theories about leadership styles and will explore the key theories and models critically. Also, I will examine the Chinese, Indian and Turkish cultures represented in my group. In order to describe these cultures, appropriate cross-cultural models will be followed. Next, I will identify the key differences in terms of management style between these cultures and ho w these differences might have affected the leadership in the team. Finally, I will talk about the experience of being managedRead MoreBehavioral Differences Of Multicultural Team Working With Models Of National Cultural Differences1481 Words   |  6 PagesIntroduction The precise meaning of culture seems too difficult to grasp, but it might be described as shared values, behaviors and assumptions that distinguish one group from another and are passed on from one generation to the next (Schein. E, 1990). Culture can leave a very significant influence on cognition and perception without even being aware of it (Schneider S.C., Barsoux J.L. and Stahl G.K., 2014). So culture differs from country to country at some extent. National cultural differencesRead MoreDoing Business In China Summary1605 Words   |  7 PagesBusiness in China, I assumed that business was a universal thing around the world. I assumed that business was the same in all countries. I assumed that every country had the same end goals when it came to business. As a result, I assumed that all countries followed a similar template for how business negotiations work. I was under the assumption that business was all about numbers and money; I didn’t expect to see so much energy foc used on creating relationships. I originally assumed China was a very

Downsizing And Organizational Culture Essay - 5490 Words

Downsizing and Organizational Culture Table of Contents Chapter 1........................................................................................................................1 Chapter 2........................................................................................................................2 nbsp;nbsp;nbsp;nbsp;nbsp;Organizational Culture Defined........................................................................2 nbsp;nbsp;nbsp;nbsp;nbsp;Downsizing Defined............................................................................................3 nbsp;nbsp;nbsp;nbsp;nbsp;Culture†¦show more content†¦nbsp;nbsp;nbsp;nbsp;nbsp;A truer and fuller understanding of the forces shaping and thrusting downsizing forward today comes from an appreciation of increased global competition; changing technologies, which in turn are profoundly impacting the nature of work; increasing availability of a contingent work force 4; and shifting balance of power among organizational constituents away from rank and file employees and in the direction of shareholders and the chief executives who serve as their proxy. When we conceptualize downsizing within these broader frameworks, it becomes clear that we are speaking of downsizing both as a response to and as a catalyst of organizational culture change. nbsp;nbsp;nbsp;nbsp;nbsp;This article will later provide a formal definition of quot;organizational culturequot;. For the moment, it is suggested that culture is to an organization what personality is to an individual. As with personality, change takes time and may be hard to discern, especially for persons inside the organization. This article will argue that, ultimately, the most prominent effects of downsizing will be in relation to culture change, not in relation to saved costs or short-term productivity gains. Key drivers of organizational culture will tend to shape an organization’s approach to downsizing. For whose benefit does the organization exist? What are the basic assumptions among people who work in the organization? What are the basic assumptions theShow MoreRelatedDownsizing and Organizational Culture5617 Words   |  23 PagesDownsizing and Organizational Culture By Joe Gonzalez Sociology 100 Dr. Mario Reda Table of Contents Chapter 1........................................................................................................................1 Chapter 2........................................................................................................................2 Organizational Culture Defined........................................................................2 Downsizing Defined...Read MoreOrganizational Structure Of The Organization1163 Words   |  5 PagesOver the years, most organizations have been urged to consider changing their organizational structure so as to promote employee flexibility as well as empower them with the discretion of making decisions. As a result, organizations across the world have resorted to de-layering or flattening their organizational structures with the hopes of achieving employee flexibility and improving the operations of the organization as well. De-layering or flattening, in this case, refers to the elimination ofRead MoreOrganizational Change And Personal Leadership Development Plan Essay1596 Words   |  7 Pages Assignment 5: Organizational Change and Personal Leadership Development Plan Anthony Bing Dr. Jimmie Flores December 12, 2016 Strayer University, Augusta Georgia Judy Stokley: Personal leadership development plan and organizational change Specific practices that successful project managers apply in exercising their leadership and management roles overall. Project management is one of the avenues through which individuals can be able to exhibit their leadership and management capabilitiesRead MoreEssay about Organizational Culture6678 Words   |  27 PagesDownsizing And Organizational Culture Thomas A. Hickok -------------------------------------------------------------------------------- Abstract In this article Hickok argues that, ultimately, the most prominent effects of downsizing will be in relation to culture change, not in relation to saved costs or short-term productivity gains. In particular, the author notes three observations in relation to the impact of downsizing on organizational culture. First, it clearly appears that powerRead More Management Essay1393 Words   |  6 Pagesmanagers have the tendency to focus on the expense of more important things, the discussion will be demonstrated from the following concepts: contemporary management challenges—downsizing, workplace diversity, restructuring, globalisation and quality; organisational culture in Australia, managers’ role in managing organisational culture. Managers today must be able to solve problems based on the skills and knowledge that they have, and help the organisation be more successful. Organisations that profit-orientatedRead MoreCase Study Report on Communicating Change1567 Words   |  7 Pages(2) Company also should use more than one strategy (Crossman 2011, p. 399), for example, combine withhold and uphold with underscore and explore strategy; (3) An effective communication before and during the change and staff reduction (lay-off , downsizing) process is also necessary; (4) Should give authority and encourage stakeholders to participate in the change process such as evaluation and implementation (Lewis et al. 2006). 1. Introduction Communication strategy plays a crucial roleRead MoreHuman Resource Management1748 Words   |  7 Pageskeeping morale high, keeping the budget down, making sure the employee is properly trained and oriented, to name just a few. First, explain the significance of human resource management and then identify and discuss the following: 1. How organizational restructuring has impacted staffing in healthcare organizations. 2. Does decreasing the number of employees always save an organization/company money? Why or why not? 3. How would you select a â€Å"qualified person† for a position? What aboutRead MoreReengineering the Corporation1547 Words   |  7 Pagesâ€Å"Reengineering the Corporation†, Hammer and Champy create a new frame of managerial relations and organizational bureaucracy. The authors address such important problems as impact of technology on business environment, new labor relations and organizational structures affected a modern corporation. The book consists of 13 chapters and an Epilogue discussing different problems and issue of modern organizational bureaucracy. The authors criticize old approaches to management based on Adam Smith s divisionRead MoreHrm Downsiz Case1451 Words   |  6 PagesRestructuring†¦ Focus on Downsizing as a Main HR Strategy†¦ why†¦? and How†¦? Benefits and Effects†¦ ------------------------------------------------------------------------------------------------Prepared by: 1- Essam Gayad 2- Majed Mourtada 3- Alaa AldIn Jajah MBA6 -HRM Profile Overview It is said that the only thing that is constant in this world is ‘change’. This particular maxim is clearly manifested in the ever-changing business organizations we have today. ï‚ § Downsizing is an extremely a relevantRead MoreBarriers to Effective Downsizing Change Management4479 Words   |  18 Pagesï » ¿Barriers to Effective Downsizing Change Management Page 2 ________________________________________________________________________ Barriers to Effective Downsizing Change Management Table of Contents Introduction 2 Overview of Downsizing Change Management 3 Common Barriers to Effective Downsizing Change Management 4 i. Employee Retention Related Barrier 5 ii. Avoiding Hard Landings 6 iii. Employees and Employers Political

Whaling One of the Big Issues in the World Free Essays

Whaling Whaling is the hunting of whales and it is one of the big issues in the world. Japan is one of the pro-whaling countries and a majority of the Western countries are objecting to Japan. However, this essay would like to insist that whaling is a part of the Japanese rural traditional culture, so it is important for some Japanese people. We will write a custom essay sample on Whaling: One of the Big Issues in the World or any similar topic only for you Order Now Therefore, the essay support the idea that whale hunting should not be prohibited. This essay aims to tell people who do not know about Japanese whaling well that the true Japanese attitude toward whaling is very different from what they imagine, and o clear up an opponent’s misunderstanding of it. What are the motivations for whaling in Japan? What are the social implications of whaling in Japan? I will answer to these questions. First of all, the biggest reason why a lot of countries oppose whaling is that whales are endangered species. However, the truth is Japan is hunting adequate numbers concerning the numbers of whales to prevent them from becoming extinct. In the world, it is said, â€Å"there are 84 species of whales† and â€Å"out of all of the 84 species, only a limited number traditionally have been hunted, such as blue whales, fin whales, inke whales, humpback whales, sperm whales and gray whales† Oapan Whaling Association). According to Gardiner, â€Å"When whales were over-hunted, species such as blue whales and right whales were reduced to very low population levels, but these species now have been fully protected for decades â€Å"(21). Then, Japan is not hunting these species and strongly believes that they should continue to be protected. On the other hand, there are species which are abundant enough that marine management is needed, † such as the Antarctic and northwestern Pacific minke hales and northwestern Pacific Bryde’s whales† Oapan Whaling Association). Gardiner also said that â€Å"there are three times as many minke whales as there were 30 years ago, and humpbacks are increasing by 17 percent a year† (21). Actually, for example, â€Å"Antarctic minke whales are hunted 850 out of 442,000 by Japan, and this amount is only 0. 2% of 442,000† Oapan Whaling Association). Thus, thanks to the advanced use of computers, we can obtain precise and clear data of the numbers of whales, so IWC, The International Whaling Commission, is the global ntergovernmental body charged with the conservation of whales and the management of whaling, can determine appropriate numbers of whales to catch quotas on a stock by stock basis. Therefore, Japanese whaling will not harm the health of the whale populations. No whales have ever been hunted to extinction, nor will they be. Then why is Japan still hunting whales in spite of being opposed by many countries? It is because hunting whales and eating their meat is the Japanese traditional culture. Japanese people have been living with whales from prehistoric age until now. During this long history, whaling culture such as songs, dances, and traditional crafts have begun through whaling. On the other side of the coin, Japanese people have received benefits from whaling. In fact, there is a faith in whales which is for holding a memorial service for whales by way of warning because Japanese people know that taking their lives is a really serious matter. Peace said that â€Å"the Japanese do not attach the same significance to the whale as Westerners do because of the way it is culturally categorized† (7). Then, â€Å"the whale falls into the ategory of fish rather than mammal: the character for Whale’ has two parts, the first being the sign for a fish† (Peace 7). Therefore, it also shows clearly that there is a big cultural difference between Japan and Westerners, and it is very difficult to bridge the gap. Morishita also argued that â€Å"Japan, with limited grazing land and adherence to Buddhist teachings that prohibited eating of land mammals, has long resorted to the oceans to supply its animal protein. This is why we consider our food culture a ‘seafood culture’ in contrast to the European and US’ cattle culture’. † We recognize hat there are diverse food cultures in the world, and some people only accept eating of pigs and cattle while others regard eating animals as normal, so eating whales is almost the same for Japanese too. Whale dietary culture has begun from â€Å"around 1952, whale meat was officially included in school lunch-boxes nationwide, staying there for a couple of decades† according to Blok (56). Consequently, older generations in Japanese society widely share memories of eating the meat of whales during childhood. It is said that â€Å"Japanese dietary habits have changed drastically, with beef, ork and chicken, taking over and whale-meat all but disappearing, then whale-mean has become a highly â€Å"select† food, usually enjoyed at special occasions or at specific whale cuisine restaurants† (Blok 56). Thus, whale-meat eating became more special, traditional, and valuable action for Japanese, so this tradition should be passed down the generations. Some people might say that Japan is the only country, which is hunting whales, but it is wrong. Actually, Norway, Iceland, and Alaska are hunting whales too though, â€Å"Japan seems to take the blame for all the whaling in the world† (Gardiner 21). He also continued to say â€Å"Greenland, the Faroe Islands and Canada take twice as many whales as Japan. Yet the Japanese are seen as taking more than everyone† (Gardiner 21). It means that maybe the argument of whaling is almost the one-way conversation and other countries ignore a Japanese insistence. Gardiner also said â€Å"many articles written on whaling in major Western magazines seem to have an anti-Japanese bias and such media have manipulated various governments over the years into believing that the majority of New Zealanders oppose whaling† (22). Therefore, unfortunately this makes people get the wrong mpression of Japanese whaling. For preventing this, the media must report opinions of the both sides about whaling and have to stick with a neutral position, so that people also can understand there is a big cultural difference. Whaling is very controversial issue in the world and it is very difficult to say whether that action is right or wrong, because, needless to say, there is a difference in values between the pro-whaling and the anti-whaling communities. However, this essay aimed to dispel the misconception about Japanese values toward whaling and understand their point of view. Then the research supports the idea that whaling should not be banned, because some species of whales are not endangered and furthermore, Japan knows very well about how many whales they can hunt without threatening them with extinction and the country also protects endangered species. In addition, eating whale-meat connects to the Japanese tradition and Japan considers whales as fish compared to Western countries as mammals. Therefore, the essay would like some people to know that these truths and not be manipulated by the biased media. Japanese whaling nas social implications, such as culture, tood, and employment. Some people live because the Job of whaling, so if it is banned, they would lose their jobs and some young people have to leave their town, because they would not be able to get a Job. Therefore, whaling is important for Japan so should not be banned. Furthermore, it is important to educate the Western world about this topic, because there are many values in this world, so people must not to be biased when they think about a world issue. Then discussing and exchanging views of the both sides with each other not by attacking mentally and physically would also create cross-cultural nderstanding. How to cite Whaling: One of the Big Issues in the World, Papers

An Anomaly in Business Leadership free essay sample

Jobs also co-founded and served as chief executive of Pixar Animation Studios; he became a member of the board of directors of The Walt Disney Company in 2006, when Disney acquired Pixar. Steve Job’s Career and Route to Success In 1972, Steve Jobs dropped out of Reed College in Portland, Oregon at the age of 17. He spent several years traveling in India (dabbling in spiritual attainment and Zen) and working at Atari before founding Apple Computer with Steve Wozniak in 1976. In 1980, Apple Computer became a publicly traded corporation and in 1983, Jobs persuaded John Sculley from Pepsi-Cola to join and run Apple as the CEO. The first commercially successful computer with a graphical user interface from Apple was called the Macintosh, and was launched in 1984. Unfortunately for Jobs, The computer industry hit a sales slump in 1984, and Apple was forced to conduct significant layoffs. The stress of the situation strained Job’s relationship with other Apple executives and in May 1985, after an internal power struggle, he was stripped of his duties by John Sculley (Apple CEO, 1983 1993) and ousted from Apple. Jobs went on to found NeXT Computer later in 1985, which was also in the business of developing and commercializing computers. The company struggled to thrive when their expensive computers failed to fit mainstream wallets and needs. NeXT eventually transitioned into a software-only company. In 1986, Jobs co-founded (with Edwin Catmull) Pixar, which became very famous and successful nearly a decade later with the breakthrough feature movie Toy Story. In 1996, Apple bought NeXT for $402 million, bringing Jobs back to the company he founded. He became Apple’s Interim CEO in 1997, upon the departure of Gil Amelio (Apple CEO, 1996 1997). The â€Å"Interim† was dropped from his title in 2000 and he officially became the CEO of Apple Inc. The company subsequently branched out, with the iPod portable music player, iTunes digital music software, and the iTunes Store, bringing revolutionary changes to the consumer electronics and music distribution industry, including the iPhone in 2007. In 2003, Jobs was diagnosed with pancreatic cancer. According to Jobs biographer, Walter Isaacson, he initially treated with unproven alternative methods like vegan diet, acupuncture, herbal remedies, juice fasts and bowel cleansings. The alternative treatments did not work, and he was forced to announce a six-month leave of absence in 2009 to undergo a liver transplant. Job’s health continued to deteriorate, and in 2011, Jobs resigned as CEO of Apple but remained with the company as chairman of the companys board. He continued to work for Apple until the day before his death six weeks later. Steve Jobs died at his California home around 3pm on October 5, 2011. Personality Profile â€Å"Steve Jobs is a good example of a person suffering from egocentric narcissistic personality disorder† (Nadler, Relly, 2012). The positive side of productive narcissists is their charismatic and visionary leadership, and ability to give a fresh stimulus to cultural development. The negative side is their intense competitiveness, lack of respect and a strong tendency to damage the established state of affairs. Steve Job’s personality is notable for explosive and vicious temper, obsession with aesthetics over practicality, manipulative wiles, and his famous compulsive perfectionism. Despite these outstanding flaws, the good side of Jobs is as remarkable as the bad. He is extremely charismatic, brilliant, and engaging when not threatened, and a remarkable leader with seemingly limitless energy, leading with strong vision. Many people admire him, if sometimes grudgingly. At the same time the people whom he crosses invariable become mortal enemies. According to the Myers-Briggs type indicator, Steve Jobs is an INTJ (introversion, intuition, thinking, judgment) type personality. According to the Keirsey Temperament Sorter, â€Å"INTJ personalities are one of the rarest of the sixteen personality types, and account for about 1–4% of the population† (Keirsey, David, 1998). According to David Keirsey, INTJs live in the world of ideas and strategic planning. They value intelligence, knowledge, and competence, and typically have high standards in these regards, which they continuously strive to fulfill. To a somewhat lesser extent, they have similar expectations of others. They spend a lot of time inside their own minds, and may have little interest in the other peoples thoughts or feelings. They focus their energy on observing the world, and generating ideas and possibilities. Their mind constantly gathers information and makes associations about it. They are tremendously insightful and usually are very quick to understand new ideas. However, their primary interest is not understanding a concept, but rather applying that concept in a useful way. Other people may have a difficult time understanding an INTJ. They may see them as aloof and reserved. Indeed, the INTJ is not overly demonstrative of their affections, and is likely to not give as much praise or positive support as others may need or desire. That doesnt mean that he or she doesnt truly have affection or regard for others, they simply do not typically feel the need to express it. The above mentioned personality traits can be seen to fit extremely well into many of Steve Job’s actions in his professional life and the myriad stories of how he interacts with the people around him. ? Analysis of His Management Style Steve Job’s management style was harsh and mercurial. His style tends toward throwing temper tantrums and humiliating employees in public. And he has a habit of making decisions, then suddenly changing his mind. Senior management had to endure his temper tantrums often and he created resentment among employees by turning some into stars and insulting others, often reducing them to tears. He is known to winnow out those not smart and psychologically strong enough with harsh methods. For example, he demanded repeatedly that the product design team produce a music player where you can access any piece of music within three clicks, something seemingly impossible at the time. When they came up with a solution, they were told that their solution was shit. A few days later, Jobs took their solution and suggested it back to them. Despite the demanding corporate culture highlighted above, turnover was low. Jobs was a passionate advocate for his vision and incredibly effective at communicating this to shareholders, customers and staff. According to a headhunter who has worked extensively with Apple to hire engineers, It is a happy place in that it has true believers and People join and stay because they believe in the mission of the company, even if they arent personally happy (Lashinsky, Adam, 2011). This is because, at the core of all the turmoil that his leadership style causes, Steve Jobs is a Transformational Leader. According to Bernard M. Bass, transformational leadership can be defined based on the impact that it has on followers. Transformational leaders, Bass suggested, garner trust, respect and admiration from their followers. Bass also suggested that there were four different components of transformational leadership: 1. Intellectual Stimulation – Transformational leaders not only challenge the status quo; they also encourage creativity among followers. The leader encourages followers to explore new ways of doing things and new opportunities to learn. We can see from Steve Job’s behavior that he does indeed have this effect on his followers, although it can be argued that he often forces rather than encourages creativity. 2. Individualized Consideration – Transformational leadership also involves offering support and encouragement to individual followers. In order to foster supportive relationships, transformational leaders keep lines of communication open so that followers feel free to share ideas and so that leaders can offer direct recognition of each followers unique contributions. This is a trait many would say Steve Jobs clearly lacks. However, there is evidence (from interviews with Michael Dhuey, Lead Designer of the Mackintosh II iPod, Venturebeat Magazine, 25 Aug 2011) that Jobs does cultivate closed groups of highly capable individuals with whom he has stable, friendly and amicable relationships. These groups often form the core design teams of his visionary products. 3. Inspirational Motivation – Transformational leaders have a clear vision that they are able to articulate to followers. These leaders are also able to help followers experience the same passion and motivation to fulfill these goals. This is a hallmark of Steve Job’s leadership and is abundantly evident across all his achievements. 4. Idealized Influence – The transformational leader serves as a role model for followers. Because followers trust and respect the leader, they emulate this individual and internalize his or her ideals. It is said that Jobs is more than a brand he is a personality cult. He was certainly a role model for many people in his organization (else they would have been fired before long). This was mentioned earlier in the statements by the headhunter (Happy place true believers). There is another school of thought that the difference in vision and creativity between Steve Jobs and other business leaders was his spirituality – an aspect that has never been discussed extensively. It is never mentioned in conventional management, MBA courses or anything of the sort, but some believe that Steve Jobs had a strong spiritual side to his personality makeup. According to Amanda Andrews (Steve Jobs, Apple’s iGod: Profile, The Daily Telegraph 2009), he travelled to India in mid-1974 to visit Neem Karoli Baba at his Kainchi Ashram in search of spiritual enlightenment. He stayed in India for 7 months, and returned to the US with his head shaved and wearing traditional Indian clothing. He also became a serious practitioner of Zen Buddhism, engaged in lengthy meditation retreats at the Tassajara Zen Mountain Center, the oldest Soto Zen monastery in the US. He considered taking up monastic residence at Eihei-Ji in Japan, and maintained a lifelong appreciation for Zen. Jobs would later say that people around him who did not share his countercultural roots could not fully relate to his thinking. Steve Jobs has always been considered an anomaly in management; his leadership style was something to admire or to criticize, but definitely not to replicate. He did not fit into the frameworks of business textbooks: there was orthodox management, and then there was Steve Jobs† (Verganti, Roberto, 2011). Conclusion Steve Job’s business and technology accomplishments should serve as a great inspiration. As Bill Gates wrote, â€Å"The world rarely sees someone who has had the profound impact Steve has had, the effects of which will be felt for many generations to come. However, don’t allow Steve Job’s success to lure you into adopting (or accepting) his unique management style. Practiced anywhere else, his style would be an instant recipe for alienating coworkers and stoking workplace discontent. He was Steve Jobs, and you are not. Nor am I, unfortunately. Despite Job’s obvious success at Apple, the company’s growth is not due to Jobs alone. The media typically creates an impression that Jobs is the only one who does anything at Apple, but one man doesn’t run the whole company. It can be argued that the company recognized and leveraged his amazing strengths while tolerating his undesirable attributes. But when all is said, it was his sheer genius combined with his ability to articulate his vision and bring staff, investors and customers along on the journey plus the lessons learned in a major career setback that made it work. The results: indisputable.