Grendel, John Gardner Analysis

Grendel, John Gardner Analysis In John Gardners Grendel, he presents Grendel as a truly unique character. Gardner portrays Grendel as a misunderstood, confused yet a complex creature. Whom he humanizes. I feel that by portraying him this way, Gardner shows how there are two sides to each story. This makes him more relatable to the reader. Grendel is monstrous, but not brutish. Grendel is a character who is capable of learning, thinking, feeling emotions and communicating. Personally what attracts me to Grendel is his curiosity. Readers can relate to Grendel in many ways. He knows that his actions are cruel, yet he wants to understand why he persists in them. Grendel has been at war with the Danes and it was twelfth year of his idiotic war (5).Grendel knows that his war with the Danes is a cycle, which involves him killing people but he still continues it. He knows what he is doing is stupid and idiotic because he describes it as idiotic (5). I feel that the reason he still goes on with the war is because he is curious to find out why he does the thing he does .I think he is hoping for an epiphany. Grendel is longing for an answer. The curiosity of Grendel, gives the reader the reasoning behind his attacks and this makes him more understandable to the reader. Like humans Grendel is able to learn quickly. He learns a lot about himself and the world while he is trapped in the tree. While he was up on the tree, Grendel realizes that the whole world is unstable. In other words, he thinks that the world is chaotic and violent. I understood that, finally and absolute, I alone exist (22), Grendel realizes that he is alone in this world. Through the entire novel it has been a learning process for him. During his first encounter he learns that humans are no dull mechanical bull (27) but they were the most dangerous thing (27) he has ever met. His first encounter with humans made him want to learn more about the humans and this is why he watched humans. He would watch them from the eaves of the forest (30), he wanted to know more about humans. He felt a connection with humans, even though they misunderstood him and attacked him. I think he found more of a connection with humans that with his own mother because they had similar traits such as thinki ng, learning and curiosity. I feel that Grendel is an intelligent creature because he is able to use what he has learned from past observations. He knew that the Danes were doomed (53), Grendel has seen people fight each other and destroy each other and he knew that the same fate awaited them. The way that Gardner portrays Grendels rationalization and his ability to learn show how much of a complex character he is. He was able to recognize humans have a similar language. Grendel like humans is also able to feel emotions. This is what separates him from the all the other creatures. When Grendel was stuck in the tree trunk, he bellowed for [his] mother (27). I feel sympathy for Grendel because he reminds me of a child .His behavior is childlike. He is in search of love just like any other child. Grendel is scared just like any child would be. By Gardner humanizing Grendel he is able to draw sympathy towards him. After sparing Unferth, each time he sees him, he roll[s] on the floor with laughter is mocking him (90). Grendel is able to feel and shows that he knows that humans have feeling too because he knows each time he mocks Unferth he knows that it kills him a little on the inside. When Grendel encounters Wealtheow, he describes her as beautiful [and] as innocent as dawn on winter hills (100).Wealtheow tore [him] apart as once the shapers song had done (100).Grendel is moved by her beauty. He had the greatest admiration (144) for her. Grendels ability to think attracts the reader because ability to think separates human from animals. He is a bit of philosopher. He seeks, like an existentialist philosopher, to understand the nature of his being and to bring his nature to completion. He understands that the world was nothing (21).He understands the world is nothing and that a person define meaning to their life. His existential views are also shown when he was tempted to whisper, all of us must sooner or later pass (145). He understands that people are only here for a short period of time. With his encounter with the dragon, he understands the dragon could lie. He was evil enough (71).I feel this shows how complex Grendels thinking ability is. He can synthesize information about the dragon, after meeting with him and uses reasoning to figure out that he couldnt trust the dragon. He doubts the dragon. I feel that this shows his ability to think because doubt is caused by thinking and analyzing information and assessi ng the validity of the information. Finally Grendel is a character who is full of pride. He thinks that he is better than other creature. He considers other creatures as low-life. He wonders why cant these creatures discover a little dignity (6). He thinks he is better than the bull because he has dignity. When he was fighting with Beowulf he thinks he is better than humans. He thinks he can escape him (169).He thinks that he is better than humans. Point of view In John Gardners Grendel, Grendel, both the main character and narrator of the story, narrates the story from a first person point of view. I feel that this adds a personal touch to the story because all the emotions he describes are raw emotions. As I go through Grendels life, I am sympathetic towards him because of his raw emotions. Because it is told from the first person perspective, the emotions described are the same exact emotions Grendel felt. I think the reason Gardner chose to tell it from Grendels point of view because there are always two sides to each story. In the epic, Grendel is portrayed as a simply monster who is plain evil and has no emotions what so ever. Gardner gives a chance for Grendel to tell his side of the story. Grendels first encounter with men, they consider him as a spirit (25).The significance of this experience is not how he encounter men for the first time but how the people reacted towards him. They misunderstood him from the get go. They didnt even try to understand him. At one point they though he was a fungus (24). Gardner uses Grendel to convey the idea that bullies are like monsters in a sense because no one tries to understand them. People jump to conclusions without knowing all the facts like how they classified Grendel as a spirit without having any concrete evidence that proves he is a spirit. Another example is when Grendels mouth moved but nothing would come out (26) and they assume th at Grendel is hungry. Then they mistaken him as an enemy, and the king hurdles an axe towards at [Grendel] (27). I feel bad for Grendel because everyone misunderstands him. Grendel telling the story makes us feel pity towards him which was lacking in the original Beowulf. In the epic Grendel was a monster who was pure evil but in Grendel, he is almost childlike which makes us feel pity towards him. When he was being attacked by humans, he bellowed for his mother (27) just like how a child would call out for his mom when the kid is being picked on. In Beowulf he is portrayed as an evil monster that was fearless and his mind set on killing but in Grendel he admits being afraid of them (79). Grendel being narrated in first person adds a personal touch to the novel. Because the main character narrates the novel, raw emotion is described. Who is better to describe how he feels than Grendel. Throughout the novel, I get to know what exactly what Grendel is feeling and what is going through his mind. For example during his first raid, he felt an unearthly joy (79).Because he describes this as a first person, it feels personal and the emotions see, strong but this would be lost if it was narrated in third person. Being narrated in first person amplifies the emotions. For example after attacking, he decided, meaningless to kill her (110). We know what is going through his head, this amplifies any emotion we have towards Grendel. We would feel differently towards Grendel if it was said through someone else. One thing that is lost through first person point of view is the truth. The facts are clouded because we have a limited perspective. We only see one side of the story, in this case Grendels side on how the events happened. Grendel narrates the story in past tense so his feelings are clouded with how he feels at the moment. For example I have eaten several priests. They sit on the stomach like duck eggs (129).He might have felt differently when he had actually eaten them but reflecting on it, he feels they were like duck eggs. Themes One of the predominate themes in Grendel is the need for community. Throughout the novel, Grendel is in search of community. Grendel desperately tries to fit in a community, but he will always be an outsider. Grendel tries to join the human community when he went to the hall and cried out friend! Friend! (52). He wanted to be part of the human community but he wasnt accepted. The way people reacted towards him was they tried to kill him. He would observe human behavior. Season after season he would watch from the high cliff wall (37) and observe humans and how they fought. Why would he observe humans if he didnt want to be part of their community. He is definitely intrigued by them. At times Grendel would feel alone and ugly (17).Grendel relates being alone to ugliness so he needs companionship to feel good about himself. I feel that Grendel has a need for community is because he doesnt want to be alone. He has no one to talk to. His own mother cant communicate with him. He is in se arch of a companion. He is jealous of the shaper because he has people to talk to (53).Even though he wants companionship with humans he knows he will never fit in. Grendel sees many benefits and flaws with humans. I think Gardner is addressing the benefits and drawbacks of human community through Grendel. One of the benefits he sees with community is teamwork. He called humans Crafty-witted killers that worked in teams (31) He admires their team work. Another benefit he sees of community is how they would listen to each other at meadhall tables (32).The problems that he sees with community is how much they waste. When he came to the hall he say cows in their pens lay burbling blood through their nostrils, with javelin holes in their neck. None had been eaten (33) .Another problem he had seen with communities was war. He observed how the wars began (34)He saw all the destruction of wars. Another predominate theme in Grendel is art. The shaper plays a huge part in this theme. Grendel is so enticed by the shaper that he wanted to part of his stories. He was so enticed that the sharper made him believe that he was part of the dark side (51).He was addicted to shapers story and kept coming back for more. The Shapers songs implant in Grendel a sense of despair and longing for emotional contact. He at first attempts to repent and embrace the ideology of the humans in exchange of acceptance, but when he is rejected he instead decides to fall in to the role which the Shaper had assigned him. His idea of the Shaper changes after his encounter with the dragon. He realizes that the shaper is just like everyone else and that it was all an illusion (62).The way they change the world through the arts in craft is by changing is history. History is told by the victor. Shaper tells people what they want to hear. In the epic Grendel is a character of pure evil with no good intention in his heart that is if he has a heart. Gardner, on the other hand uses a different approach in Grendel. In Grendel, Gardner shows some sign of goodness in him. On act of goodness is when he decides not to kill Unferth. Unferth passes out and Grendel decides to pick him up gently and carried him home (90).He feels pity towards him and decides not to kill him. Another act of goodness is when he decides not to kill. Grendel cannot see himself past the monster that he is. Every time he does something bad he feels guilty, but every time he does something good he feels like a sissy and a bad monster. Grendel is a monster because he accepts his role as a monster. When new people show up he is mad with joy (151) because he now has new people to terrorize. If he didnt accept his role as a monster why would be in his twelfth year. Grendel has different idea of good and evil. To him humans are evil because they would constantly fight each other. He would watch the fighting going on all that summer and begin again the next (36).He sees how fighting leads to destruction. Setting Grendels cave has a both a symbolic and a literal meaning. In his mothers cave large old shapes with smoldering eyes sat watching me. A continuous grumble came out of their mouths; their backs were humped. Then little by little it dawned on me that the eyes that seemed to bore into my body were in fact gazing through (16).When he awakens Grendel describes the cave as dark (23). The caves symbolize darkness and the evil within it. They are associated with each other because darkness can evoke fear and that is what both the caves and monsters do. The cave in this novel can be used in both literal and symbolic ways because a monster, Grendel, lives inside of it. The cave also represents the fact that they are not always evil because Grendel is not portrayed as a completely evil creature. The most interesting thing about Hart to Grendel is the people. He learns about what happens to them when they become angry or when they decide to work together. He is impressed by their organization. Grendel is impressed by how Hrothgar shown them the strength of his organization (37).It is a symbol of how complex the human race can be. What Hart means to them is home. They all gather their and share their lives. It symbolizes their strength to live through all of the things that happen to them. Hart is a place where they can socialize because it was a place where where they would listen to each other.(32) It also symbolizes unity because they can accomplish many things when they work together.   I dont think that Grendel fully understands the physical conditions of the human world because, while he wants to be a part of them, he doesnt know what its like to be part of a community, and just getting information through observation isnt enough when its about culture and tradition. The most striking thing that Grendel finds about the way humans live is their ability to make patterns and create faà §ades over the real world to make it appear the way they want it to. Grendel feels that the physical world is not really there. He feels that Grendel is the only living thing that is truly there and living. He feels like he is the only one that matters at all. Everything else is  just space for him to move around in because he create[s] the whole universe, blink by blink (22).He feels that the world is just one big machine with no thoughts of its own. Only he, Grendel, is truly alive and intelligent.

Knowing and believing – religious knowledge

It’s a changing world, the world of anachronism, the world to look at the future with new faith and where after every minute something or other is added in our daily list. The same is true with Knowledge, which is always changing with the change in time and with the change in the people’s attitude and behavior patterns. The knowledge is not a new concept but has been taking the world by stride since centuries but the most important crust of the knowledge is its speed. In the way the technology is changing very fast, the whole concept of imparting and gaining knowledge is also changing very fast.   There has been a considerable shift from the traditional mode of imparting knowledge to the whole new range of knowledge of inventions and studies for the growth and over all development in every sphere of socio-economic, political, religious trends etc. From agricultural to industrial and from social to religious to bestow the knowledge, there are always experts and new range of knowledge expertise in the complexities of new technologies is taking place and in this bid of newness, our desire to know more keep on increasing. There has also been complete change in the receptive capacity of the people towards this knowledge basis expertise. For e.g. Challenge and resistance to dominant technologies, some post modernists see these approaches and the knowledge revolution as more political and democratic whereas risk social theories focus upon the anxieties that are created through the plethora of information that people receive about possible dangers especially in relation to environmental degradation. This knowledge revolution has led to transformation of politics from the traditional political systems and strategies, which have proved incapable of taking contemporary risks and dangers. (Thompson & Woodward _____:122) The knowledge of experts in relation to religion has always captured and dominated the life of people since centuries. The religious minded people have always considered the religious discourse as a norm of the society and followed their traits but now comparatively less number of people are focusing their attention towards the religion and the religion tenets. The reason is simple; the increase in trend towards the knowledge of materialistic world and the worldly pleasures since industrial revolution dug its deep roots in the soil. The pursuit of the scientific journey has superceded the quest for religious knowledge, which Rubert Murdoch has amply explained in the Newsweek for 12th July 1999, Is God Dead?   In the, Open the doors — and where are the people, the study was conducted to amplify the trend of Roman Catholic Bastions in Italy and Ireland. Surveys in the United Kingdom brought out certain facts whereby 75 per cent of the people in Britain have faith in Super Natural powers, but according to the opinion polls, there has been downfall of the belief in God from 45 per cent in 1947 to 37 percent in 1987. The Mass observation survey in 1947 showed that there had been a wide spread belief in God but not among Orthodox Christian lines. (Thompson & Woodward   ________ :52) This amplifies that people are least inclined in attaining the religious knowledge. The most important reason being the explosion of the private bodies into the religion posing questions and defying the conventions of the traditional religious beliefs held by the people with utmost generosity and faith. The other most important cause is the popularity or secularization so profoundly spread by the leaders of the Modern age and basically of secular functions which were earlier performed by the welfare bodies like religious, education and state which were taken over by the state. (Thompson & Woodward _____ :44) Moreover, fun and leisure activities have profoundly replaced the organized form of religious activities. And the third reason is the change and shift of the religious thoughts towards more research and thinking over science and other related field of studies. (Thompson & Woodward _______ :44) Karen Armstrong, in one of the articles in the accompanying article to Fredrick Nietsche, says that since 1970s, religion has once again entered in the domain of the society in such a manner that was being considered as impossible. â€Å"The Iranian revolution was a grand success in the Middle East and at the same time the moral majority and the right of the Christians captured the emotions and the mood of the people endeavored to bring back God in the public life whereas ultra orthodox Jews as well as Zionists have also strived to bring religion back in the lives of Isreali people. With this it is amply true that no Government can deny religion. The assassinations of Anwar Sidat in Egypt and of Yitzhat Rabin in Isreal are reminders of lethal danger of some forms of modern faith.† (Thompson & Woodward _______ :44). Though this statement is a proven fact that it is the knowledge for religion that is gaining momentum in almost all over the world but when it comes to Science, the knowledge for religious quest takes a back seat. The simplest reason is that the religious knowledge is only based on faith and as said by Ken Thompson & Kate Woodward â€Å"Truths Believed†; on the other hand the scientific knowledge is based on the investigations, discoveries and research. To reveal and prove the authenticity and belief in their respective domains, there was a public controversy in the nineteenth century. In the debate that followed in 1860 at Oxford, scientist T.H Huxley said that, â€Å"I would rather be descended from an Ape than a bishop†. (Thompson & Woodward _______ :45) But not all scientists disagreed with the evolution of God. Charles Darwin in his â€Å"Origin of Species† in 1859 has faith in the God but not in the religion. (Thompson & Woodward _______ :45) The diversities in the scientific world like in Natural Sciences, there is a common belief among many that Science are related to religion. For e.g. Teil Hard De Chardin, a Jesuit priest and Paleontologist, in 1950s integrated biological and spiritual evolution in a theory of cosmogenesis, which was the blend of science, theology and poetry. Social Scientists tried to take a middle path emphasizing on the fact that without religious beliefs, there is no spiritual growth and satisfaction but they too defy the orthodox religious tenets believing in the religious thoughts and ideologies. Gender also plays the most important role in posing the question regarding the aspect whether the knowledge of experts in the religious tenets became more or less important in the contemporary society or not? People also tend to believe that Science has provided us with various answers to the questions but there is no answer as far as questions on morality and emotional aspects of our lives are concerned. This has been answered in the New Age beliefs in which large and large number of people are turning their faith towards spiritual powers like in alternative medicines and green issues to meditation and therapy as a form of ancient knowledge like Alchemy, astrology, myth, dream work, Earth mysteries, Fang Sui. (Thompson & Woodward ______:62) Some believe that these new age beliefs are taking secular dimensions and have taken shape after the combination of scientific and pseudo scientific ideas and provides moral meaning to our lives, but the science and scientists have no answer to moral meaning. As a result, gap is always left between new age phenomenon on spirituality and scientific thoughts and knowledge. It is amply true that though Science is posing challenge to the religion and religious tenets yet the religious knowledge is still finding its place in this modernization and high technological world though the essence and the way of the religious teachings is changing with the change in time. Religious knowledge has been imparted to the public in totally different way and in different form than the scientific knowledge. Religion is a revelatory knowledge whereas Science is an empirical proof and this makes religion more challenging while confronting this scientific knowledge. In the United Kingdom itself, the change in the form and status of religious knowledge has produced uncertainties and different new opportunities. Women are defying the age-old religious conventions of patriarchal hierarchies to produce their own concept of spirituality. Then the muti-faith societies are opening new chapters to define their own religious thoughts and conceptions on spirituality. Over and above, the new age knowledge is also raising questions on established religious norms; Gender and ethnicity are also shaping the religious thoughts and perspectives. (Thompson & Woodward ______ :72) The effects of these new approaches are being seen and felt everywhere and in every sphere of our lives. Whenever we are confronted with any issue to find out truth, we are embroiled with different aspects towards the true knowledge. We have diverted from factual realization towards feelings. In this sense, it is amply true that though importance is being given to the knowledge of experts in the contemporary world but the trend, form and way of thinking have changed. Reference List Surname, Initial(s). Date. Title. Edition. Place of Publication: Publisher Thompson K. & Woodward K. ______ Knowing and Believing: Religious Knowledge.         

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Equal Pay Among Men And Women - 1882 Words

Equal Pay among Men and Women Introduction It has been severally said that women earn less than men in their lifetime. According to (Rubery, et al, 320) in the past few years, women working full time have been earning around eighty percent of what men earn. There is a twenty percent difference. The fact that the difference is for both men and women who work full time discards any explanations based on more women working as part timers which pay less. Does this mean that women choose to work the less paying jobs? This gap has however been narrowing down as years have passed down. Among the younger workers, the gap is much smaller. A hypothetical woman is required to work until mid-April to earn what a man earns in a year if she did the†¦show more content†¦During the World War I, the United States Employment Service printed a list of works that were supposed to be done by women, as men were to join the war. These jobs were initially for men, but men had to be encouraged to join jobs that supported the war. After thes e jobs had been designated for women, it was expected that the men would quit. As the women were doing the jobs done by men, the National War Labor Board decided that they were to be paid the same. During this period, the equal pay motion was championed by both males and females. Men feared that after the war, the management would retain the women if they did the same work as men. After the war, the fight for equal pay was less active. In 1947, Lewis Schwellenbach, the Secretary of Labor, tried to enact an equal salary amendment bill. He based on the argument that the women paid the same as men for services. Women paid the same for food and rent. Thus, it was right to pay them equally as men. He did not succeed in the bill, but in 1963, President John F. Kennedy approved the Equal Pay Law (DuBose Renalia, 445). 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International Cybercrime And Racketeering. Essay - 1294 Words

International Cybercrime and Racketeering The word ‘racketeering’ commonly brings up the image of Al Capone and John Gotti. The mafia seemingly coined this phrase in their dealings with illegal organized crimes. The emergence of new technologies and the internet, racketeering has become synonymous with the phrase cybercrime. Cybercrime refers to â€Å"crimes in which the perpetrator uses their distinct skills with computer technology† to commit unlawful acts via cyberspace (Holt, Bossler and Spellar, 2105, p. 9). Racketeering is defined as the â€Å"act of offering of a dishonest service [a racket] to solve a problem that wouldn t otherwise exist without the enterprise offering the service† (Investopedia, 2010). Combine the two and there is potential to have catastrophic consequences for both the victim and perpetrator. The case of David Camez is one in which $50 million dollars’ worth of financial fraud was committed using the internet. Combined wit h racketeering efforts, his case made headlines due to its influence on how the Justice Department now looks at racketeering acts. The Nature of The Crime On December 6, 2013 David Camez who resided in Arizona was convicted and sentenced to 20 years in federal prison for his part in a complex cybercrime plot that included racketeering offenses. The U.S. Department of Justice states that Camez’s was charged with â€Å"one count of participating in a racketeer influenced corrupt organization and one count of conspiracy to participate in aShow MoreRelatedThe Role of the Internet and Crime971 Words   |  4 Pagesneighbor girl, leading the girl to hang herself (Griggs, B. 2012).† Laws are being made to help prosecute and convict these cyber bullies that use computers to harass others. In 2009 over 100 Americans and Egyptians were arrested after a large international identity theft ring was discovered. The ring targeted two large banks which victimized over 5,000 U.S. customers. The compromising of the two banks was caused from â€Å"phishing† which is gaining personal information by sending phony emails from legitimateRead MoreCybercrime Is Crime That Involves A Computer And A Network2155 Words   |  9 PagesCybercrime is crime that involves a computer and a network. The computer may be used in the commission of a crime, or it may be the target. Debarati Halder and K. Jaishankar (2011) define cyber-crimes as: Offences that are committed against individuals or groups of individuals with a criminal motive to intentionally harm the reputation of the victim or cause physical or mental harm, or loss, to the victim directly or indirectly, using modern telecommunication networks such as Internet. Such crimesRead MoreFederal Crime And The Civil War1594 Words   |  7 Pagescrime was a significant national problem, and that the federal government should take a leading role in fighting it. The first federal organized crime law, passed in 1961, dealt only with persons who had traveled across state lines in support of racketeering activity. Next, Congress made all loan sharking a federal crime based on its finding that loan sharking provided funds for organized crime. This law was the first for the federal government not to require any showing of interstate travel or impactRead MoreThe Growing Problem of White Collar Crimes in India 19963 Words   |  80 Pagesperson wrongfully takes another persons money or property with the intent to appropriate, convert or steal it, Money Laundering--The investment or transfer of money from racketeering, drug transactions or other embezzlement schemes so that it appears that its original source either cannot be traced or is legitimate, Racketeering--The operation of an illegal business for personal profit, Securities Fraud--The act of artificially inflating the price of stocks by brokers so that buyers can purchase

No Place to Hide Free Essays

string(53) " parts of our arguments in the rest of this article\." ‘No place to hide’? The realities of leadership in UK supermarkets SKOPE Research Paper No. 91 May 2010 * Irena Grugulis, **Odul Bozkurt and ***Jeremy Clegg * Bradford University School of Management, **Lancaster University Management School, ***Leeds University Business School Editor’s Foreword SKOPE Publications This series publishes the work of the members and associates of SKOPE. A formal editorial process ensures that standards of quality and objectivity are maintained. We will write a custom essay sample on No Place to Hide or any similar topic only for you Order Now Orders for publications should be addressed to the SKOPE Secretary, School of Social Sciences, Cardiff University, Glamorgan Building, King Edward VII Avenue, Cardiff CF10 3WT Research papers can be downloaded from the website: www. skope. ox. ac. uk ISSN 1466-1535 Abstract This article explores the realities of managerial work in two major British supermarket chains. While the prescriptive literature welcomes the displacement of bureaucratic management by rote with leadership, empirical accounts of what managers actually do underscore how the purported tenets of leadership tend to disappear upon closer inspection, even at the discursive level. This study observes and discusses the discrepancy between the rhetoric of leadership articulated by executives at the corporate head offices and the actual roles and responsibilities of managers in stores. Work was tightly controlled and managers had little real freedom. We draw on empirical evidence to argue both that while leadership in practice secured only trivial freedoms such freedoms were highly valued and that academic analysis should follow these managers in their ability to distinguish between rhetorical flourishes and reallife job design. Leadership in practice is mundane and local. Keywords: leadership, leaders, managers, control, deskilling, supermarkets, retail Introduction This article explores the realities of managerial work in two major British supermarkets chains. While the prescriptive literature welcomes the displacement of bureaucratic management by rote with leadership (see for example Zaleznik 1992), empirical accounts of what managers and leaders actually do underscore how the purported tenets of ‘leadership’ tend to disappear upon closer inspection, even at the discursive level (Meindl et al. 1985, Alvesson and Sveningsson 2003a, 2003b, Tengblad 2004). Kelly (2008) has taken issue with the tendency in the leadership literature of discounting the ordinary everyday work activity of managers in lieu of a continued effort to theoretically pin down how leadership really ought to be conceptualised. He argues that the common terminology used by various writers conceals a wide diversity of practice and that leadership is locally produced. We join Kelly’s contention that ‘the apparently mundane practices that are made accountable and therefore observable remain unexplicated and actively ignored’ (2008:774) and that this is regrettable. We diverge from his emphasis on the reification of leadership through language games, however, and focus instead on the dissonance between the salience of leadership in the popular and practitioner representations of management jobs and the actual limits to the discretion, initiative and control that managers are able to exercise in the concrete, routine and core practices associated with their roles. This dissonance was actively exploited by the supermarkets’ business models. Celebratory accounts of leadership were cascaded down the managerial hierarchy, from the corporate head office to the departmental managers, to spur managerial staff to greater efforts in routine work. The empirical material we use to support these claims comes from a study of managers and managerial work in the stores of two of Britain’s largest supermarkets. In the four store sites where research was carried out, the work of managers was heavily prescribed, with ordering, product ranges, stock levels, store layouts, pricing, special offers and staffing policies all set out by respective functional divisions at head ffice. Their work was also closely monitored, and their personal performance assessed, through the constant and close inspection of the sales, profit and customer service performance scores of the stores and departments they were responsible for. In line with Hales’ (2005) observations, these managers were not entrepreneurial visionaries, but links in a cha in with little real influence over policies and procedures. 1 Their work was generally confined to striving to meet a range of very demanding performance targets over which they themselves had little, if any, control. In both supermarket chains, leadership by managers in stores was considered vital for company performance, with ‘the importance of people’ to competing with rival chains and ‘keeping customers satisfied’ repeatedly stressed by the full range of interviewees. Yet this leadership was to be exercised in specific and specified ways. Both managers in charge of stores and those in charge of departments had little power over most aspects of their work but were expected to lead, inspire, motivate and monitor staff on customer service (in the widest sense). Head office executives and store-level managers themselves in both chains repeatedly stressed the charismatic and inspirational elements of leadership. In particular, this depiction of leadership required managers to mediate between the dual pressures of much service sector work, to minimise costs but maximise customer service (Taylor and Bain 1999, Korczynski 2001, 2002). In this context, leadership appeared to be a euphemism for the demand that managers mobilise their personal physical, emotional and social resources to make up for the discrepancies between targets and resources and be ardent pursuers of the employer’s end of the wage-effort bargain. This type of contained leadership bears little resemblance to the celebratory accounts but it is probably a far closer reflection of the realities of workplace practice. While the article stresses the mundane nature of managerial jobs in supermarket stores, it also highlights the way both individual managers and shopfloor workers use the leadership rhetoric. This rhetoric was valued by the managers largely because of its unreality; while they ostensibly ‘bought in’ to the rhetoric, in practice, most were adept at negotiating the dissonance between it and real work and none sought to put its wider tenets into practice. On the shopfloor, the dramatic language of leadership and transformation was used to legitimise managerial freedoms; these were trivial but they nevertheless proved an escape from scripting for people management and were deeply valued by the managers themselves. We elaborate on the constitutive parts of our arguments in the rest of this article. You read "No Place to Hide" in category "Essay examples" First, we provide a critical review of the popular ways of conceptualising leadership in the literature and the way these are problematic in relation to managerial work in practice. Then we introduce the specific context of retail work and of our study to highlight the significance of both to an inquiry into the discrepancy between leadership rhetoric and managerial practice. This is followed by a discussion of the contradictions inherent in 2 eadership on the supermarket shopfloor and the nature of the spaces that remain for initiative and freedom. Managers, Leaders and ‘Real Work’ It is popular to claim that managerial work is changing, that hidebound and bureaucratic managers who impede workplace performance are being (or should be) replaced with charismatic and visionary leaders who know when to subvert rules, inspire enthusias m in their followers and contribute to corporate dynamism (Zaleznik 1992, Alimo-Metcalfe and Alban-Metcalfe 2005). Such claims, clearly, need to be tempered with caution (Storey 2004a, 2004b). Students of business and management have long suffered from those thrills of novelty, which set critical descriptions of the existing and unfashionable against enthusiastic predictions of what an ideal type of the latest fad might look like. An unfair but recurrent practice which, as Storey (2004a) notes, is being repeated for leadership. This advocacy is rendered possible, at least in part, by the paucity of empirical accounts of who leaders are and what it is they actually do (see for example Jackson and Parry 2008). When data is available, authors rarely write about transformational activities. Rather, they stress how ordinary leaders are and how mundane their work is (Carlson 1951, Meindl et al. 1985, Alvesson and Sveningsson 2003a, 2003b, Tengblad 2004). Even charismatic leaders are not unfettered (Robinson and Kerr 2009). Empirical enquiry strips leadership of its universal grandeur and helps depict a practice that is both contested (Collinson 2005) and locally defined (Kelly 2008). Bureaucratic forms of control are still going strong (Power 1997, Hales 2002, Protherough and Pick 002) and old-fashioned supervision rather than inspirational leadership is at the heart of most jobs (Delbridge and Lowe 1997, Hales 2005). Kelly (2008), in his analysis of the nature of leadership and the various discourses that surround it, has argued that leadership as a practice is locally defined and here we propose one example of such local definition:. In this study, the requirements of customer service did in deed shape the demand for leadership skills, but not quite in the way that the proponents of the spread of transformational leadership suggest. What was at stake was not an entrepreneurial transformation. On the contrary, managers’ actions were tightly controlled and those controls were increasing. As well as following orders from head office, store and department managers were simultaneously required to inspire, enthuse and motivate the front-line 3 staff they were responsible for. The positive connotations of the word leadership helped to motivate individual managers, as they in turn sought to motivate others (Etzioni 1961). Here the dissonance between the leadership rhetoric and workplace realities was not an analytical lacuna but an important part of the process since images of leaders needed to be inspirational rather than accurate. Retail Work Retail work accounts for a significant proportion of the working population, with 12 per cent of UK workers employed in retail (Burt and Sparks 2003). While this work can be skilled, from the glamour of the ‘style labour markets’ (Nickson et al. 2001), to the product knowledge of expert assistants in France (McGauran 2000, 2001), the wide-ranging skills of apprentice-trained workers in Germany (Kirsch et al. 000) or the impressive educational achievements of Chinese retail workers (Gamble 2006), most British jobs are not. For the majority of British supermarkets, the main skills policy pursued is one that is ‘tantamount to a personnel strategy based on zero competence’, zero qualifications, zero training and zero career (Gadrey 2000). Margins are tight and the extensive centralisation and standardisation of supply chains and products (Baron et al. 2001) extends to work and work processes (Felstead et al. 2009). Workers are valued for their presence and their temporal flexibility, not their skills, and presence and temporal flexibility are seldom highly paid. The retail sector accounts for 26 per cent of British low paid workers (Mason et al. 2008) with 75 per cent of sales assistants and 80 per cent of checkout operators compensated at rates below the low pay threshold (Mason and Osborne 2008). Part-time and women workers, who dominate the sector (Arrowsmith and Sisson 1999, Burt and Sparks 2003) are particularly badly affected. Some stores deploy sophisticated human resource anagement techniques such as psychometric tests (Freathy and Sparks 2000) and merit-based pay but these are set against generally low wage rates, rigid control mechanisms and limited discretion (Arrowsmith and Sisson 1999, Broadbridge 2002, Burt and Sparks 2003). Against this backdrop, recent writing on retail employment from a strategic perspective has increasingly emphasised the role of management and managers in the overall performance of companies (Booth and Hamer 2006, Hart et al. 2006). It argues that the link between managers’ work and store (or firm) performance is 4 hrough ‘lay’ workers, in one example, asserting that ‘without strong management and leadership skills, store and employee productivity suffers together with lower staff motivation, ultimately leading to lower profits’ (Hart et al. 2006:281-282). However, lists of actions such as ‘providing good pay and benefits, praise and encouragement and support and training, or even at the most basic level, ensuring employees receive their correct rest periods at work’ (Booth and Hamer 2006:299) do not accurately depict the real remit of managers in large-scale retail organisations. Methods and Methodology This research was part of an EPSRC/AIM funded project on the organisation and experience of employment in retailing. Since our main interest was in the processual aspects of work, a multi-pronged, qualitative approach was adopted, as this was best suited to compare and contrast official organisational statements with real life practices and experiences. Research was conducted in two of Britain’s largest supermarket chains, here referred to as Retail 1 and Retail 2, respectively. Retail 1 had 356 stores and employed over 160,000 people. Retail 2’s portfolio of stores included the convenience store format, which brought its total number of stores to 823, but it had slightly fewer employees at around 150,000. By and large, their target clientele overlapped and they were direct competitors with similar market shares. In each supermarket, detailed interviews were conducted with head office staff who were responsible for determining strategies, setting policies and designing business processes. We were able to review a large amount and range of company material pertaining to company strategy, business models, performance indicators, human resource policies, recruitment and training programmes and change initiatives. Interviews were carried out with top executives in strategy, human resources, training, marketing, accounting, customer services and profit/productivity/performance improvement departments. In addition to this, in each chain, two locations were selected for store-level research; store A and store B at Retail 1, store C and store D at Retail 2. In the stores interviews were conducted with the (general) store managers, who would be managing anywhere between 200 and 400 employees, the secondary tier of between three and five senior managers, who had store-wide responsibility and supervised and coordinated the work of department managers, and the managers of the 12 to 15 different departments such as produce, customer service, or bakery, as well as a number of shopfloor workers. All of the managers were salaried, while all 5 of the shopfloor workers were hourly-paid. Store interviews with hourly paid workers were the most challenging. Our informants were welcoming and supportive but, owing to the tight margins and pressure on staff, few had time for interviews. The length of interviews with managers ranged from half an hour to multiple sessions of several hours, typically averaging an hour and a half to two hours. Some of the interviews with workers also lasted over an hour, but a number of them had to be interrupted after less than half an hour. All formal interviews were recorded, professionally transcribed and coded using NVivo Qualitative Data Analysis software. In total, 86 interviews were carried out, 46 in Retail 1, 34 in Retail 2, and the rest with a range of outside key informants including a top level executive of a third supermarket chain, industry experts based at the Institute of Grocery Distributors (IGD) and trade union representatives. In addition to the interviews, participant and non-participant observation was carried out by one of the research team at the Retail 1 head office and, more extensively, at one of the two Retail 1 stores included in the study (store A). In addition to observing recruitment group interviews, new employee induction sessions and a range of daily activities in the store, the researcher also worked shifts of 10 to 15 hours a week for six weeks on the delicatessen, fish, rotisserie, pizza and ready-meal counters. A research diary was kept during this part of the fieldwork and transcribed. ‘No Place to Hide’ Leadership was a ‘quality’ that was extensively referenced in the public presentations of managerial career paths in both supermarket chains. Retail 1’s literature on career prospects described the training programme for shopfloor workers who wished to become department managers as being ‘built upon’ their ‘current leadership skills’ through on-the-job training, while that for department managers with ambitions to be store managers or deputies was said to help them ‘perfect their leadership style’. Retail 2’s careers information on the company website directed those with some previous retail management experience and ‘looking to grow into a leadership role’ to the ‘fast-track to Store Manager Development Program’. Hitting the link, interested parties were informed that nobody played a more important role in the supermarket’s everyday operations (turnaround) than the managers in the stores, whose leadership ‘inspires our people to deliver a great everyday customer experience’. Retail 2’s recruitment process for senior managers included psychometric tests that were, among 6 other qualities, designed to pick up leadership skills and potential. Retail 1’s rogrammes for management development included selection hurdles such as roleplay sessions where future managers were expected to stand out from among their peers by displaying the desired abilities, with ‘leadership’ prominent among these. While leadership skills and qualities were presented as core to the work of everyone and as particularly central for progression into managerial roles, in stores almost every aspect of work for every kind of employee, from shopfloor workers during their training pe riod all the way to the general store manager, was set out, standardised and occasionally scripted by the experts at head office. Buyers sourced goods and set prices at the head offices, with computer networks monitoring sales in stores and re-ordering supplies. The corporate human resources department set wages and provided clear targets for store managers in terms of staffing, leaving stores with a balancing act between resources and targets. Checkout tills used electronic scanning, shelf-stackers followed planograms that provided detailed layout plans for displays, price guns printed out price tags, including reductions, as decided by head office software depending on the time of day. According to long-serving informants, limits on discretion were increasing. The remaining specialist departments, such as the delicatessen counter (which included meats, cheeses and fish) and the bakery, were coming under increasing levels of central control. A trained butcher (now the manager of a non-food department) revealed that most meats were now cut and packaged before arrival in store. The same was true for cheeses. In the smaller stores bakeries worked entirely from deliveries of frozen goods which they re-heated, and in larger stores there was a mix of supplier-packed, frozen, ambient and chilled products and goods baked in store. But even breads baked in store arrived ready made up with instructions on times for mixing, proving and baking. The only formally accredited staff in stores were pharmacists employed in special stand-alone units on some sites. Such a policy of standardisation was deliberate and referred to with pride. The wageplanning manager in the Business Improvement Group at Retail 1 head office summarised the challenge as ‘how lazy we can make it†¦ make the process easy for them so it becomes a natural habit’. This close prescription and standardisation of work tasks was not a surprising observation to make of hourly-paid workers, or in the context of retail employment, traditionally known for its reliance on low skills and low wages. What was unusual was that the same restrictions applied to managers. In fact, the managers were under 7 far greater surveillance in terms of observable results. Because performance and productivity measurements were taken at both department and store level, which were then linked back and traceable to individual managers, their performance evaluation was quantified and routinised. There was no comparable performance evaluation of individual shopfloor workers except for those at the tills, although Retail 2 had just introduced a new performance enhancement programme to track the performance of individual workers. Yet these practices, too, only increased the number of indicators by which managers’ performance could be monitored, as the ultimate responsibility for meeting unit-based targets, as well as ensuring that individual workers showed the head-office dictated levels of performance, still lay with the managers. An executive in the productivity improvement division of Retail 2’s head office operations, who had risen through the ranks, observed that the role of store managers had changed considerably over the last twenty years: I think what we probably lost was a bit of the entrepreneurial or tradesmanship of the store manager to say, ‘Oh next week that’s going on offer, I want 200 of them next week’. Because they were good traders and experienced. And they knew how they were going to present it. Honestly, when I joined†¦ he store manager where I trained was a bit of a wide boy I suppose, but he would do things like – well he made me do it – Saturday afternoon if we were overstocked, I remember him saying ‘We’re overstocked on lettuces. [Name] go to the front door and stand there and sell your lettuces! ’ And you’d do things like say ‘Come on, here’s your lettuce! Get one for the rabbit! Half price! ’ And you’d literally drop them in people’s baskets as they walked through the door so they almost got no choice but to have your lettuce. productivity improvement manager, Retail 2, Head Office) But in the current arrangements, because of the focus on what Pye (1968) terms the ‘workmanship of certainty’, the emphasis in store for both managers and workers was on obedience to instruction. In fact, much of a manager’s work was about ensuring such obedience. [The parent company] is very much about†¦ they use a word quite a lot called compliance and there is a lot of compliance and the phrase they used†¦ was ‘there is no place to hide’ [Was that like an official thing? No, it was kind of like – you know with all the systems, their systems monitor everything, they monitor everything. Every little thing is monitored so there is no place to hide. I am not saying in terms of hiding things that are wrong but they see everything. (senior manager, Retail 1, Store B) A policy backed up by the motto ‘comply then complain’, which had clear implications for the way work was conducted. 8 [I]f the company says to you 9am Monday morning stand on one leg in the oyer, I want you to do it, at 9am and if that’s all of you, I want you to do it but then you’ll all stand there thinking why on God’s earth are we doing this, then ask the question, why do we need to do this? What benefit am I getting from it? But do it in the first place before you even complain about it, because until you’ve tried it you don’t know what it’s going to do, but it’s driving that culture. (general store manager, Retail 1, Store A) This approach was generally greeted with enthusiasm. I love this comply and then complain. You know because you put it right, you do it the way they want you to do it and then if it is not right you feed back what is wrong with it so you complain after you have had a go at it at putting it right. And I think that is absolutely vital. You know we have a duty to feed back and give that feedback but you know we don’t have that right until we have had a go at it†¦ the right way first. (training manager, Retail 1, Training Store) Unsurprisingly, such an approach influenced the skills expected of both workers and managers as well as leaving little space for transformational leadership. Skill levels were low and product knowledge in particular was a welcome, but almost optional part of work. Several of our informants did possess expertise and boasted strong personal interests in electronics or fish or experience in bakeries, but while this might allow front-line workers to develop a personal pride in aspects of their work it was not a job requirement and was rarely shared by the senior management team in stores, whose career progression was based on obligatory movement between different departments. Head office executives spoke of promoting people with an interest in a particular area of work, a ‘passion about food’ or ‘a personal interest’, and management training did provide product information as part of the process, but the demand for and emphasis on specialist knowledge was limited. Mason and Osborne’s (2008) comparison of supermarkets with electrical retailers reveals that the (often supplier provided) training in product knowledge that characterised electrical goods had few parallels in supermarkets, while Gamble’s (2006) research into Chinese retailers showed a well educated workforce and a highly demanding customer base not reflected in our study. In these supermarkets, workers could apply for entry-level managerial posts as soon as their twelve weeks of initial training were complete (although the graduate training schemes in both supermarkets were rather different). Graduates were more noticeable in the head offices and in certain specialisms (three of the four store-based human resource (HR) managers we spoke to were graduates, compared to three of the 23 managers in Retail 1 Store A). But while one 9 of the HR managers thought that having a degree was useful for ‘the analytical side of what (managers) need to do’, in general formal qualifications were not a significant criteria for managerial posts. The vast majority of managers had come up from the ranks of hourly-paid shopfloor workers. Interestingly, the non-graduate managers all spoke of the encouragement they had received from their managers to embark on management training. In the absence of a universal demand for specialist training or knowledge, leadership, both demonstrated and potential, was presented as the key element in selection decisions for such career progression: I mean, when I interview managers to join my team, I’m not necessarily looking for ‘Do they know what baked beans and yoghurts are? ’ and ‘Have they filled them before? ’ I’m looking for attitude, I’m looking for personal resilience and I’m looking for a track record. What have they done before? What have they done in the past? But it doesn’t necessarily mean that if I’ve got a grocery manager position I want a grocery manager from another store. Because it’s about managing people, it’s about managing hearts and minds really. (general store manager, Retail 1, Store A) But while store language focused on obedience and hearts and minds, the structural features of promotion ensured that, in practice, most managers and leaders were men. Moving between departments was an integral part of career mobility in both supermarkets. Promotion, even for the first foray into managerial duties, involved a switch of departments, while subsequent expansions of responsibility meant managers would be moved to increasingly larger departments in the stores. For general store managers, and for the second tier of senior management, geographical mobility was required and managers were expected to move between different stores in the same ‘regional cluster’ (generally between 15 to 25 stores, depending on the region). Interestingly, managerial informants stressed how lenient their superiors were when imposing these travel requirements. Annual performance appraisals istinguished between preferences for a 30-minute or a one-hour commute. Retail 2 store managers were told by their regional bosses to prioritise their families and the general manager of Store B asserted proudly that he would not be despatched to the other end of the country against his will. But, while all managers seemed to accept that mobility was required, for others the geographical differences between managerial and front-line worker posts discouraged progression and helped to account for the fact that, while the lower ranks of supermarket workers were dominated by women, the managers were predominately male. 0 Many of the workers we interviewed were attracted to retail by the fact that it was part-time: women with caring responsibilities, students, young people and older workers dominated the workforce. People worked in their local stores and their limited hours often suited their other responsibilities or desire for education. Managerial posts, by contrast, were almost universally full-time despite, given the length of opening hours (24 hours for Retail 1 and 8am to 10pm for Retail 2), no one manager would be able to control their store continually (see Dalton 1966, Moss-Kanter 1977). We did meet two women managers in shared posts but these were rare and had been specifically created to accommodate these informants’ demands for job-sharing (see also Mason and Osborne 2008). Small Freedoms Unlike the transformational visionaries of the leadership literature, the freedoms enjoyed by the supermarket managers in this study were generally minor and illicit. Despite the recurrent official emphasis on ‘comply then complain’, most created their own small discretionary spaces. The most commonly cited example was in store, counter or shelf layout. Detailed specifications were sent down from head office dictating the number and placement of products. But these were based on national averages of other stores in that category with little sensitivity for local geography, tastes or customer-base. Accordingly, in practice local knowledge, personal interest and the desire to personalise space often triumphed over the formal specifications. It was, of course, possible to protest against layouts officially. The general manager of Retail 1 Store A had done so when he wished to re-site the movie and video booth in his city centre store, taking it out of the foyer where it was vulnerable to repeated thefts and switching it with a sandwich booth which would have benefited from being more readily accessible. His request involved developing a detailed business case and visits from senior management but was eventually turned down (or indefinitely postponed pending a fuller refurbishment to include a pharmacy). Others were less regulation bound. I just did it, I got told to do it. They put trust in me to change the layout in the store of Home and Leisure, to move products around if I believed it would gain sales. And for example all the Home section wasn’t together, DIY and water was with pots and pans, party ranges weren’t with disposable paper tableware, so I put a new shopfloor plan together to move it all around and we did that†¦ [A]t [names other store] I’d gone through a couple of revamps where I’d actually 11 hanged over 200 bays in [other store] because we went through revamps to get bigger and better ranges in so I’d done a lot of work in the past on how a department should flow and how it should look and how we get the best out of the ranges and stuff like that so putting that experience into here and grouping the departments together†¦ [Did you have to negotiate with Head Office? ] No, we just did it. (senior manager, Retail 1, Store B ) Occasionally re-siting compensated for inadequacies in the briefing documents. One manager liked to get experienced staff to adapt official shelving briefs to suit the store: They know if they’ve been doing that for a couple of years, they know what will sell and what won’t. Now [if] it’s a novice then they wouldn’t, so I’d need them to do it in space flexing which will tell them the quantity. The plan would tell them how many facings so, say, it was like that it wanted a capacity of 70 on four facings but you can fit that 70 on two facings I would expect you to do it to two facings. And that’s where you gain space as well on the plan if you needed to open up on something else because it wasn’t lasting on the shop. [So you’ve got to play around quite a bit? ] Yes, you’ve got to play around with it, yes. Everything’s not as easy as black and white on paper. (general merchandise manager, Retail 1 Store B) Occasionally individuals also needed to over-ride the computer systems to over-come limitations. The demand for hot dog rolls on bonfire night, more salads and fresh vegetables for barbecues on unexpectedly hot days and ensuring that local tastes were provided for through particular fish or flavours of roast chicken were matters of relative individual discretion. But most of these practices were heavily discouraged officially and many were formally denied. One manager of a Retail 2 supermarket during a first interview and guided tour of his store was enthusiastic about the way Retail 2’s head office experts designed and laid out the shelf space. An enthusiasm which lasted until one of the researchers took out a camera to photograph the excellent layout. He was immediately asked not to take photographs, since the manager had exercised his own discretion and did not want news of this individuality to get back to head office. People and Leadership Amidst the widespread use of regulation, standardisation and constraint there was one area where managers were both encouraged and expected to use their own discretion and, in the rhetoric of their head offices, exercise ‘leadership’. This was in the area of people management. The structural means for doing this was very limited. Wages, 12 staffing levels and worker tasks were all pre-set by head office, although some local adjustments were possible. Store managers who recruited staff would be told how many ‘hours’ they could hire, but it was up to them to decide how to divide this up, so, for example, twenty hours might translate into three new part-timers working distinctive shifts. This often proved difficult to implement, since computer staffing levels did not always translate into viable recruitment. The personnel manager, she cares a lot, but [for] the company [it’s] all about its process, [it’s] not really about the people. And so the process is sort of disguised as this ‘caring’ – but it’s not. So these people, they just expect you to do more and more, and we take more and more sales but we don’t necessarily get the hours. Produce was given 20 extra hours for quarter three in line with sales and things, but I can’t recruit for these 20 hours because all that’ll happen is they’ll get taken away after Christmas or the sales won’t be there so I’ll never see them anyway. You know they’re not tangible, I can’t take them and use them. (produce manager, Retail 1, Store A) Much of this was work intensification. Head office staff expected local managers to know who they could allocate to particular tasks to save a few hours on the timesheet and this was considered excellence in leadership. [S]o we’re looking for the managers to not be creative in the ways they do their processes, I want them to follow the processes exactly how the systems define them†¦ I want them to lay the store out how the system devises and I want them to fill the shelves how it says on the tin, if you like, but then absolutely be as creative as possible in the way you service the customers. More the way we would be going. (business improvement director, Retail 1, Head Office) This ‘creativity’ was also set down in systems and structures of the stores. The performance of their departments or stores in terms of customer service was assessed through monthly ‘mystery shopper’ visits, while regular staff meetings provided managers with an opportunity to motivate. The morning shifts in both supermarkets began with caucus-style meetings, held in a central location on the shopfloor in Retail 1 and in a staff area in Retail 2, between the store manager, the upper management team and all the departmental managers who were on shift. Department managers held the same sort of ‘getting the day started’ meetings with their respective department staff. News about how the store or unit was doing in terms of the performance criteria was often a major theme; good performance was usually emphasised as a reason to feel good and underperformance as grave and in need of immediate attention. In the briefing templates handed down from the head offices, spots were allocated for events to note, improve or celebrate. Managers’ motivational 13 role (whether through generating pride or alarm) was possibly most necessary during these meetings, as announcements, for example about the roll-out of new uniforms could be rendered exciting, or a letter of appreciation from a customer as emotionally touching, through their performative skills. Performance related pay was extensively used. For general store managers it could amount to as much as 40 per cent of salary and even hourly paid workers might earn over ? 100. Individual performance was supposed to be assessed separately, as one informant noted: ‘sometimes you can have a department which hasn’t performed well on paper but what that manager’s contributed to that maybe it’s a total different story’. But in practice, greatest weight was placed on store and overall company performance in a given trading year. Both supermarkets used some version of recognition schemes where small monetary awards from ? 10 to ? 0 could be given out, and this was largely at managers’ discretion to ‘celebrate success’, as there was ‘a lot of pressure on everybody to perform all the time’ (bakery manager, Retail 2). But managers appreciated that the effectiveness of such schemes was limited: [A] lot is spending time with them and motivating them. You know if you motivate them they work far better than – [How can you motivate them? What do you have at your disposal to motivate them? ] You don’t really have any financial really, apart from you’ve got the yearly bonus, you know colleagues get a yearly bonus. So you’ve got the bonus to aim for. I don’t know really†¦ I think everyone is motivated by doing a good job and job satisfaction and spending time with people and I think a lot of it as well is getting to know colleagues, I know just about everyone by their first name and things like that. (senior manager, Retail 1 Store A) The financial outcomes of managers’ work were assessed through daily checks and monitoring of sales, waste, loss of products and the profits their departments or stores generated. Many were factors over which they had little control. Describing her Key Result Areas, which included absences, sales, labour turnover, waste and the customer service score, the HR manager (Retail 1, Store A) commented, ‘[s]o all my key result areas are linked with everybody else’s, so it’s my influencing skills that are really being looked at for that†¦ As a manager, you’re paid to manage; you’re not paid to fill the shop necessarily’. This confidence was widespread. But as the store managers pointed out structural conditions, including local labour markets, might be ignored in head office plans but heavily influenced how effective such work intensification could be. One, who was responsible for staffing a city centre store in a University town, spoke with 14 envy of a friend who managed a rural outlet. If workers in the city centre felt unfairly treated, they had a choice of part-time service sector jobs to move to. Their rural counterparts, in the absence of other local job opportunities, stayed in post (many had been there since the store opened). Yet this was the area over which managers were deemed to have most control and many seemed to accept this. When our informants spoke about leadership, their most common reaction was to emphasise the difference that they, as individuals, could make. A graduate departmental manager in his early 20s noted that he needed to ‘work on leadership and people skills’. It was not that these managers did not appreciate the impact that computer breakdowns, local labour markets, employee turnover, stock levels and the weather could have. They did, and dealt with such problems every day. But they also saw them as excuses for a lack of leadership. It was the managers’ job to enthuse and inspire others, even when policies and practices had not been explained to them and even if they disagreed with head office decisions (see also Smith 1990, Watson 1994). According to three of our informants: The depot might have been short of people and deliveries haven’t turned up on time. That could throw things off. Or promotional stuff hasn’t turned up. But there’s nothing in a store that we can’t fix, and it’s all about driving the right attitude in the management teams. Because if you drive that attitude well, you can fix anything. (general store manager, Retail 1, Store A) At the end of the day we’ve got to be the leader†¦ I think there’s a difference between being a manager and being a leader and we have to become leaders and†¦ e need to keep a real positive approach, because if we turn round to staff and say yes, what we may think in our heart of hearts is one thing, but when we go out there we’re out on stage, we’ve got to perform and say, ‘OK, it’s tough, but however if we all do this that and the other and get stuck in, we’re going to win thisâ₠¬â„¢. And you’ve somehow got to inspire your people out there, you know, so you’ve got to leave that at the door, because we can’t do anything about that. Somehow, what you have got to do is deal with the colleagues you have got, to ensure that they’re motivated, trained, they’re quick to do the job, and hyped up, and they’re going to go out there and deliver it. (senior manager A, Retail 2, Store C) OK, if I’m in store today and we get the [mystery shopper] man and I get 90 per cent, then that’s on my watch so was I here, was I up in the office looking at the PC or was I downstairs driving the availability, saying, ‘Where are those cauliflowers, where’s that, where’s that, where’s that? Or did I allow there to be nobody on produce because both the departments’ managers†¦ are on the same day off, and when they came in there was no cauliflower or lettuce because the person 15 down there was actually on the till and I didn’t actually know†¦ Yes, so if I’m going to be running a store tomorrow, for instance, I should really know who’s in wha t’s going on and any problems. (senior manager B, Retail 2, Store C) Leadership in these supermarkets was very specific and very detailed. Formal HR practices, meeting templates and detailed systems were in place. Informants gave examples that included monitoring work to ensure people were achieving their targets, retraining those who were not; monitoring stock levels; and being present on the shopfloor. However ultimately encounters with people, whether employees or customers, could not be scripted. The leadership rhetoric, because of its lack of links to the reality of daily work, was used as a motivational tool to persuade managers to work more intensively themselves and encourage others to extra effort. Discussion and Conclusions This article has presented an empirically based discussion of leadership in British supermarkets. The managers we observed were constrained by extensive regulation. Their experience of deskilling and discretion, consent and control bears little resemblance to the entrepreneurial visionaries described by writers on leadership. Yet despite that, most of our informants described aspects of what they did as leadership, maintaining proudly, and often in defiance of the evidence, the difference that they as individuals could make. Evidence from elsewhere confirms the impact that line managers have (Rainbird and Munro 2003) but this impact is not without limits. Here, head office systems, computerised schedules, pre-packaged and automatically ordered goods, design planograms and set hours and pay rates provided internal constraints just as location, labour market and the local economy supplied external ones. Our informants needed to accept the leadership rhetoric enough to assert that they could make a difference, but not so much that that difference was extended to questioning the constraints on them; a difference accepted in practice by most. This leads us to two conclusions. Firstly that leadership was a small freedom rather than a radical transformation (see also Rosenthal et al. 997, Edwards and Collinson 2002 on empowerment). It affected only the minutiae of the work but even this trivial level of discretion made a great deal of difference to the individual managers. The illicit freedoms of revising store layouts and adjusting stock orders, which managers engaged in to make their mark on work and improve store 16 performance, were matc hed by official and acceptable areas of freedom in the unscriptable areas of people management. These trivial freedoms lead us to our second conclusion on the implications for academic analysis. Leadership is, at least in part, what leaders do, how they do it and who they are. If, as here, mainly male managers worked to pre-set routines with tightly monitored targets then this needs to feature in our understanding of leadership. Yet to date, most accounts have neglected the mundane aspects of work, the very elements highlighted as core in this study. The leadership rhetoric, valued for its emotive qualities and its unreality, was used by managers and their superiors to value, inspire and intensify their input. Managers showed a sophistication missing from many academic writings in their ability to distinguish between rhetorical flourishes and real-world job design. Given this, we suggest that future research may wish to focus more clearly on the unexciting, hackneyed and everyday aspects of work and to consider the form the language of leadership really takes on the shopfloor. The unrealities of leadership are important but they have already absorbed too much academic attention and need to be clearly distinguished from the realities. Future studies, developed through empirical evidence, need to provide a nuanced, local and empirically based understanding of what really happens. 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Business Communication Telenor Myanmar-Free-Samples for Students

Question: You are required to evaluate the appropriateness of information used to make important strategic decision. Choose two functions of the organization. Answer: Introduction Telenor Myanmar is among the worlds leading telecom companies that build its competence from global operations. Telenor has been rolling out modern telecom network services that benefit customers in the most profitable manner. In its desire to enhance market success, Telenor runs finance and marketing functions whose information help the management in making strategic decisions (Samarajiv, 2016, p. 100). To run these functions, the company utilizes over 700 employees in both finance and marketing and this contributes greatly to its improved profitability and enlargement of customers base. This essay aims at evaluating the appropriateness of information used by Telenor in making strategic decisions for finance and marketing fields. Finance Function Finance function plays critical roles in the decision making and strategic planning processes of Telenor. As a corporation, Telenor is focused to improve its financial performance in the years to come. Financial metrics help Telenor assess its overall performance in a standard manner. Income statements help Telenor determine whether it is efficiently using its financial resources and this is useful in decision making (Calderaro, 2014, p. 20). Under the finance function, balance sheet information offers the company with appropriate details regarding business assets and liabilities which determine liquidity position of the company. The provision of up to date financial information by the finance function has been useful to the management of Telenor in making decisions. Such decisions include; strategies for improving profits, the right sources of finance, and cost reduction techniques (Min, Fife, and Bohlin, 2014, p. 47). All these decisions arise from the information offered by the finance department to the management of Telenor's costs, sales information, and salaries information. Marketing Function Marketing cover numerous responsibilities within Telenor for its acts as the guideline for the development, production, fulfillment, and provision of telecom services as demanded by the market. In this perspective, the marketing functions coordinate all departments within the company, and this contributes greatly to generating positive publicity (Dale and Kyle, 2015, p. 320). The management of Telenor ensures that useful and sufficient market research is conducted before making any decision regarding the product quality and type to offer the market. Customer information is also relevant. Telenor enjoys a large market base in the world and this means that the company is in a good position to meet consumer needs appropriately. The promotional campaigns undertaken by the company in the marketing of its telecom services must be relevant as well (Calderaro, 2014, p. 16). The marketing function of Telenor uses the market information in the designing of the product, its price, and decisions on what audience to deliver the service to. The demands by the market guide the company in making telecom services marketing decisions. Conclusion Finance and marketing functions provide useful information to the management, and this helps in making strategic managerial decisions. Finance information helps the management design budgets that conform to the financial position of Telenor. Marketing information obtained from the target consumers help the marketing management offer the right telecom services, and this helps in broadening customers' base in the market. Therefore, the integration of finance and marketing function information greatly assists an organization makes excellent strategic decisions hence enhancing growth and sustainability. Bibliography Calderaro, A., 2014. Connecting Myanmar: telecom reform and political transition.Open Democracy,2014(6 Feb). Dale, J. and Kyle, D., 2015. Smart Transitions?: Foreign Investment, Disruptive Technology, and Democratic Reform in Myanmar.Social Research: An International Quarterly,82(2), pp.291-326. Min, T.T., Fife, E. and Bohlin, E., 2014. Consumer demand for the mobile Internet in a greenfield emerging market.: The case of Myanmar. Samarajiva, R., 2016. Policy Challenges in Embracing Mobile Technology to Promote Socioeconomic Development: The case of Myanmar. InJoint Lee Kwan Yew School-Qualcomm Research Conference on Socio-economic impacts of mobile communications: Implications for ASEAN.