Technology Factors in Virtual Teams Leading to Conflict - Free Essay Example

Sample details Pages: 10 Words: 2973 Downloads: 9 Date added: 2017/06/26 Category Technology Essay Type Argumentative essay Did you like this example? Technology Factors in Virtual Teams Leading to Conflict Thesis Statement and Introduction Virtual Teams (VTs) are group of individuals with a common goal that are separated geographically and communicate thru the use of technology (Pazos, 2012). Virtual teams open up a whole new world of possible reasons for conflicts and challenges to conflict resolution. Understanding the factors that lead to conflicts, the communication methods and the responsibility of Human Resources (HR) or the third party in conflict resolution is important to be able to develop effective understanding of conflict resolution in virtual teams. Background of Research The shift to flatter organizations, cost saving measures, globalization (Germain and McGuire, 2014), and the advancement of technology has led to the growth of the massive use of VTs. According to PeÃÆ' ±arroja, Orengo, Zornoza, and HernÃÆ' ¡ndez, (2013), as teams become more virtual there is an increasing negat ive effect of collaborative behaviours and team trust. Many researches have correlated that conflict affect the performance of VTs in terms of decreasing it (Ayoko, Konrad and Boyle, 2012; Pazos, 2012; Moreno, Navarro, Zornoza and Ripoll, 2009). As a result of the very fast growth of the VTs usage, these teams are treated are regular face-to-face teams in terms of management, this has caused numerous conflicts and an increased concentration on research on this topic (Shin, 2005). Dain et. al. (2012) argue that the essentials of team building are still there but globalization and technology are the new dimensions which is making it harder for managers. The three commonly discussed points in current researches on conflict resolution in virtual teams are trust, cultural diversity and communication medium or the technology responsible for establishing communication. Comparison of Different Theories It is highly likely that team members in a virtual team do not know each other. In this kind of situation it is possible that teams may not success if they do not trust each other, but the members are not aware of each otherà ¢Ã¢â€š ¬Ã¢â€ž ¢s abilities and weakness living the members with no foundation to build trust. Germain and McGuire (2014) introduce the concept of swift trust. It is a short term trust that is built on the foundation of blind trust. Blind trust, as bad as it sounds, is an essential factor making virtual team work and avoid conflicts at the start of the project and get things goings. The second point is cultural diversity. Stahl, Maznevski, Voigt and Jonsen (2010) have stated that cultural diversity in teams is both an asset and liability. It is the ability of the team to manage cultural diversity is key in avoiding conflicts. This point shall only be lightly discussed on this paper as it fairly huge topic in itself. The third common point is the technology itself. As Drouin, Bourgault, and Gervais (2010) state that: à ¢Ã¢â€š ¬Ã…“a number of studies showing that computer-mediated communication may be associated with an increase in intragroup conflict (p. 6).à ¢Ã¢â€š ¬Ã‚  Lyons, Priest, Wildman, Salas, and Carnegie (2009) add that it is due to the increased chances of misinterpretation. A great deal of papers on virtual teams talk about avoiding conflict but according to Pazos (2012) says that aside from commitment to goals, an active involvement in conflict resolution leads to a higher performance. Ayoko, Konrad and Boyle (2012) state that project. à ¢Ã¢â€š ¬Ã…“VTs managed their conflict using mediation, apology, explanations, positive reinforcement, and feedback seeking behaviors (p. 172).à ¢Ã¢â€š ¬Ã‚  In their work the word mediation is being used interchangeably with conflict resolution. They also talk about that this kind of system must be available to the VTs. Shin (2005) introduces this concept through two distinct system fitted to the needs for both conflict resolution and mediation. He in troduces the Virtual Negotiation System (VNS) which most closely matches conflict resolution since it includes the five conflict styles (Competition, Avoidance, Compromise, Accommodation and Collaboration); and Virtual Mediation System (VMS) which is for mediation. In both of this systems the third party can also be geographically dispersed. Main discussion Trust is considered a big component on all relationships, whether it is personal relationship or a working relationship. It is built overtime that is based on a personà ¢Ã¢â€š ¬Ã¢â€ž ¢s assessment of other personà ¢Ã¢â€š ¬Ã¢â€ž ¢s behavior (Tseng and Yeh, 2013). In VTs this is not possible because often all or some of the members of the team are new. Considering Tuckmanà ¢Ã¢â€š ¬Ã¢â€ž ¢s Group Development Stages (Forming, Storming, Norming and Performing), will always bring the groups back to the storming phase every time a new member is added. In fact Harvey, Novicevic, and Garrison (2004), add that it happens in VTs wi thin the time frame they are working not just when the teams are newly created for a new project. In the world of business, this means delays and in the view of conflict resolution more conflicts will occur. Earlier in this paper the concept of swift trust was pointed out. As a form a blind trust to get things going, but it also can fuel conflicts if each otherà ¢Ã¢â€š ¬Ã¢â€ž ¢s expectations are not achieved. Since there is no factual basis on building trust, stereotyping and categorization can and is likely going to happen (Germain and McGuire, 2014). Thus, introducing a new avenue for conflicts. A point to be emphasized in this problem, caused by stereotyping and categorization, is that it may worsen conflicts or cause conflicts that are serious or cause permanent damage not just to the relationship but also the reputation of the persons involved. At the end of the day the problem of trust remains a problem whether it is going back to the storming phase every time just to develop trust or applying swift trust which causes new problems that ultimately end up in increased chances of conflict. The main reason that technology can cause misunderstanding is best explained by HoltbrÃÆ' ¼gge, Schillo, Rogers and Friedmann (2011) as they state: à ¢Ã¢â€š ¬Ã…“As electronic media are only able to transmit para-verbal and non-verbal elements of messages to a very limited degree, the risk of misunderstandings and conflicts increases (p. 4).à ¢Ã¢â€š ¬Ã‚  In a simpler sense the words are being transmitted without the sub-contextual cues such as gestures that supplement during conversation without these, receivers of messages may not be able to tell the difference between a strong acceptance and a reluctant acceptance. During regular face-to-face discussion, a mere crossing of hands signals some sort of dissent which cannot be seen using a computer mediated communication, video conferencing may help but according to Moreno, Navarro, Zornoza and Ripoll (2009) litt le has been known about the benefits of videoconferencing in avoiding conflicts. Ayoko, Konrad and Boyle (2012) point that aside from the limitations of technology, conflicts can be aggravated due to communication delays caused by time zone differences or in message delivery problems. Native languages can also play a role in further fueling conflict. People with different native language communicating in English will use different ways to say the same things as they will subconsciously match it with the structure of the native language causing delivering a different meaning than intended. Hsu and Chou (2009) presents that introducing the communicative genres (patterns) can help solve this problem in their statement: à ¢Ã¢â€š ¬Ã…“an integration of communication interface that incorporating needed genres for learners to fluently and transparently coordinate is suggested to develop as having individuals to collaborate virtually (p. 10).à ¢Ã¢â€š ¬Ã‚  Considering the state of the current speech recognition technologies which fails to simply translate what is said in to written words, this is a long way and it make take decades before a working prototype can be developed. As of the moment, nothing can prevent language from causing conflicts. An added point to look at is sub-accent with in countries (i.e. USA, India). Often in large countries (but not always, it is possible in small countries too) there are different accents and ways of speaking the same language which pushes this cause for conflict in to deeper grounds by adding another layer of complexity. Another problem with technology is its availability and accessibility. Availability is the resources that can be used in communication (i.e. device, internet access, etc.) while accessibility is being able to actually connect to the person, person may have all the resources but keeping them off or not answering the call would not allow any form of communication. This can fuel conflicts or during confli ct resolution can allow a great and easy escape for avoiders. This is further supported by Furumo (2009) in his/her research he finds out that deserter are more likely to use the avoidant conflict management style than any other in VTs. However, the research also finds the use of avoidant conflict management style is not as significantly high as expected. Interestingly, the research also points that trust is also a vital factor that in making a team member an avoider. Avoiders present a big challenge in VTs because just to convince them or get them to conflict resolution is hard. It is because that you cannot just approach the avoiders personally or send a person to them, since if it would have been possible then it will befit the very purpose of creating a VT or would be otherwise be expensive; and attempting to call the avoider will not yield any result for the reason that he/she will not answer or reply to any communication attempt. Additionally distinguishing a person who is rea lly an avoider from those who have poor connectivity would also present a challenge. Both of them will be showing the same signs for a certain time enough to cause undue conflict. These has also been pointed out earlier that any communication delay can increase the chances of conflict in this case carrying the assumption that the person is an avoider, even though the reality is he/she is having connectivity problems. Before this point technology has been treated as able to get things done but not so perfectly. Thomas and Bostrom (2010) also gave a look at two simple but important points that further pushes technology as a vital factor in causing conflict. Firstly, they point to adequacy of technology whether it is able to do the task or not. Technology not being able to or partially do the task will place the pressure on person working, forcing him/her to use the manual paper and pen techniques or do endless adjustment causing more stress, fatigue and time. This seems to be the p erfect environment to brew conflicts. And lastly the inadequacy of knowledge of using technology, this is another teeth-grinder. A great example of this is the mix of generational work force in the workplace today, there are lots of difference among the generation and one of which is technology literacy. Generally, millennials are defined as more tech savvy, followed by generation X which are considered as only tech literate and the baby boomers which have not grown to use technology and often prefer the same old ways. This presentation is enough to support the fact that this is another fertile ground for causing conflicts. In elaboration, millennials would love to do something on computers while Baby Boomers may not trust the output by this technology. Inadequacy of knowledge on technology does not just span in inter-generational situations but also it can still cause conflicts among the same generation. With so software systems today being so advanced that simple usage of those sy stem with ignorance can cause major problems or possible financial losses to the establishments. Another problem that can cause conflict is that fact that there is a wide variety of software available for a certain task and the stereotypical expectation that if someone knows how to do a certain thing would mean that person know a certain kind of software regardless of the possibility of it can also be done on other systems as well. These two facts combined plus the idea of personal preference or expectation is enough to cause scenarios like à ¢Ã¢â€š ¬Ã…“I am doing it the right wayà ¢Ã¢â€š ¬Ã‚  or à ¢Ã¢â€š ¬Ã…“You are doing it wrongà ¢Ã¢â€š ¬Ã‚ , thus leading to a possible conflict. VNS (and VMS) is a great tool that uses technology in conflict resolution but upon further analyses the same problems can be identified with technology. Depending on the communication medium used, it still lacks the easily notable non-verbal cues that can be essentially used by the third part y to work most proficiently. It still does not solve the problem of the avoiders which are going to be able to avoid conflicts. Additionally, language problem still remains in VNS proposing a heavy challenge on conflict resolution. Another concept that has come around is Virtual Human Resources Development (VHRD). It is the development of team members to learn how to handle HR related problems, inclusive of which conflict resolution. Human Resource Development experts are becoming partners rather than experts in solving business problems (Germain and McGuire, 2014). Tong, Yang, and Teo (2013) extends this notion that all team aside from the needs IT-related training must be trained in conflict resolution. In whole of this paper, idea the technology failing to provide the full communication channel has been pointed out as a cause for conflict and or leading to other sub causes. But looking back, when there were no VTs, there were still conflicts. For convenience, this will be call ed natural conflict for this paragraph and conflict caused by the weakness of technology artificial conflict. Now the questions, comes How do you differentiate a natural and an artificial conflict? This is a great deal of concern because it will greatly affect the way conflict resolution would have to be conducted. An artificial conflict treated as a natural conflict will be attempted to be resolved in the wrong way. Again, this will introduce another avenue for a new and more complex conflict. The same thing will apply in the reverse situation, wherein the natural conflict will be treated as an artificial conflict. In this scenario, it can be said that it will not affect in a much harsher way than the latter but will still fail. Conclusion In this paper, various causes for conflicts were pointed out and as to why these causes are creating or fueling conflicts in VTs. Technology, trust, language were identified and analyzed as cause for conflict. Technology was identified as a cause for conflict due to its inherent weakness failing to provide a complete communication channel. Trust because there is no quick and easy way of establishing it. Language is another half of the communication problem in VTs because interpretations may fail to deliver the appropriate message. Additionally, the methods or systems that aim to respond to conflict were also put forth but it was later found that these methods or systems fall into the same trap or introduce problems that should not have occurred otherwise (i.e. stereotyping as a result of swift trust). And some systems have been visualized but are currently not possible to be built for now. Conflict resolution in VTs is a great concern to big and small establishments. At the moment it is still new and the whole world is still learning on how to tackle the problems associated with VTs. References Ayoko, O. B., Konrad, A. M., Boyle, M. V. (2012). Online work: Managing conflict and emotions for performance in vi rtual teams.European Management Journal,30, 156-174. doi:10.1016/j.emj.2011.10.001. Daim, T., Ha, A., Reutiman, S., Hughes, B., Pathak, U., Bynum, W., Bhatla, A. (2012). Exploring the communication breakdown in global virtual teams. International Journal of Project Management, 30, 199-212. doi:10.1016/j.ijproman.2011.06.004 Drouin, N., Bourgault, M., Gervais, C. (2010). Effects of organizational support on components of virtual project teams. International Journal of Managing Projects in Business, 3(4), 625-641. doi: https://dx.doi.org/10.1108/17538371011076082 Furumo, K. (2009). The impact of conflict and conflict management style on deadbeats and deserters in virtual teams. The Journal of Computer Information Systems, 49(4), 66-73. Retrieved from https://search.proquest.com/docview/232573166?accountid=10818 Germain, M., McGuire, D. (2014). The role of swift trust in virtual teams and implications for human resource development. Advances in Developing Human Resources , 16(3), 356-370. doi: 10.1177/1523422314532097. Harvey, M., Novicevic, M., Garrison, G. (2004). Challenges to staffing global virtual teams. Human Resource Management Review,14, 275-294. doi:10.1016/j.hrmr.2004.06.005 HoltbrÃÆ' ¼gge, D., Schillo, K., Rogers, H., Friedmann, C. (2011). Managing and training for virtual teams in India. Team Performance Management, 17(3), 206-223. doi: https://dx.doi.org/10.1108/13527591111143727 Jung-Lung Hsu, Huey-Wen Chou. (2009). The effects of communicative genres on intra-group conflict in virtual student teams. International Journal of Distance Education Technologies, 7(1), 1-22. Retrieved from https://search.proquest.com/docview/201700873?accountid=10818 Lyons, R., Priest, H., Wildman, J., Salas, E., Carnegie, D. (2009). Managing Virtual Teams: Strategies for Team Leaders. Ergonomics in Design: The Quarterly of Human Factors Applications. January 2009 17: 8-13. doi:10.1518/106480409X415152. MartÃÆ' ­nez-Moreno E., Gonzà ƒÆ' ¡lez-Navarro P., Zornoza, A., Ripoll, P. (2009). Relationship, task and process conflicts and team performance: The moderating role of communication media. International Journal of Conflict Management, 20(3), 251-268. doi: https://dx.doi.org/10.1108/10444060910974876. Pazos, P. (2012). Conflict management and effectiveness in virtual teams. Team Performance Management, 18(7), 401-417. doi: https://dx.doi.org/10.1108/13527591211281138 PeÃÆ' ±arroja, V., Orengo, V., Zornoza, A., HernÃÆ' ¡ndez, A. (2013). The effects of virtuality level on task-related collaborative behaviors: The mediating role of team trust.Computers in Human Behavior,29, 967-974. doi: https://dx.doi.org/10.1016/j.chb.2012.12.020 Shin, Y. (2005). Conflict Resolution in Virtual Teams. Organizational Dynamics, 34(3), 331-345. doi:10.1016/j.orgdyn.2005.08.002. Stahl, G., Maznevski, M., Voigt, A., Jonsen, K. (2010). Unraveling the effects of cultural diversity in teams: A meta-analysis of resea rch on multicultural work groups. Journal of International Business Studies, 41(4), 690-709. doi: 1 0. 1 057/jibs.2009.85. Thomas, D. M., Bostrom, R. P. (2010). Vital signs for virtual teams: an empirically developed trigger model for technology adaptation interventions. MIS Quarterly, 34(1), 115-142. Tong, Y., Yang, X., Teo, H. (2013). Spontaneous virtual teams: Improving organizational performance through information and communication technology. Business Horizons, 56, 361-375. doi: https://dx.doi.org/10.1016/j.bushor.2013.01.003 Tseng, H., Yeh, H. (2013). Team members perceptions of online teamwork learning experiences and building teamwork trust: A qualitative study. Computers Education, 63, 1-9. doi: https://dx.doi.org/10.1016/j.compedu.2012.11.013 Don’t waste time! 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Thus, using the rite of experiencing the first time to live on my own, the paper reveals this transition in the three corporate stages stated by van Gennep. Students Frequently Tell EssayLab professionals:How much do I have to pay someone to make my paper online?Essay writers suggest: Choose The Qualified Help In Writing PapersEnglish Essays For Sale Professional Writer For Hire Cheap Writing Services Buy Papers Online The First Stage: Separation The first stage of the rites of passage is separation. This reflects a stage wherein the initiate begins to separate from the old ways to gather new skills, trends, and concepts. Being a 22-year-old male, this stage started only recently or less than a year ago, when I decided I had to move out of my parents house to live in an apartment that is about eighteen kilometers away from what I used to call home. I know that other friends of mine started this stage at an earlier age as compared to mine. One pal of mine started it during his youth stage, when he was about 16 years old. Another pal started it at the start of his adult stage, when he was about 18. But I am a quarter Native American, and it has been our culture that sons and daughters should not be pushed to do what they do not think they want to do unless they have decided that it is the right time to do it. This gives us freedom and sovereignty. I started to enter the separation stage because of some psychological and social phases that I underwent knowing that, in my crowd (especially in school), I am one of the few remainings that have not gone through this type of living-alone transition yet. This social disturbance went its way through the psychological level of my being, and having to live a kind of bland, featureless life made me want to separate myself from my family. I have interviewed a common pal of mine to ask what he thought when I told him the news less than a year ago. As he stated out, Yeah. We thought, pal, that you werent about to make a final say for yourself. I mean, come on, man, youre not about to stay still until youre too old to stand up would you? (name, personal interview, 20 July 2007). The roles of these comrades, even if they werent that close to me, were still very significant to my decision to finally choose to live on my own. The separation stage was the most significant stage for me because it revealed the courage to do some transitions that led to the rite of passage. To celebrate the rite, my friends and I went to the ___________ Club and then spent about six hours, while I tried to figure out the next thing I had to do. The Second Stage: Transition The second stage of the rites of passage is called the transition. Here, the initiate enters the phase of non-member and ends it under the phase member. After understanding who I really am, or what I am about to do, I felt that my life was really starting to take form. We (there were three of us going through a living-alone transition) know that there would be new obstacles and complications along the way, such as looking for better means in earning money. Yet for me, the real purpose and meaning of life was starting to appear, and I finally felt some kind of a mental and psychological inner force, entailing me to reach the other end that almost all my friends have already been enjoying. In my desire to know what my family really felt during this significant transition of mine, I asked for the opinion of my uncle who lives in [place]. This was what he said: Yeah, boy, it was good to see you finally learnin to stand on your own two feet. When I started to live on my own I was about half your age. Well, life was simpler and easier back on those good ol days. You just kinda shift that ol horse and put grass on the mouth youre more likely to succeed livin! Hahah! Now you cant do that anymore. And I sure am glad you finally managed to stand up, boy! (Uncle ___________, personal interview, 22 July 2007) I started out with the transition stage as a non-member during the time when I announced to my family, during our meal, that I have finally decided to live on my own. I sure am glad that they wonderfully accepted my decision. They asked if it was really what I wanted, and I said yes. My dad was so happy seeing his young boy grown up that he said it would be good to go fishing in the afternoon. It is obvious that fishing has been our familys rite or ritual every time something good and encouraging happens within the family. My brother and sister went with us, so did my mom. About 20 days after, I was already very far from them at Minnesota, and I succeeded in going through the transition stage alive. The Third Stage: Re-incorporation Finally, the third stage is called the re-incorporation, wherein a newly transitioned member gets to be reaccepted again by the community, with the latter expecting the initiate to carry out missions or purposes in the societal trends. This state of passage is the final stage, as the initiate is stripped from its bygone identity after being separated from its previous social status and norm. Regarding my personal rite of beginning to live alone, I realized that I underwent it without being forcefully moved or encouraged. Unlike the earlier rituals of other races, the U.S. culture of the 21st century reflected one that need not be forced or compelled. There are obligations, of course, which initially redefine my new social standing, such as being able to accomplish my duties and responsibilitiesmy commitment to stand alone in front of the world. Over the cultural history of America, this transition of being able to live alone in a separate room, house, or apartment marks the adolescen ce of the human being. It was Erikson who stated that, in an individuals life cycle, there are actually eight ages of the life cycle: childhood and adolescence wrap up the first five stages, while the last three stages are on adulthood and the predicament that goes with it (Kaye 2002). This leads us to the statement that, in America, the rite of living alone for the first time reflects the end of the first five stages and the start of the sixth stage, which is on adulthood and the predicament that goes with it. Even Elliot Jaques developed Eriksons theory when he stressed the importance of mid-life crisis during individual development (Kaye 2002). The time I finished the transition stage and entered the re-incorporation stage, I was into adult learning, which appears to be the basic foundation of an adult beings capacity to learn, to survive, to mingle, to reflect, and to relate. I felt that, while I was going through this third stage, the social community was on its brink of accepting me again into their world. Man is born with three instinctive traits, which, in a large degree, give direction to all his motives and his act. Each of us is born with the impulse to preserve his own life Each normal human being is also endowed with the instinct to perpetuate himself And each of us is born with the impulse to express his own personality. Eduard C. Lindemann 1921 The three stages of the personal rite of passage that I experienced less than a year ago appeared to be smooth flowing and victorious. I personally acknowledge that fact to my family and friends, who both helped me go through a basic transition in my life, which for me is very, very important. There may not be some initiated rite procedures like cutting the hair, putting tattoos, or scarification, yet the family and community trend (i.e., celebrating through fishing, going to the club) can be a reminder that personal rites mirror the culture and lifestyle of the specific initiate. Another significant sign of the rite that points to the successful celebration of being able to live alone is the use of beautiful clothing, ornaments, special food, music and dancing that the heteronormative culture of America has embedded in its culture. Initiation rites of the United States of America depend on the social standing, culture, and race of the initiate. Because our country is a very diverse country, the manner of feasting and going over the rites of passage can also be described as diverse. I told my mom during the celebration that there wont be a lot of stress, anyway, since I would be sharing my room with two of my closest friends. Yes, I know, son. Im happy that youve grown now and that you know how to live on your own. But if in any case youd need some hand or whatever, just tell us and wed hand you over the keys, she insisted before I left to gather all my belongings to Dads car. Yes, I know that, Ma. There wont be much I should be doing anyway. All I would need to do is to just survive thats all! Yet the thought suddenly made me frown. BIBLIOGRAPHY Goggins II, Lathardus. The Academic STARS Retention Model: An Empirical Investigation of its Effectiveness. Soup and Substance Series (2004, February 11): 1-26. Powerpoint presentation. Available from the National Coalition for African-Centered Rites of Passage database. Kaye, Jeffrey. Adult Development and Psychotherapy, (2002). Database on-line. Available at Jeffrey Kaye, Ph.D. database. Khalaf, May. Inquiry Reports: Rites of Passage: van Gennep and Beyond. Introduction to Ritual Studies I, (2001). Database on-line. Available at Thom Parkhills Homepage, St. Thomas University database. Lindeman, Eduard C. The Community: An Introduction to the Study of Community Leadership and Organization. New York: The International Committee of Young Mens Christian Association, 1921. Rite of Passage. Wikipedia Online Encyclopedia, (2007). Database on-line. Available at Answers Corporation database.

Reform Impulse essays

Reform Impulse essays Today many people speak about the pace and revolutionary speed of life. It appears that this has to be the time of greatest change in American history. Those who lived in the United States during the mid-1800s may have thought differently. When Alexis de Tocqueville visited the U.S. in 1831, he was amazed not only by the nation's fast pulse but also by the reaction of the citizens to this tremendous growth. Americans were surely on the move, but not everyone agreed on the direction. Many were worried about territorial expansion, increasing population and expanding diversity that was causing increasing animosity and selfishness that individualism brings. These concerns initiated the reform tradition or reform impulse as it is Individuals from a wide range of backgrounds and interests had various reasons for wanting reform or changing the direction they saw the country moving. Humanitarian or secular organizations hoped to reduce the stresses and inequities created by social disorder, violence, and widening class divisions. Others wanted to spread the word of God and eliminate the arising societal evils. Specific-cause associations included the American Temperance Society, the American Peace Society and the Society for the Prevention of Pauperism. The American Bible Society, the American Tract Society and the American Female Moral Reform Society were among the religious groups that brought the missionary effort to the U.S. population. For whatever the problemcrime, poverty, prostitution, intemperance and ignorancean organized effort existed. Temperance often headed the list of the moral reform enterprises, since drinking was such a critical part of American culture. The consumption of whisky, rum, and hard cider exceeded six gallons per person per year. In 1826 the national organization, the American Temperance Society, was formed. This was followed six years later by th...

Small business Essay Example | Topics and Well Written Essays - 2500 words - 1

Small business - Essay Example Purpose - ABS & Associates is a new brand within the United Kingdom consultancy industry that intends to provide fast, reliable accounting, technical and managerial assistance to local, national and international businesses. With ABS & Associates, we sell solutions & results. Our Objective: ABS & Associates short term objectives are to generate a margin of profit, grow at a challenging and manageable rate, and make a margin of 12% within the first few years of operation. Our long term objectives include ascending to the top five positions in the industry, become a leading auditing and consulting brand within Europe, capturing about 30% of the European and the UK consulting industry market share. The timing for setting up this business venture is the best. In the present phase of rampant accounting and auditing scandals coupled with stringent and ‘difficult to interpret and understand’ regulations set forth by regulatory bodies, the global financial crisis, ABS and Associates business consultancy intends to give prospective clients just the services they much desire to sail out of these huddles. The present niche market, existing demand from prospective clients, as well as personal desire nested at college to one day start our auditing and consulting business, the procurement and existence of highly professional and qualified Accountants at our reach and scope to support the business, give this venture a bright future. The proprietor of this business ABS, has masters degrees in Business Administration, is a Certified Public Accountants with thirteen years of professional experience in the Accounting/Auditing business. My desire of quality services and access to a pool of talented team of Accountants and Consultants will provide ABS & Associates with what it takes to make this venture an extremely successful one. (Bourdieu et al, 1984). In the light of our vision and mission statements, the growing reputation of the