Abstract
The paper looks at Robert Keller's article "Cross-Functional Project Groups in Research and New Product Development: Diversity, Communications, Job Stress, and Outcomes" that is a report on a research study on cross-functional project groups. The paper describes how Keller developed a model of cross-functional project groups, and tested hypotheses on 93 research and new product development teams, from four companies.

From the Paper
"Robert Keller's article "Cross-Functional Project Groups in Research and New Product Development: Diversity, Communications, Job Stress, and Outcomes" is a report on a research study on cross-functional project groups. Keller developed a model of cross-functional project groups, and tested hypotheses on 93 research and new product development teams, from four companies. Keller begins by reviewing the conventional wisdom on cross-functional project groups. He defines cross-functional project groups as groups that comprise members from different functional areas of the corporation, and..."

Tags:team, cross, functional

Abstract
This paper explains that the American Red Cross is one of the first organizations, which comes to mind when there is an emergency or disaster, a need for training in health and safety procedures or blood donations. The author points out that most all of the activities and processes performed by the American Red Cross are monitored and measured; leaders are responsible for documenting and reporting the sources of funding and donations. The paper relates that American Red Cross functions on different levels; chapters located throughout the United States function independently, are granted the ability to provide service in its given area and report to their regional office who in turn will report to the National Office.

Table of Contents
Formal Statements of the Organization
Work Environment
Slogans and Sayings
Role Modeling, Training and Teaching
Motivating Employees
Stories and Legends
Organizational Activities, Processes and Outcomes
Reactions to Crises and Incidents
Workflow and Organizational Structure
Selection and Replacement of Employees
Conclusion

From the Paper
"The American Red Cross staff consists of both paid employees and volunteers. They pride themselves on the importance and recognition of their volunteers. For every paid employee there is a volunteer counterpart on every level of the hierarchy. When looking at candidates, several different areas are considered. The individual must be flexible with his or her time, must be able to work in teams, have a history of working with people and want to help people. Volunteers go through the interview process and evaluation process just as a paid employee does. Volunteers are also subject to the same disciplinary action and termination action if necessary."

Tags:volunteers, chapters, emergency, training, safety

Abstract
The paper analyzes the movie "Seventh Cross". The paper discusses the characters of Zillich and Wallau. The paper discusses their differing attitudes: Wallau was certain that the structure of the world held firm and would continue to hold firm regardless of what struggles might come; Zillich lived a self-fulfilling prophecy that the global structure was unreliable. The paper further discusses how the entire Nazi movement was, unlike communism, a revolt against Western civilization, reasoned discourse, and human rights.

From the Paper
"Serve their Paradigmatic Function Zillich and Wallau are similar only in that both are doomed; they differ radically in attitude. In the last moments of his life, Wallau was certain "that the structure of the world held firm and would continue to hold firm regardless of what struggles might come" (Seghers 294). Zillich lived a self-fulfilling prophecy that the global structure was unreliable. At the same time, Zillich exemplifies the bureaucratic efficiency and brutality of the Third Reich. He represented the entire Nazi movement which, "unlike communism, was a revolt against Western civilization, reasoned discourse, and human rights"."

Tags:ideology, character, function

Abstract
The paper shows how language functions to affect the shape and outcome of cross-cultural dating. It examines the social context of intercultural romance and discusses globalization as a part of personal relationships and social interactions.

From the Paper
"This research examines the role of language in cross-cul.tural romantic relationships. It explores how language functions to affect, for good or ill, the shape and outcome of cross-cultural dating. First the re.search will provide a social context in ..."

Abstract
The paper explains that the effectiveness of project managers in a team environment is directly linked to their emotional intelligence (EI) and corresponding ability to create an environment of transformational leadership in their organizations. The paper shows how transformational leadership styles, supported by a strong set of EI precepts, values, behaviors and approaches to interacting on cross-functional teams, does deliver significantly stronger results over time.

Outline:
Summary
The Generational Shift in Valuing Emotional Intelligence
Emotional Intelligence Theories
Evaluating Team Leadership and Emotional Intelligence
Transformational Leadership and its impact on Cross-Functional Teams
Summary

From the Paper
"Early theorists often remarked that knowledge of and strategizing over the emotions of workers was tantamount to manipulative management practices, and that emotions were to be controlled first by the individual. The beginnings of EI were quite negative, as theorists did not find the link in exceptional performance and positive management approaches to fostering and sustaining strong emotions of achievement, growth and recognition. The first theorists felt that emotions were to be controlled by the individual or he or she would succumb to their influences (Young, 1936; Schaffer, Gilmer & Schoen, 1940)."

Tags:achievement, cooperation, Salovey, Mayer, Goleman, Boyatzis

Abstract
The paper looks at how Isabelle Barker, in "Disenchanted rights: The Persistence of Secularism and Geopolitical Inequalities in Articulations of Women's Human Rights," examines the complexities involved in the articulation of women's human rights within a global context of conflicting secular and non-secular ideologies. Opening with an examination of a United Nations conference in 2000, at which religious activists from a range of ideological perspectives played critical roles in shaping the agenda, she explores how secular and non-secular ideologies have functioned in the historical context, as well as today, in both fostering and restricting progress in women's rights. This paper critically explores Barker's arguments with respect to a number of other critical texts that address issues of women's rights and health within a global transnational context. The thesis is argued that while Barker's proposals with regard to the need for a "more robust use of intersectionality" (Barker n.d., p.8) are sound, the full implications of her arguments can only be understood within a much broader exploration of the discourse of rights in both western and non-Western/non-Christian contexts.

From the Paper
"Isabelle Barker, in "Disenchanted rights: The Persistence of Secularism and Geopolitical Inequalities in Articulations of Women's Human Rights," examines the complexities involved in the articulation of women's human rights within a global context of conflicting secular and non-secular ideologies. Opening with an examination of a United Nations conference in 2000, at which religious activists from a range of ideological perspectives played critical roles in shaping the agenda, she explores how secular and non-secular ideologies have functioned in the historical context, as well as today, in both..."

Tags:women, rights, culture

From the Paper
"Introduction
Lean manufacturing techniques combine just-in-time processes with total quality management and cross functional teams in order to create an environment where inventory costs are reduced, production processes are made more efficient, individual employees have greater control over their tasks, and the company as a whole is able to deliver greater value to its customers. Companies which are just starting out are increasingly turning to lean manufacturing to provide them with a competitive edge in the market, but implementing a lean manufacturing environment in an existing organization can be challenging and require significant changes in the corporate culture. In spite of the challenges associated with implementing lean manufacturing, a large number of companies, including General Motors and Boeing, have turned to this technique."

Abstract
The human resource function is one which ties the organization as a whole to the outside community, and which also helps set the tone for the establishment of an internal corporate culture. The functions performed by human resources cross departmental boundaries, and cut across all layers of the organization, as well. This research examines the many functions that the human resource organization, and the human resource manager, must perform in today's modern organization.

From the Paper
"The human resource function is involved with four basic components: external conditions, organizational conditions, human resource activities, and objectives of the organization. The external environment influences and restricts the organization's strategies and ultimately its effectiveness. The external environment is a combination of societal, cultural, political and economic factors that influence the organization and its employees.
Economic conditions directly influence all operations of any organization, including its human resource activities. A manager's decision to hire additional people, to lay off current employees, or to grant a wage increase are all decisions influenced by economic conditions. These conditions also influence employees. For example, high unemployment rates may make employees reluctant to leave their jobs and thus result in lower turnover."

Tags:personnel, management

Abstract
This paper discusses the strategies that an organization requires in order to function successfully. It looks at hiring policies and the reward systems, executive leadership roles and responsibilities and employee motivation. The paper focuses on organizational culture and how this affects cross cultural leadership and other aspects of how the organization functions.

From the Paper
"Any organization depends on its members for its functioning. People however need to be motivated in order to perform their tasks. It is not an easy task to increase the motivation of the employees. The differences between people, their interests and desires, as well as the characteristics of their jobs, together with their abilities make it difficult to come up with an unique motivation scheme for the entire group of people part of an organization. There are various theories regarding motivation. One of the most famous ones is represented by the hierarchy of needs , a theory conceived by Maslow. An organization can motivate its employees through the satisfaction of the five types of needs that Maslow has individuated. The physiological needs for example can be satisfied by the wages. The financial motivation is extremely strong since the amount of money that people gain influences their status and thus their opinion regarding themselves, regardless of the cultural environment they belong to."

Tags:motivation, employee, management, leadership, hiring

Abstract
The paper explains why so many CIOs fail in aligning their strategic IT plans to business objectives. The paper looks at how the entire process of creating, editing and finally seeking feedback and execution of the IT plan requires a set of skills the CIO doesn't typically use. The paper discusses the use of transformational leadership and transactional leadership. The paper concludes that implementing a successful strategic IT plan depends on the CIO creating successfully functioning cross-functional teams, using effective transformational leadership strategies and infusing a sense of ownership into the plan across departments.

Outline:
Executive Summary
A CIOs' Emotional Intelligence and Cross-functional Team Performance
Summary

From the Paper
"The role of cross-functional teams is primarily to intensely focus resources, processes, and people for the completion and project schedule for a strategic IT plan. The logic of cross-functional teams is that the varied members of the team, each from a different functional area or in larger organizations, specific disciplines including engineering, marketing, manufacturing, operations, and service can be more effective in accomplishing the many synchronized and often complex tasks in developing a strategic IT plan that supports their specific business goals and objectives."

Tags:transformational, transactional, leadership, cross-functional, teams