Definition and Examples of Recursion in English

Recursion is the repeated sequential use of a particular type of linguistic element or grammatical structure. Also called linguistic recursion. Recursion has also been described more simply as the ability to place one component inside another component of the same kind. A linguistic element or grammatical structure that can be used repeatedly in a sequence is said to be recursive. Examples and Observations If you build an earthen home now, think of the wonder on the face of your great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great-great grandchild! (Ianto Evans, Michael G. Smith, and Linda Smiley, The Hand-Sculpted House: A Philosophical and Practical Guide to Building a Cob Cottage. Chelsea Green, 2002)Some . . . affixes are mildly recursive: re-re-write, anti-anti-war, great-great-grandmother. This type of morphological recursion (where the same affixal form is repeated without intervening morphemes) appears to be unique to this functional category across languages, though most . . . affixes are not recursive. (Edward J. Vajda, Referential and Grammatical Function in Morphological Typology. Linguistic Diversity and Language Theories, ed. by Zygmunt Frajzyngier, Adam Hodges, and David S. Rood. John Benkamin s, 2005)He can take a letter from you to her and then one from her to you and then one from you to her and then one from her to you and then one from you to her and then one . . . (P.G. Wodehouse, Thank You, Jeeves, 1934)Didnt matter if the fe-fe was a VP, VIP, stay-at-home wife, his wife, his sister, a lover, an employee, an associate, a groupie, a counterpart, smart, fine, dumb, ugly, dumb and ugly, a model, a hooker, a Christian, his best friend, or his mother. (Mary B. Morrison, Hes Just a Friend. Kensington, 2003)   (4a) The tiger is a large, fierce carnivore.(4b) He was a tall, handsome, witty doctor.(4c) They were  inky, dusty, grey old men. The fact that English permits more than one adjective in a sequence in this manner is an example of a more general feature of languages that linguists call recursion. In English, prenominal adjectives are recursive. Simply put, this means that prenominal adjectives can be stacked, with several appearing successively in a string, each of them attributing some property to the noun. In principle, there is no limit to the number of adjectives that can modify a noun. Or better, there is no grammatical limit. (Martin J. Endley, Linguistic Perspectives on English Grammar: A Guide for EFL Teachers. Information Age, 2010) A Stack of Bowls In English, recursion is often used to create expressions that modify or change the meaning of one of the elements of the sentence. For example, to take the word nails and give it a more specific meaning, we could use an object relative clause such as that Dan bought, as in Hand me the nails that Dan bought. In this sentence, the relative clause that Dan bought (which could be glossed as Dan bought the nails) is contained within a larger noun phrase: the nails (that Dan bought (the nails)). So the relative clause is nested within a larger phrase, kind of like a stack of bowls.(Matthew J. Traxler, Introduction to Psycholinguistics: Understanding Language Science. Wiley-Blackwell, 2012) Recursion and Infinitude [One] factor that encourages linguists to believe that human languages are infinite sets stems from a presumed connection between linguistic creativity and the infinite cardinality of languages. Note, for example, this statement by [Noam] Chomsky (1980: 221-222): . . . the rules of the grammar must iterate in some manner to generate an infinite number of sentences, each with its specific sound, structure, and meaning. We make use of this recursive property of grammar constantly in everyday life. We construct new sentences freely and use them on appropriate occasions... He is suggesting that because we construct new sentences, we must be using recursion, so the grammar must generate infinitely many sentences. Note also the remark of Lasnik (2000: 3) that The ability to produce and understand new sentences is intuitively related to the notion of infinity. No one will deny that human beings have a marvelous, highly flexible array of linguistic abilities. These abilities are not just a matter of being able to respond verbally to novel circumstances, but of being capable of expressing novel propositions, and of re-expressing familiar propositions in new ways. But infinitude of the set of all grammatical expressions is neither necessary nor sufficient to describe or explain linguistic creativity... The infinitude of human languages has not been independently established--and could not be. It does not represent a factual claim that can be used to support the idea that the properties of human language must be explicated via generative grammars involving recursion. Positing a generative grammar does not entail infinitude for the generated language anyway, even if there is recursion present in the rule system. (Geoffrey K. Pullum and Barbara C. Scholz, Recursion and the Infinitude Claim. Recursion and Human Language, ed. by Harry Van Der Huls t. Walter de Gruyter, 2010)

Effective Assessment Methods For Individuals And Groups Of...

To decrease potential barriers to learning, assessments for individuals and groups of children can be taken; teachers can set achievable targets and use a graduated approach. The graduated approach identifies four steps of action - assess, plan, do and review (DfE, 2014). Most importantly, the DfE (2014) agrees that â€Å"all agencies should work together to fulfil the needs of SEN learners working together with teachers, parents and schools and any other local authority involved†. One question that needs to be asked, however, is whether or not the â€Å"quality of the teacher contributes more to learner achievement than any other factor, including class size, class composition, or background† (Sanders and Horn, 1998). Lastly, because teachers spend time planning and teaching children, their role could be the most crucial component of inclusive practice, contributing to high progression made by a diverse range of pupils. Moreover, lessons should be planned accordingly f ollowed by regular assessments so that support is matched to needs. Effective assessment methods help teachers to develop appropriate strategies to sustain the child’s learning. Before 2014 assessments and statements were the best way to offer provision for a child with SEN. However, statements only described SEN children’s needs; how needs should be met and what school the child should go to. Alternatively, the benefits of an assessment include experts such as a child psychologist and the people who are involved inShow MoreRelatedInquiry Learning Experience1140 Words   |  5 Pagesexperience, children will practice the skills of observing, communicating, classifying and inferring. These skills are integrated in the lessons and allow children to construct knowledge about how caterpillar will change into a butterfly following certain developmental growth sequence. 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Importance and Influence of Organizational Changes †Free Samples

Question: Discuss about the Importance and Influence of Organizational Changes. Answer: Introduction The contemporary business environment in the global scenario has been becoming increasingly diverse, competitive and complicated across the world. The contemporary commercial scenario has been experiencing a huge dynamics both in terms of their structure as well as in terms of the operational base and clientele (Qaisar Khawaja, 2012). The phenomenon of Globalization, which is an integration of the economic, cultural and social aspects of the different parts of the world, also contributed significantly in changing the business structure in the global scenario. With a more interconnected global forum, the number of players in each of the industry has increased significantly, as now the consumers have access to both domestic and internationally produced goods and services. Thus, the business world has become hugely competitive (Baylis, 2016). The technological innovations and continuous progress has added to the dynamics in the organizational structure of the business considerably as the firms go on adapting new technologies in order to improve their productive efficiency as well as to reach out to different genres of clientele across the world. This, in its turn, increases the competition in the contemporary commercial situations (Popescu, 2013). Given this scenario, it becomes absolutely necessary for the business institutions to make their organizational management dynamic by implementing appropriate organizational changes to make the business organizations more competitive and adaptive to the new business environment prevailing in the global scenario (Craig Campbell, 2012). The assignment takes into account the aspect of the need for organizational changes, especially by the small or the traditional business organizations to adapt and survive in the fiercely competitive global commercial scenario. The changes are required to cater to the increasingly changing clientele, diverse demand structures, dynamism, and specialism in the market. The assignment tries to analyze the causes behind the need for such changes and also discusses the ways in which the business organizations can implement the changes in their organizations so as to make their organizations fit to compete in the industry in the international scenario (Sekaran Bougie, 2016). Reasons behind the need for organizational changes in business enterprises With the global economic scenario constantly undergoing changes in structure, demography and methods of operations, there arises several reasons for which changes are needed to be implemented in terms of the organizational structures of the commercial enterprises. The primary ones are discussed as follows: Change for the sake of change- The main reason behind the implementation of any kind of organizational changes in the business institutions can be the changes in the overall commercial framework in the international scenario, with time, which makes it a continuous challenge on part of the institutions to maintain their profitability and long run prospects (Benn, Dunphy Griffiths, 2014). Identification of new opportunities- With the change and constant variations in the demand of the consumers and the innovations in every aspect of the commercial scenarios, there arise new types of opportunities in the organizations to expand their area of operations by modifying according to the need of the situations. This may help them by improving their long-term adaptability and prospects in commercial aspects (Fortune.com, 2017). Technological innovations-The world is continually undergoing technological innovations, which has considerable implications in every sector of the countries, including the industrial and commercial sector of the global economy. Therefore, it becomes increasingly essential on part of the commercial enterprises, to incorporate this aspect in their operational framework (Halkos Bousinakis, 2012). To stay in the competition and to earn an edge over their rivals, the business organizations need to be aware of the changes and improvements in the technological aspects relevant to their operational requirements. If an organization fails to adopt the new technological changes, it may result in loss of opportunities for the organization and may in the long run have negative impacts on the same in terms of efficiency, competitiveness and long term profitability (Carlsson, 2012). Internal and External Pressure- With the changes in the overall business environment, the management and employees in the workplace often exerts pressure for change in the concerned organization, which are of internal in nature. On the other hand, pressures also come from external sources, which include the demands of the customers, the changes in the clientele, changes in the regulations of the governments, dynamics in the financial markets and others. These internal as well as external pressures collectively result in the changes in the organizational behavior in those commercial enterprises (Stacey, 2016). Planned Abandonment- Change being the only constant in the business environment in the global scenario, with respect to time and requirements of the then situations, the enterprises often need to replace their traditional processes, production methods and even goods and services that they offer to their customers (Cameron Green, 2015). This is required to keep the company surviving in the continually increasing competitive commercial environment. For the purpose of this planned abandonment, organizational changes are extremely important and for that, proper strategies are to be taken by the commercial enterprises. Keeping the above requirements in mind, it becomes evident that with the constantly changing and modifying environment in the commercial scenario, it becomes necessary for the business organizations to implement changes in the organizations to increase their long term effectiveness and efficiency. However, these changes are not simple or easy to design or implement and requires more than just planning for the same. Organizational Changes Organizational changes, in the contemporary periods, require significant emphasis on the humane factors present in these aspects. Organizational changes, by the term itself, refers to the reviewing and modifications of the management and business structure of a commercial organization, including the changes which are required in the production process of the company such that the company can adapt to survive against the continually increasing competition and gain an edge before the bigger competitors (Sikdar Payyazhi, 2014). However, changes in the organizational structures are not stagnant or one time as complacency in the business organizations may lead to withering out of the successes achieved from one time organizational change. Thus, it is evident that organizational change in the business institutions is a continuous process, which can be of different types, which are discussed in the following sections. A business organization can undertake changes, to adapt to the changing commercial scenario in the global framework, to increase its long term productivity and prospects and these changes can be broadly classified into three categories depending upon the nature of the changes and the domain under which these changes are undertaken (Burke, 2017). These categories of organizational changes are discussed as follows: Re-engineering of the business processes- One of the major organizational change types which are most commonly implemented in the business enterprises is the re-engineering the process of businesses. The business re-engineering process, as a concept, first came into existence in the 1990s and it fundamentally emphasizes on the fundamental aspects of the workflows and the mechanisms, which exists within the business organization (Harmon, 2014). This type of changes help in facilitating the fundamental changes in the company, regarding their basic work structure, which targets the improvement of the customer services, cost efficiency and competitiveness keeping in consideration the international competitions, which keeps on increasing with the changes in the global business structures (Cummings Worley, 2014). This type of organizational change helps in radical restructuring of the business organizations by emphasizing on the core business procedures of the companies. Generally, a business comprises of a set of logically linked operations, which cumulatively work towards the maximization of the profit of the organization itself. In case of such situations, where the external as well as the internal environment of the business requires remodeling, the managers or the leaders in any business opt business process re-engineering. This is mainly done ensure a holistic recreation of the commercial operations in place of random iterative changes, such that the entire commercial operational scenario becomes fit for survival in the changes environment (Morgan, 2013). This process has been till now implemented by many of the global commercial organizations, as can be seen in the 1990s Fortune 500 companies, where nearly 60% of the member companies either already initiated the process or were planning to do so in near future. Incremental Change The former type of organizational change refers to a wholesome planned method of changes, which are cumulatively introduced in the business scenario in a pre-planned way. However, often situations arise in the business world, which are completely unanticipated by the managers of the commercial organizations. In such cases, the managers of the organizations can introduce another type of change, known as the incremental change (Gillon et al., 2012). This type of organizational change includes a combination of many small and gradual changes, which are often unplanned and designed abruptly to combat unanticipated situations to the project. The incremental change is mainly applied in the commercial organizations, which needs to constantly go on updating themselves to be at par with the rapidly changing economy in the global framework (Eccles, Perkins Serafeim, 2012). One of the most appropriate examples of incremental change in business organizations is the global knowledge giant, Wikipedia, the online encyclopedia, which constantly keeps on updating itself bit by bit, with new information in every aspect flowing in from different parts of the world every day. For this purpose the site always need to implement small changes gradually, which fall under the domain of the incremental changes. This is also applicable in those organizations, which make many varied products, like the manufacturing companies which make thousands of small parts of a car. In such cases, the managers of the company can implement incremental changes in their organizations in order to stay in the constantly changing dynamics of global competition by decreasing the cost effectiveness and increasing their efficiency (Kuipers et al., 2014). Technical Change One of the primary factors in which there are constant dynamics, which in turn affects the operations and profitability of the commercial organizations is the technological innovations, which keeps on happening continuously and which also, have significant implications on the operations, productivity and profitability (both short run as well as long run) of the firms. Thus, another type of organizational change, which is often implemented in general in the business organizations by the managers is the technological change (Brown Osborne, 2012). The technological change in a business organization, refers to the changes in the process in which the business operates, by implementing inventions, innovations and diffusion of technologies which are relevant the industry itself and which helps in increasing the cost effectiveness and competitiveness of the concerned firms. The term technological change with respect to the commercial enterprises all over the world, can be said to be similar to the concept of the technological development or up gradation, which makes operating on part of the commercial organizations easier or cheaper. This is based on better technology or more technology being integrated in the existing framework of the operational methods of the commercial enterprises (Frame White, 2014). Thus, it can be said with reference to the above-discussed types of changes that a business organization is always subjected to some sort of change or other, in their operational framework. This has to be done by them, to stay in the competition and to get a competitive edge over the rivals in the same industry, both in the domestic as well as in the international domain of business. Common Areas where changes can be brought by the managers The organizational changes in the business enterprises depend on the nature of the organizations, their clientele, the goods and services the organizations offer and the domain of industry under which they fall. There are in general several common areas in almost all the business organizations, in which they can implemented changes so as to improve their effectiveness with the continually increasing dynamics in the commercial world (Forbes.com, 2017). These include the following areas: Mission- The mission of a company shows the basic objective with which the company starts operating in the market. With time, the objectives of the companies also change in order to adapt with the changing business atmosphere, which in turn leads to implement organizational change in the mission of the company itself. Strategy- The managers of the commercial organizations often implement changes in the strategic framework of their organizations in order to respond to the dynamics in the market in which they operate as well as to stay ahead of the competitors who also constantly keeps on innovating and adapting to the new dynamics in the economic scenario (Carayannis, Sindakis Walter, 2015). Operational Changes- The structure and hierarchies in the business organizations have a huge implication on how the organization operates in the commercial environment. Therefore, this area remains a common arena to implement changes and the managers of different commercial enterprises keep on changing the structure of hierarchy in the enterprises, depending upon the need of the situation. Often new posts are created and existing posts are modified or nullified depending upon the need for the particular post and the responsibilities bestowed upon them. Technology- As discussed above, this is one aspect in the commercial organizations, especially in the commercial enterprises, which has to be always monitored constantly due to the constantly changing technological framework in the global scenario, which can be highly attributed to the innovations which constantly keep on coming. Many managers give immense to technological organizational changes in order to increase the effectiveness of their organizations (Davenport, 2012). Employees and Management- With time and continuous dynamics in the world of commerce, it is of utmost importance for any commercial organization to keep on improving and augmenting the skills and productivity of the employees who are working in these organizations. This, if not done, from time to time, may lead to stagnancy of the employees, which in turn leads to decrease in the productivity and long term prospects of the companies, thereby decreasing their sustainability in the face of the fierce competitions. The management of the companies are also subjected to change, in terms of structure and mode of operations. This is primarily because management of any organization have the responsibility to run the organization effectively and if the management becomes stagnant and outdated in terms of operations, then that can have immense negative implications on the health of the company itself in the long run and thus changes are mandatory (Jeston Nelis, 2014). Culture- Work culture in any organization, especially in business enterprises contribute to the productivity of the employees and thus in the productivity of the organization themselves. With time and an ensuing change in the cultural patterns globally, it becomes essential for the managers of the organizations to modify the culture in their respective work places in order to increase their effectiveness. Work flows- This particularly is relevant for the manufacturing industries where it is important to upgrade and modify the supply chain as well the set of productive operations in the organizations itself, according to the changes in the global patterns in the industries, to stay efficient and productive in the long run (Jacobs, van Witteloostuijn Christe-Zeyse, 2013). The above discussion strongly asserts the fact that for staying active and productive in the fiercely competitive contemporary business world, it is essential for the commercial organizations, especially the small ones, to be aware of the changes, which constantly keep on occurring in their domain of operations. In this context, to increase the effectiveness of the organizations and their future prospects the managers need to implement the organizational changes, as discussed above, appropriately and keeping parity to the needs of their respective organizations, which may in the long run help them to stay ahead in the competition in the global framework. Contemporary business situations in the global commercial framework have been becoming more and more competitive with each passing day. In such a context, it becomes important for the existing commercial organizations to constantly modify and remodel themselves in order to survive and stay ahead of their competitors. There are many factors, which have significant influence on the effectiveness and performance of these companies. These factors maybe internal as well as external and their role in determining the welfare and long run sustainability and efficiency of the firms depend on the nature of the firms, the goods and services they offer, the clientele they deal with and the mode of operations of the concerned industries. One of primary internal factors, which have immense implications on the performance of any commercial organization, especially in the contemporary business world, is the leadership structure in the concerned organization (Mendenhall, 2012). Leadership, in terms of business organization, can be defined as the way in which the management of any commercial enterprise sets and achieves the goals of the enterprises, by taking appropriate and timely decisions, maintaining smooth running of every aspects of the organization and by modifying the operational procedures as and when required. This has to be done by the management in order to stay ahead in the competitors (Northouse, 2015). This part of the assignment, keeping into consideration the context of leadership aspects in the commercial organizational framework, tries to analyze the factors which affects the leadership in any organization in general and the causes of leadership failures which are common in almost all parts of the world. The assignment, takes reference of two examples of Asian companies in order to elaborate the implications of leadership (both positive as well as negative). These two companies include one in which the poor leadership abilities and corrupted attitudes of the leaders led to a complete failure of the company and the other in which huge profitability and prospects were observed in a company, the same being attributed to efficient leadership abilities of the management of the concerned company (Nahavandi, 2016). Causes of failure of leadership in commercial organizations Leadership in business enterprises, as discussed above, is necessary for the better performance of the company as a whole. A good leadership structure in the company does not only ensure higher productivity and efficiency in the operations of the company, but also inspire the employees working under the management, such that they feel motivated to work more and also set examples for other commercial organizations to follow. However, just as a good leadership motivates the employees and increases the productivity of the company, bad and inefficient leadership has immense negative implications on the operational framework as well as the profitability of the companies. This is due to the fact that in presence of bad leadership, they tend to suffer huge losses in terms of efficiency, productivity, loss of consumers and losing out in face of competitions from the rival companies (Gallos, 2014). There may be different causes which results in leadership failure in the commercial organizations. These causes depend on the nature of the firms and the environment in which it operates. However, there are several causal factors which are always common in this aspect and which if occur, causes failure in the leadership structure of the management of the company, thereby hampering the prospects of the company to considerable extent. Some of these key causes are as follows: One of the primary causes of failure in leadership in any kind of commercial organization is the lack of love and passion in the mind of the leaders, for their co-workers, subordinates and for the company itself. A leader who does not love the job he is doing, may tend to work mechanically by manipulating the employees working under them or by leading by instilling fear among the employees or by force. Leadership by fear may create profitability for the organizations in the short run as the workers may tend to work more in a pressurized environment due to the fear of negative repercussions from the management, which may hamper their career (Furnham, 2016). However, this also leads to creation of immense negative feelings in the mind of the workers for the management and for the company itself. Workers may feel de-motivated, pressurized and deprived, which in turn may lead to higher turnover in the company. This may in turn decrease the productivity of the same, which may in turn caus e the company to perform miserably in the long run. A good leadership means that the leader is ready to respond to any kind of emergency and is up for taking any kind of task, which is required for the betterment of their organization. a good leader does not undermine any task thinking that they are overqualified to do that. When necessity arises, a good leader takes prompt actions and motivates others to work as a team, thereby setting an ultimate example of leadership in front of their employees as well as rivals, thereby earning their respect. However, the leadership structure of the company is such that it fails to serve the company in times of emergencies then it may have immense negative implications on the company as a whole as well as the workers working for the concerned company (Nixon, Harrington Parker, 2012). The management of any company has the primary responsibility of working with all the factors of production and coordinating them efficiently. Apart from this responsibility, it is also a part of the duties of the management of the concerned company to act as a bridge between the demand and supply side players as well as between the different aspects in the company itself. For doing the same, a good, friendly and positive attitude is required for the leaders. If a leader carries an air of negative attitude, this in turn creates a condition of fear as well as seclusion in the minds of his subordinates and the employees suffer from a lack of encouragement (Schyns Schilling, 2013). Self-centered leadership: Misuse of power: Often most of the leadership related problems arise in the commercial enterprises due to the vested interests of the leaders of those organizations. To deal with the problems and manage the entire operational process in a well-planned and coordinated manner, the leaders of an organizational are bestowed with immense power and control. However, the problems arise when the leaders unethically use the powers they have to manipulate the operations in the commercial organizations in such a way so as to fulfill their own vested interests. This type of behavior often includes improper ways of laundering companys resources, influencing and intimidating workers to abide by unethical means of operations and safeguarding self interests by compromising the welfare of the company and the workers in the same. This is an example of one of the most significant form of leadership failure in the corporate world. One of the main fears of many leaders working in the managerial aspects of the companies is the fear of creating competition and replacement. This type of thinking is an example of scarcity mindedness, which causes the leaders in a commercial organization to lose farsightedness and the incentive to look for the betterment of the overall company as they continue to focus on strengthening their own position in the company. This in its turn, leads to discouragement of the actually potential employees with the capability to lead the organizations in the long run, as they are often deliberately de-motivated by the existing leaders. This, though helps those in the leadership positions of the company, leads to turnovers and loss of useful resources from the company, which has negative implications on the same and thus this can also be treated as a primary kind of leadership failure in the business world. The leaders or the management of business organizations often try to keep several important operation, production and accounts related facts classified and do not feel the need to share the same with the employees of the company. In many instances, these habits lead to misleading attitudes on part of the leaders. The leaders often try to manipulate the employees by portraying either an overtly positive situation or an overtly negative situation, depending upon the need of the situation and the works, which they want the workers to do (Higgs Dulewicz, 2016). This, though effective to some extent, can create issues of disagreement and disappointment on parts of the workers when they come to know about the original situations. The workers may feel deceived and this may in turn lead to negative repercussions on the company. Lack of mental toughness and vision: A leader needs to have a strong vision, an objective and a strong mindset to work towards achieving the goals that he sets for the company he is leading. The mental toughness of a good leader plays important role in motivating the employees, coordinating the process of production and looking for newer opportunities for the betterment of his company. A leader with a lack of vision and lacking the mental firmness to implement the measures to work for the vision fails miserably to lead his employees and subordinates towards the path of progress and sustainability, which in turn leads to inefficient performance of the company itself (Johnson, 2017). Apart from the above-discussed traits, there may be other causes too, which may lead to leadership failure in a business organization. Some of these features are common while others depend on the nature of the organization, the structure of the management and the personal traits of those who are in the leadership roles for the concerned organizations. From the above discussion, it is evident that leadership is one of the most important factor which contributed to the prospects of any business and depending upon the quality and efficiency of the leaders, a business can prosper or fail. While a good leader takes his or her organization on the path sustainability and prosperity, an inefficient and incapable leader may be the cause of poor performance or complete failure of his or her organization. There are many instances in the real business scenario where the impact of leadership on the welfare of the business enterprises (both in the positive as well as in the negative sense) can be observed. The following section of the assignment discusses the scenario of two Asian companies, one in which poor leadership structure led to the failure of the organization and one in which a good and efficient leader took his organization on the path of sustained and consistent growth. One of the most prominent examples of how a faulty and unethical leadership can adversely affect a business company, thereby leading to immense loss, monetary as well as non-monetary is the scandal of the Satyam Computers, India, which is till now listed as one of the most shocking and biggest corporate scandals in the world. Founded in 1987, by B. Ramalingam Raju, the company with the name of Satyam (meaning truth in Sanskrit) mainly dealt with the information technology related services and had its expanse in various industrial sectors of the country as well as in the international business scenario. It was regarded as the fourth largest of the software service firms in India at that time (Bhasin, 2015). However, the steadily rising company suffered from an immense backlash and went almost on the verge of complete shutdown, in 2009, following a huge scandal, which was due to falsification of the accounts of the company. The primary person accused of the crime was the Chairman of the then Satyam Computers, Ramalingam Raju, who himself confessed of manipulating the accounts of the company by a whopping amount of nearly USD 1.47 billion. Ramalingam Raju, before the scandal was exposed, was considered to be one of the most successful leaders in the business scenario of India as well as in the world, owing to his huge success in making the company one of the rising players in the information technology sector. His leadership capabilities fetched him many prestigious awards like that of the Goldman Peacock award from the Institute of Directors and many others. He was also a part of different software lobby bodies including Nasscom and others (Niazi Ali, 2015). However, when the scandal was exposed it was seen that Raju had been involved in an accounting fraud of worth of more than a billion USD. To draw more investments for the company, he had manipulated the actual earnings of the company and nearly 94% of all the accounts that was claimed by him to be with the Satyam computers were fictitious. This led to an immense negative repercussion on the companys reputation, on the clients and the shareholders of the company a s well as on the personal reputation of Ramalingam Raju himself, as he was sentenced to seven years of jail and was shed off of all the accolades and appreciations which he previously received (Abid Ahmed, 2014). The above instance can be used as an example of failure in leadership. Raju, who was once considered to be a good leader, failed miserably in keeping up the reputation of his company. He got involved in unethical and illegal activities, jeopardizing the welfare of the employees and the shareholders of the company. His short sightedness clubbed with immense desire to achieve personal targets were a sign that the leadership in the company has been faulty. Raju, as a leader, lost the faith of his employees, the investors, the clientele and also led his company to almost at the verge of shutdown as the company lost all the trust in the information technology market. It was the acquisition of the company by Mahindra, which saved Satyam computers (Craig, Mortensen Iyer, 2013). While Satyam Computers shows the case of leadership failure in business, one of the primary examples of success in leadership in Asian companies is the case of Alibaba, the leading e-commerce giant, which originated in China and gained immense popularity under the leadership of Jack Ma. He is considered as one of the most successful leaders in the contemporary business world (Jung, Ugboma Liow, 2015). Leadership success: The leadership qualities of Jack Ma, which have contributed to the growth of Alibaba, in a very short span of time, can be listed as follows: Ma, as a leader, has a strong character and follows some strict principles, which in turn helped in building the foundation for the company and earn the trust and respect of his employees. Jack Ma gives immense importance to the satisfaction of his customers and designs his strategies keeping customers point of view in consideration, which contributes immensely in the companys well being. Jack Ma believes in a vision of regenerating the culture of China and he has the capability to unite his employees under a common goal of welfare for all. He also gives lucrative shares of equity to his workers to motivate them and make them feel a part of the company, which results in increase in their productivities (Fortune.com, 2017). Ma treats failure as giving up and he does not ever give up. He also believes in empowering others, which is one of the superior qualities of a good leader. Thus, it can be seen that leadership is one of the key aspects in the contemporary business organizations and much of the companys success or failure depends on the quality of the leaders of the concerned companies. In other words, it depends on their abilities to work for the purpose of achievement of the common targets of the welfare of the organizations as well as those who are associated with the organizations. References Abid, G., Ahmed, A. (2014). Failing in corporate governance and warning signs of a corporate collapse. Baylis, J. (2016).Strategy in the contemporary world. Oxford University Press. Benn, S., Dunphy, D., Griffiths, A. (2014).Organizational change for corporate sustainability. Routledge. Bhasin, M. L. (2015). Corporate accounting fraud: A case study of Satyam Computers Limited. Brown, K., Osborne, S. P. 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Foundation Design - Pile Testing free essay sample

This paper describes two major types of pile tests in foundation designing in the field of engineering Pile-load test and Integrity test. The paper shows that the construction of piled foundations is a skilled operation, and calls for a high level of training and experience. Though they are not infrequent, when faults are discovered in some important piles, the consequences could be severe. This paper describes two major types of pile tests: Pile-load test and Integrity test. The integrity tests include acoustic test, and seismic test method. For each pile test, the procedure and interpretation are discussed. An actual case is investigated and pictures are presented. Acoustic test: Advantages: The system scans the pile concrete radially for a distance of approximate 100mm around the drilled hole or installed tube. The method is relatively rapid, some tens of tests being possible daily. Disadvantages: Pre-selection is generally required as it is usual to install purpose made tubes in the pile for the equipment. We will write a custom essay sample on Foundation Design Pile Testing or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It is necessary to employ plastic tubes for this purpose, with the attendant risk of collapse, steel tubes being unsuitable for single hole logging. The installation of the tube adds to the reinforcement steel in restricting free concrete flow and may in itself lead to defects. Poor bonding of the tube to the concrete may yield an anomalous response. Unless a hole is drilled, it is not possible to inspect right to the base of a pile by this method. Specialist interpretation is generally necessary.