Leadership Qualities That Rely on Five Principle Actions

Leadership Qualities That Rely on Five Principle Actions Akhil Reddy Leburu Abstract This paper explains the leadership principles that are proposed by James Kouzes and Barry Posner. The leadership qualities were described as per the five principles followed: Leaders challenge the process, Leaders inspire a shared vision, Leaders enable others to act, Leaders model the way, Leaders encourage the heart. The ethical behavior and social identity are briefly described. Keywords: Ethical behavior, Social identity Leadership Qualities That Rely on Five Principle Actions The five actionable qualities are main roles that leaders should acquire given by the author. Leaders plays an important role in the company who leads the team and assign the tasks to team members per their skills or department. He/she should take the responsibility of the team members. The influential roles that a leader should obtain are given below. We are going to discuss about the five principles that are required for a leader. In this discussion, Im giving real time examples to describe how each principle can be effected on real world situation. Leadership Challenge the Process Inspiring innovation and leading change call for more than process- they require the adoption of a cultural mindset (as cited in Forbes by Mike Myatt). The leader should challenge the foundation if the vision and core values are shaky. Challenging the promise keeps the leader sustainable and deliverable. For example, if the leader is not able to communicate with team members and not able to complete the product as promised to given time, you may be in the trouble. The leader should challenge himself instead of challenging others. Great leaders challenge all the complex things. The leader must assess the information quality gathered and must be credibility in the process. Leaders Inspire a Shared Vision If they [employees] cant see themselves in the picture, then they cant imagine that its a possibility for them. (as cited in Forbes by Carmine Gallo). The leaders must have a clear and perfect vision before inspiring others. For example, the professional athletics visualize the game before the game starts from beginning to end, they focus on gaining the victory. Invite your team members to explore their ideas or thoughts and opinions to be more than a pay check. Nothing extraordinary ever happened without a leader articulating a vision, a course of action says John F. Kennedy. Leaders like Mahatma Gandhi, Martin Luther King and Che Guevara inspire us by being themselves as great speakers who were followed by the public opinion and share their vision to the world. Leaders Enable Others to Act Leaders who Enable Others to Act spread their influence far beyond their physical sphere (says Jody R. Rogers). The leader cannot survive without his/her teammates or colleagues. The leader need to take an advantage of opportunities of team to decode their challenges. Leader should take a responsibility of sharing each other ideas or thoughts to implement new products. The leader should have skills or knowledge on what the team are discussing about and meet their expectations. For example, if a team has a different thought that solves the current problem, the leader doesnt take a chance of referring the problem with the team, the leader may lose the opportunity to get a perfect solution. Leaders Model the Way Leaders live and act by their values. They have clarity in what they believe, and they align their actions with their values. Leaders must set an example by setting the actions with shared values. For example, a car dealer who dominates his market. He is not only the one, the next four car dealers combine and equal up the market where he competes. The leaders must lead a path to next generation by giving a motivation. He/She must be excepting the ideas and thoughts of the team. Leaders Encourage the Heart Leaders give heart by visibly recognizing peoples contributions to the common vision (by Kouzes Posner, 2012). The leader must recognize contributions by giving respect for individual excellence. Leaders follow their heart and encourage the thoughts and get them into the world. They should take the responsibility of the team and give them the requirements and space needed. Conclusion I conclude that the five principles that are proposed by James Kouzes and Barry Posner plays an important role in the leadership challenge process. The leaders must follow the principles that are mentioned in the discussion. I have given a brief description of each and every principle in the paper. References http://www.forbes.com/sites/mikemyatt/2013/03/07/10-things-every-leader-should-challenge/#207cd262450b http://www.forbes.com/sites/carminegallo/2011/07/06/the-7-secrets-of-inspiring-leaders/#77c61e923195 http://www.leadershipchallenge.com/resource/enabling-others-to-act-inspiring-commitment-.aspx Kouzes, James, and Posner, Barry, (2008). The Student Leadership Challenge. San Francisco: Jossey Bass. http://www.tsaweb.org/sites/default/files/u1/Model%20the%20Way%20Lesson.pdf Kouzes, J.M., Posner, B.Z. (2012). The Leadership Challenge, (5th ed.). San Francisco, CA: Jossey Bass. https://prezi.com/devk6jm5ysff/leadership-challenge-encouraging-the-heart-final/

The Neandertals :: essays research papers

The Neandertals Staring into the gloom, I imagine the cave's ancient inhabitants, wrapped in bear skins, huddled near a fire. The haunches of a reindeer roast in the fire. A mother nurses her infant. Children playfully throw pieces of bone into the flames. An old woman tends the wounds of a hunter with an herbal ointment. The strong smells of smoke, unwashed bodies, and rotting carcasses thicken the air.   Ã‚  Ã‚  Ã‚  Ã‚  Until recently, nobody would have assumed that the above passage (Rick Gore, pp.6) was about how the Neandertals lived. However, recent studies have shown that Neandertals are smarter than we first thought.   Ã‚  Ã‚  Ã‚  Ã‚  The geography of the Neandertals domain was quite odd. 230,000 years ago Europe was filled with caves, marshes, and grasslands. It was a very harsh and cold wilderness. The Neandertals were in existence right in the middle of the Ice Age, and although occasional warm periods would create subtropical conditions as far north as England for thousands of years, the glaciers would always return and the Neandertals would always be forced south again. The Neandertals could be found as far north as England and as far south as Spain, from Gibralter to Uzbekistan.   Ã‚  Ã‚  Ã‚  Ã‚  Neandertal bones have been found in the Neander Valley and Dusseldorf Germany, in Altamura, Italy and Vindija, Croatia. These are major sites for the European caves the Neandertals lived in. Although the Neandertals went to the southern tip of Italy, they never crossed the Mediterranean Sea to Africa. They migrated from central Europe to central Asia to the Middle East and always came back. Their main mode of moving around was on their feet, and they usually travelled in bands of no more than 30 people.   Ã‚  Ã‚  Ã‚  Ã‚  The Neandertals had broad noses, and scientists think this was to warm the cold air. They also had thick browridges, receding chins, high foreheads, and their skulls sloped back over their brains. They learned to hunt in groups in order to kill the bigger game. The Neandertals lived with modern humans for 10,000 years, but they didn't change, and eventually it is believed the modern humans conquered them with their more advanced technology.   Ã‚  Ã‚  Ã‚  Ã‚  Although not much is known about the Neandertal's culture, anthropologists have some ideas of how they lived their life.   Ã‚  Ã‚  Ã‚  Ã‚  It is believed by many that the Neandertals practiced cannibalism for a death ritual. There is evidence of this on the skulls and big bones of Neandertals. There are cut marks and some bones have been broken open and are without marrow. Why would they do this? Maybe they liked the way their neighbors tasted, or maybe it was a ritual for a religion of theirs.

Alexander Pope’s “The Rape of the Lock” Essay

18th-century high society through exaggeration and parody. Basing his poem on an actual incident that occurred among some of his acquaintances, Pope intended his story to put the episode into humorous perspective and encourage his friends to laugh at their own actions. A mock epic is a poem dealing with petty subject matter in the exalted style of the great literary epics. This genre is a form of parody for satirical purposes. The poem uses the trivial story of the stolen lock of hair as a vehicle for making judgments on society and on men and women in general. Characteristics of the ILLIAD and the ODYSSEY that the Rape of the Lock mocks include: the statement of the theme, invocation of the muse, description of the great battles, supernatural beings taking part in the affairs of men and the hero becoming immortalized in a star or constellation (Long, â€Å"Pope† 1). In the opening lines â€Å"What dire offense from amorous causes springs, / What almighty contests rise from trivial things† (Canto I, lines 1-2), Pope states the theme of the poem: that trivial matters should remain just that- trivial. In the lines following the  invocation of an unlikely muse is clearly stated â€Å"I sing- This Verse to Caryll, Muse! Is due† (Canto 1, 3). The entire poem is divided into five cantos and is written in heroic couplet verse. The use of the heroic couplet is typically neoclassic because it exhibits the ideals of the time. In order to write a heroic couplet the author must have complete control over his words and the story he wants to tell. A strong sense of order is needed so that the couplets may rhyme and most importantly make sense to the reader at the same time. The heroic couplet perfectly accents the epic devices used in the poem, for, as a form of verse the heroic couplet seems to have a connotation of  larger-than-life-situations in the minds of its readers. By using this style in describing such insignificant matters in his poem, Pope only supports his theme that his society places great importance on minor matters. Pope’s elaborate portrayal of events in Canto I furthers comparison with the literary epic; it parodies the traditional epic passage describing the shields of ancient warriors. Belinda’s make-up routine is compared to the putting on of armor: â€Å"From each she nicely culls with curious toil,/ And decks the goddess with the glittering spoil† (Canto II, 131-132). Make-up, clothing, jewelry and other material possessions are this parody’s substitutes for armor and weapons. Pope closely imitates the epic form for comic effect in order to expose the questionable values of his time. â€Å"Using a vast force to lift a feather† (Long,†Pope† n.p.), thoroughly describes Pope’s reasons for his use of elaborate language. He uses the epic’s exaggeration to mock misplaced priorities. The great battles of the literary epic are transformed into card games and flirtatious charades. The great Greek and Roman gods are converted into an army of protective but powerless  sprites called â€Å"sylphs† who protect both the serious and the trivial. For all of her strife â€Å"This Lock, the Muse shall consecrate to Fame, / And mid’st the Stars inscribe Belinda’s name† (Canto V, lines 149-150). Belinda is immortalized in the sky by a star bearing her name. â€Å"Satire is a glass wherein beholders do generally discover everybody’s face but their own† (Long, â€Å"Racine† 4). Pope uses every aspect of the mock epic to satirize the frivolity of the people around him. He takes specific scenes and uses parody to illustrate the insignificance of everyday rituals. He even uses the structure of rhyming couplets to juxtapose the ordinary with the extraordinary to reveal the society’s distorted value system.

I chose the movie clip entitled “King Kong”. It’s from the...

I chose the movie clip entitled â€Å"King Kong†. It’s from the movie â€Å"Training Day† starring Denzel Washington. Training Day is a movie that follows a corrupted detective’s day to day mischief as he schools a rookie cop. Training Day depicts a product of the matchup between screenwriter David Ayer, who grew up in South Central Los Angeles, and director Antoine Fuqua, who grew up on the rough side of Pittsburgh. Both Ayer and Fuqua are highly familiar with the highly intensified relationship between police and criminals. From the moment you set eyes on him you can relies that Alonzo is a strong willed individual who demands respect from everyone he meets. Denzels performance is absolutely captivating. He does an excellent job at portraying†¦show more content†¦All the interiors done on stage were taken from the locations and researched in the neighborhoods with the help of the residents which also gave the film the authenticity of being in the â€Å"hood†. She became sort of an urban anthropologist, because everything the viewer sees is as it really is. The colors and textures used, change throughout the scene, but everything they used was taken directly from the neighborhood that you find yourself in throughout the clip. Cinematographers and art directors play a very important and creative role in film production. They work closely with the director and give a film its unique visual look and identity. The art director was David Lazan and cinematographer Mauro Fiore. The entiriety of the movie is comprised in a single day which can be challenging for cinematographers and art directors. The film seemed to be filled with brief stints of consolidated action and emotion. This gave the plot of the film the feel as though it was unfolding in only a single day. Light can make a scene look more realistic by creating shadows and highlights. In this scene Alonzo if enraged with anger as he looks for help from the gangsters and thugs he once worked with and protected but those very same individual’s no longer have the same respect for Alonzo. The â€Å"King Kong† scene is shot using a low key lighting design. Low–key lighting is often used for intense dramatic scenes which was a perfect fit for this scene. The dark lighting used in these scene

The Hate U Give By Angie Thomas - 1402 Words

Young adult literature such as The Hate U Give by Angie Thomas, emphasizes teenagers using both their actions and their voices to overcome injustices such as racial inequality and police brutality. Racial inequality and police brutality is discussed greatly throughout The Hate U Give, due to the difficulties the protagonist, Starr Carter, endures when her best friend, Khalil, is killed because of him being African American and situated in an unsafe neighborhood. Starr embraces an inner conflict with herself in regards to speaking up and taking action against the presented injustices she constantly faces. The author, Laura M. Robinson, of Girlness and Guyness: Gender Trouble in Young Adult Literature thoroughly explains why adolescents are†¦show more content†¦The feeling of being judged for the experiences an individual faces can be detrimental to the person s personality by that these experiences result in you trying to become someone you are not so that you hide what socie ty feels is your flaw, your race. Starr lives in two completely separate worlds, Garden Heights and the area surrounding Williamson High School. These two worlds hinders Starr’s ability to voice her opinions and thoughts about anything because in both of these areas there is this fear of overstepping boundaries. Overstepping boundaries in either area causes an individual to become threatened, for example, in Garden Heights, Starr silences herself whenever she is around gang members because she is frightened that the gang members will harm both her and her family for her opinions. Starr silences herself when she is at Williamson High School, especially since she is one out of the few African Americans that attends there, because her opinion is outnumbered by the majority of the population who are either ignorant about the issues that affects Starr’s race or cares less to even hear issues that occurs to others beside them. Starr’s race had contributed to this fear of her speaking out because there was this idea that minorities, AfricanShow MoreRelatedAnalysis Of Angie Thomass The Hate U Give786 Words   |  4 Pagescreatives is New York Times best-selling author Angie Thomas. Her debut novel, The Hate U Give is inspired by the Black Lives Matter movement. The riveting tale is about a 16-year-old named Starr who witnesses her childhood friend get killed by a cop. As Starr navigates the two worlds she lives in — her poor neighborhood and her affluent private school — she struggles with the effects of witnessing the death of a childhood friend. Not only is The Hate U Give a timely message in today’s society, but it’s

Willy Loman as Coward in Arthur Millers Death of a Salesman

Willy Loman as Coward in Arthur Millers Death of a Salesman Everybody feels the penetrating presence of fear throughout life. However, people’s reactions to this fear separate the brave souls from the cowards. Mark Twain once said, Courage is resistance to fear; mastery of fear, not absence of fear (Twain 6). In Arthur Miller’s play Death of a Salesman, Willy Loman fears rejection by his son, Biff, and the business world. His fears master him, creating in him a fantasy world of life as it was eighteen years ago. Willy’s avoidance of reality and his suicide show his cowardice. However, the emphasis he puts on financial success prevents him from realizing the consequences that his suicide would create. Willy’s refusal to face†¦show more content†¦Willy believes that his family will appreciate the twenty thousand dollars insurance money they will receive as a result of his death. However, his motives involve more than helping with finances. Willy thinks his funeral will prove his greatness to Biff. In a daydream, Willy tells his brother, Ben, That funeral will be massive! . . . He’ll see what I am, Ben! He’s in for a shock, that boy! (Miller 1275). Willy disregards the fact that establishing a relationship with Biff will affect him more than money. His cowardice causes him to believe that suicide is the only way to gain his son’s respect. Throughout the play, Willy’s ideas of happiness prevent him from realizing that his acts are cowardly. To him, financial success embodies happiness. His comparisons of himself to others show his idealizations. Mainly, he idolizes Ben, who walked into Africa at age seventeen and walked out four years later as a wealthy man. Willy also compares himself to Dave Singleman, a salesman he met on the road early in his career. Dave prospered as a salesman even at age eighty-four. 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Willy’s descent into insanity is slowly but surely is taking its toll on him, his job and his family. They cannot understand why the man they have trusted for support all these years is suddenl y losing his mind. Along with his slope into insanityRead More Comparison of Madness and Sanity in Hamlet and Death of a Salesman1338 Words   |  6 PagesComparison of Madness and Sanity in Hamlet and Death of a Salesman Could anyone really determine whether or not a person is mad or sane? In William Shakespeare’s Hamlet and Arthur Miller’s Death of a Salesman each of their two main characters, Hamlet and Wily Loman, are put up to this question, but in each situation their so-called madness differs in the cause of them. The ways in which their madness affects their lives is proven by three actions. 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At this critical point in Willie’s existence, his oldest son Biff has returned home for a visit, and Willie’s old desire for his son to be a traditional success in life is rekindled. But the old tensionsRead MoreWilly Loman : the Tragedy of the American Dream2717 Words   |  11 PagesWilly Loman : The Tragedy of the American Dream Prosperity, job security, hard work and family union are some of the concepts that involve the American Dream, generally speaking. Some people think this dream is something automatically granted; or in contrast, as in the story Death of a Salesman written by Arthur Miller, as something that has to be achieved in order to be successful in life. The play takes issues with those in America who place too much stress on material gain, instead ofRead MoreUnethical Dreams in Arthur Miller’s Death of a Salesman and F. Scott Fitzgerald’s The Great Gasby1930 Words   |  8 Pagescame in. 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By following Ibsen, Brecht and Miller, three authors from three different countries, backgrounds and time frames, it is possible to witness

Strategic Human Resource Management Operations

Question: Discuss about the Strategic Human Resource Managementfor Operations. Answer: Introduction Accenture is a global management consulting and professional services company that provides consultancy services to its clients in the field of technology, strategy, operations, etc. The company is a part of the Fortune Global 500 company and has an approximate workforce of 394,000 employees as of 2016. In a recent tide of events, the company decided to put an end to its performance reviews and bring a massive change in its internal operations. The reason for dropping the performance reviews is that the system of reviews failed to fulfil its objective of promoting better staff performance. The firm plans to switch to a system in which all the employees will receive regular feedback from their superiors. Is Dropping the Performance Reviews a Good Idea for Accenture? As discussed above, Accenture is one of the worlds top companies with a lot of capabilities in the consultancy sector. The company has been developing technological solutions for its clients that have helped its clients in increasing their performance levels and becoming more competitive. The company is so efficient in its field that 82% of the employees at Accenture say that their workplace is great. Further, 89% of the employees working at Accenture feel that the management is competent at running the business while 88% of the employees feel that the management is honest and ethical in its business practice (Accenture, n.d.). Therefore, the decision taken by the management to switch to a new performance management system is definitely a calculated move and must have a reason behind it. The decision to drop the performance reviews at Accenture is a great idea for the company because: First of all, the company came to realize that the system, which the company was using to measure the performance of its employees, was not successful as it failed to fulfil its sole objective of promoting better staff performance. It has been found that sometimes, the system of measuring performance can be dysfunctional and can cause greater harm to the performance levels of a company than the benefits of an efficient performance management system (Spekla Verbeeten, 2014). Secondly, the firm itself had doubts related with the efficiency of the system and wanted to switch to a more fluid system of measuring performance that would include receiving regular feedback from the superiors. Thirdly, the company also discovered that the performance review system that it had been using in the past was resulting in a wastage of a lot of important resources. Conducting annual appraisals required a lot of time, money and the entire workforce had to put in a lot of efforts to make it happen. Thu s, this system of performance reviews was getting far beyond the reach of the management and it was becoming difficult for the management to manage such a complex system. Fourthly, the company realised itself the the system of performance reviews was dysfunctional in itself. A system that comprises of forcing rankings along some distribution curve could not be efficient because it might foster a negative feeling amongst those employees who had contributed a lot of their efforts towards the achievement of the organisational goals and objectives throughout the year (Klikauer, 2016). The company also believes that it should place its trust in the employees that it had recruited in the first place and should not undertake strategies where their efforts are reviewed again and again. Rather, the management at Accenture wants to provide freedom, authority and delegation to innovate to all the employees because the company itself has recruited the best possible fits for filling up its workp lace. On the overall, the decision of the company to drop its ongoing system of performance management is a good yet strong decision even though it might involve bringing about a major change in the entire organisation. It is very important for a global company like Accenture to discover redundancies in its operations and human resource management and remove them so that it can minimise its operational costs and can avoid wastage of important resources, which will ultimately help the company in becoming more competitive and efficient. Future Impacts of the Change on the Company Accenture has planned to take a very bold move that will make the entire organisation go through a major makeover that will definitely have some impacts on the company in the future. The company has valid reasons that are forcing it to undertake such a major step and undertaking such a step might also allow the company to bring down its operational costs and save a lot of resources that were earlier being directed towards the performance management system. Although, the results might be in favour of the company to a certain extent, the company might face a number of problems in the longer run that can cost the company more than it is intended to save through its bold move. The issues that might end up increasing the cost of the company because of the change being introduced are discussed below: First of all, a lack of performance ratings can result into decreased job engagement amongst the employees. For an organisation to perform better, it is a must that the employees of the company are engaged in their work and measuring their performance along with an appraisal system is one of the best ways to keep them engaged. The move of Accenture to drop its system of performance rating might reduce the level of employee engagement in the company and bring down the overall productivity and efficiency of the company in the longer run (Adler, et al., 2016). Secondly, another major benefit of having performance ratings and performance appraisals is that it provides an exceptional framework for the company that helps it in analysing the lacking skills in the employees. Using performance measurement systems, companies are able to diagnose the areas where its employees lack competencies and are required to be trained or developed in those areas in order to improve their efficiency. If th e company drops its performance measurement system altogether, it might not be able to assess the training and development needs of its employees in the near future and will lose the ability to continuously increase the competencies of its workforce. Thirdly, many employees are themselves in favour of performance management systems as performance ratings by the management allows them to assess their competencies and compare their performances with benchmarks fixed by themselves. In absence of a performance measurement system, the employees might not be able to identify the areas where they need to improve and might lose interest in their jobs (Chatterji, Durand, Levine, Touboul, 2016). Fourthly, another major benefit of analysing the performance of the employees is that it helps the management in succession planning. It becomes easier for the management to identify employees that have the potential to take up higher positions in the organisation in the future using a system that me asures their performances. In absence of a performance rating system, it might become difficult for the management to identify the employees having the right potential to move up in the organisational hierarchy and the company might also face difficulties in fulfilling its human resource demands internally. Lastly, a major issue that the management might face is related to the motivation level amongst the employees. One of the reasons why organisations use performance management systems is to keep the employees motivated by associating the system with some kind of rewards, such as increase in pay, promotion, etc. but in absence of a performance management system, the employees might feel demotivated and show a decline in the performance level (Gomes Romo, 2014). The above mentioned issues can definitely result in a decline in the overall productivity and efficiency of the company and the organisation might end up paying more than the costs that it intended to save by dropping its performance measurement system. Recommendations for Future Performance measurement Performance management system is a necessary evil that every company has to execute to manage its human resources appropriately. Though performance management systems are time consuming and require a lot of resources but they are also very important from the perspective of human resource management. Therefore, the company should not give up on performance ratings or management altogether as it might cause some serious issues in the near future. some recommendations that the company can use to monitor, assess and improve the performance of its employees effectively is discussed below: 360-Degree Performance Review: As evident from the case itself, the company wants to drop its performance management system and switch to a system where it can evaluate the performance of its employees on the basis of their individual role and performance. Thus, a 360-degree performance review will be one of the best options for the company. In a 360-degree performance feedback system is a process in which employees receive anonymous and confidential feedback about their performance from people who are around them. In such a system, all people i.e. managers, peers, juniors, etc. provide a performance feedback (Karkouliana, Assakera, Hallakb, 2016). In a system where an employees superiors, colleagues, subordinates and even customers provide feedback about the performance of an employee, the results obtained are better and have a higher accuracy. Some advantages of a 360-degree feedback system are discussed below: It will allow the company to have a performance feedback of an employee that is more accurate and reliable (Aggarwal, Sundar, Thakur, 2013) It provides an excellent framework for the employees that can help them in increasing self-awareness as it provides a detailed account of their strengths and weaknesses (Buckingham Goodall, 2015) Using a 360 degree feedback system will also allow the company to continue to assess the training and development needs of the employees even if it drops its system of performance ratings A 360 degree feedback system will provide multiply rated feedback about the employees that would allow the employees to uncover blind spots in their behaviour. A 360 degree feedback system is a relatively new concept that a lot of business organisations have started to implement in their workplace because of its potential to improve their system of performance measurement. This system has a greater efficiency than the traditional performance management systems and also require less resources for executing it. Thus, Accenture can also assess the potential of this system in accordance with its workplace conditions and replace its previous performance management system with a 360 degree feedback system in order to achieve better end results. Conclusion Accenture is one of the top global companies in the world and has been able to achieve this success because of its efficient management techniques and a high performing workforce. The decision of the company to put an end to its time and resource consuming performance management system that was not helping the company in achieving its primary objective of boosting employee performance is definitely a calculated move but the lack of a performance management system might have some serious implications for the company in the longer run. Therefore, the management of the company should definitely come up with a simpler and a more effective performance management system, such as 360 degree feedback, so that it can increase its overall efficiency and can become more competent. Bibliography Accenture. (n.d.). Retrieved April 17, 2017, from reviews.greatplacetowork.com: https://reviews.greatplacetowork.com/accenture Spekla, R. F., Verbeeten, F. H. (2014, June 02). The use of performance measurement systems in the public sector: Effects on performance. Management Accounting Research, 25(2), 131-146. Klikauer, T. (2016, October 19). Eight fatal flaws of performance management. Chatterji, A. K., Durand, R., Levine, D. I., Touboul, S. (2016, August). Do ratings of firms converge? Implications for managers, investors and strategy researchers. Strategic Management Journal, 37(8), 1597-1614. Adler, S., Campion, M., Colquitt, A., Grubb, A., Kevin Murphy, R. O.-K., Pulakos, E. D. (2016, June). 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