What Are Some Good Expository Essay Topics?

What Are Some Good Expository Essay Topics?There are many good expository essay topics out there, but finding them can be difficult. Luckily, there are ways to help you find the right one for your needs.For example, if you're looking for a topic that is going to make you stand out and get a lot of attention from high school students, consider a subject that is connected to your own personal experience. One that can go with your personal interests in the niche of interest you already have. Writing about something that you are passionate about is an excellent way to start.Another way to find great expository essay topics is to check out places like Question City and Article Setter. These places have a wealth of resources to help you find topics for your research. Not only do they have books and a database of topics, but they also offer your answers in exchange for a fee, which is very cost effective.One of the best things you can do when looking for a topic is to find a topic that you are already passionate about. What interests you? What's the thing you know something about?Besides this, you may also want to look at those areas of interest you already have. You may be very interested in information security. If so, an article on how you learned about such information security might be useful.If there is a special area of interest you are good at, you can try to find a topic that relates to this field. Look for topics related to your hobbies or passions, or even topics about the subject of your favorite hobby.So to summarize, you can use your existing interests, hobbies, or passions to find the right topic for your research. It will take some work, but it will definitely pay off!

Factors Influencing the Transition to University Service...

Research Study Examination Summary of the Paper The paper entitled, Factors influencing the transition to university service mathematics: part 2 a qualitative study by Liston and ODonoghue (2010), seeks to shed light on the fact that so many university students enter the higher education setting with inadequate skills for excelling in mathematics. In this case, Liston and ODonoghue focused on the fact that this deficiency thus meant that it would be not only a struggle for students at this level to complete their courses, but it also meant that the likelihood of them completing or pursuing careers in mathematics was extremely slim. Thus, Liston and ODonoghue wanted to determine what the exact variables, concepts in math and teaching methods which most impacted this situation were (2010). The authors highlight how the transition to university level marks an extremely difficult period for most students; according to Liston and ODonoghue, the starting point of their research was based on the finding that service mathematics, enjoyment of math, and math self concepts were found to be the most significant variables which impacted the performance of students in math (2010). Thus, in conducting this quantitative study, the authors wanted to determine what the precise reasons or motivations were for why certain participants in the study gave the answers they did. The data collection methods involved university participants and semi-structured interviews; the interviewsShow MoreRelatedQuestions On Science And Science1452 Words   |  6 Pages CHAPTER TWO 2:0 LITERATURE REVIEW 2:1 Conceptual Definition of key words; 2:1:1Introduction. Through this study, the key words include science subject, dropout and students. In order this study to be well understood, the key words are defined below. 2:1:2Science subject According to secondary school curriculum (2007) science subjects include biology, chemistry and physics According to Duane T.Gish(vital articles on science/creation)Read MoreEducation And Vocational Achievements Of A School Cohort3443 Words   |  14 Pagesachievements. While educational achievement has been examined in schools and tertiary settings, it is not always the case that the original educational and vocational achievements of a school cohort have been followed because there are certainly many other factors that affect people’s result of achievement. According to Holland (1997, p.13), there are many characteristics of a person and an environment that influence educational and vocational development such as the age, gender, ethnicity, geography, socialRead MoreThe Effect of Student Attitudes and Beliefs on Mathematics Education29432 Words   |  118 PagesIMPACT OF SMASSE INSET ON STUDENTS ATTITUDE AND PERFORMANCE IN MATHEMATICS IN SECONDARY SCHOOLS IN KOSOFE DISTRICT BY BERNARD - SAMUEL - CLEMENT MATRIC NO: PT/10/22738 A THESIS SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE NIGERIA CERTIFICATE OF EDUCATION (N.C.E) DEPARTMENT OF COMPUTER/MATHEMATICS IN ADENIRAN OGUNSANYA COLLEGE OF EDUCATION IJANIKI, OGUDU CAMPUS JUNE 2013 DEDICATION To my God the beginner and the author of my life who made it possibleRead MoreFactors Affecting the Career Choice of Senior High School Students9169 Words   |  37 PagesFACTORS AFFECTING CAREER CHOICE OF STUDENTS IN MABAMA DAMIAN II A. ABAYON THESIS OUTLINE SUBMITTED TO THE FACULTY OF THE SOUTHERN PHILIPPINES AGRI – BUSINESS AND MARINE AND AQUATIC SCHOOL OF TECHNOLOGY, MATTI, DIGOS CITY, IN THE FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER OF ARTS IN EDUCATION (Educational Administration) OCTOBER 2012 APPROVAL SHEET This thesis entitled â€Å"FACTORS AFFECTING CAREER CHOICE OF STUDENTS IN MABAMA† prepared and submitted by DAMIAN II A. ABAYON inRead MoreUniversity of Nairobi Bsc. Civil Engineering Degree Programme Details6511 Words   |  27 Pages17/07/2012 University of Nairobi - Degree Programmes University of Nairobi A world-class univ ersity committed to scholarly excellence Search Website Quick Links Faculties/Schools/Institutes About UON Academics Admission Student Life Research Contact Us Home Academics Degree Programmes Degree Information Degree Regulation A-Z List of UON Departm ets a b c d e f g h ijklmn o p q r s t u v w x y z B.sc. (civil Engineering) Degree Code: F16 Duration: 5 Faculty/School/InstituteRead MoreApplying the Four Frames and Eight Stages to Create a Plan to Manage Organizational Change3676 Words   |  15 Pageslevel. A selected organization that has gone, or is undergoing change was the focal point of this assignment. The documented research from this organization was outlined to structure the following format: (1) a critique of the organization’s profile, (2) the outline strategic plan to address the need for urgency, (3) the selection of a qualified unified team, and (4) the informative decisions and conclusions that were derived in Week One of the course. In view of the educational setting, a school wasRead MoreContemporary Education : Support The Learning Requirements Of Introverted And Introverted Students Equally3135 Words   |  13 Pagesstudents, while disregarding the significance of the independent learning proficiencies and methods of introverted students. Carl Jung, a Swiss, psychologist, began his professional career 1900; starting out as an assistant to Eugen Bleuler at the University of Zurich where he focused much of research on the unconscious mind and its parameters that he labeled as â€Å"complexes† (â€Å"Carl Gustav Jung†). In 1916, Jung published his finding â€Å"Two Essays on Analytical Psychology,† and â€Å"Psychological Types,† whichRead MoreTrends in Curriculum Development in Business Education5911 Words   |  24 Pagespercent of teachers said their students use  computers only one hour per week; nearly 40 percent said their students do not use computers in  the classroom at all. Although technology is more prevalent in the schools, several factors affect  whether and how it is used. Those factors include placement of computers for equitable access,  technical support, effective goals for technology use, and new roles for teachers, time for ongoing  professional development, ap propriate coaching of teachers at differentRead MoreHistory of Management Thought Revision17812 Words   |  72 PagesPart Two The Scientific Management Era The purpose of Part Two is to begin with the work of Frederick W. Taylor and trace developments in management thought in Great Britain, Europe, Japan, and the U.S.A. up to about 1929. Taylor is the focal point, but we will see his followers as well as developments in personnel management and the behavioral sciences. Henri Fayol and Max Weber will be discussed, although their main influence came later, and we will conclude with an overview of the influenceRead MoreChildcare: Education and Subject Code Essay43120 Words   |  173 PagesAscentis Level 3 Award in Supporting Teaching and Learning in Schools Subject Code: 501/1289/2 Ascentis Level 3 Certificate in Supporting Teaching and Learning Subject Code: 501/1706/3 Level 2 Certificate in Cover Supervision Subject Code: 501/1718/X Ascentis Level 3 Diploma in Specialist Support for Teaching and Learning Subject Code: 501/1719/1 Level 3 Award/Certificate/Diploma Level 3 Award in Supporting Teaching and Learning in Schools Level 3 Certificate in Supporting Teaching and Learning

The Impact Of Business Technology On The Workplace

Business technology these days can include a large variety of things such as... computers/laptops, networks and software applications, electronic whiteboards and smart boards, facsimile machines, telephones- landline and mobile, PDA devices (personal digital assistant) blackberry s, MP3 players, television and video equipment. By using any one of these pieces of technology in the workplace as a leader/manager it can make scheduling and monitoring your jobs alot easier. Much of the technology used today is used in he workplace a good example of this is- instead of sending out letters today s version using technology is sending an email. It s quick, it s easy and its efficient. Alot of mangers/leaders rely on today s technology. It makes there work alot easier- and they can work alot more efficiently and effectively. As a leader/manager there are many things you can do to maintain and achieve a good work/life balance. Some of these things could be: 1- Using flexiable work hours- You can meet competing needs without reducing the amount of time that you work. These schemes can take the form of varying start and finishing times, that alow you and your employee s to work efficiently, and accomodate personal committments, such as picking up the chldren from school. Good workers/employee s can be trusted to do what it takes to get the job done. 2- Work from home- This can be useful if you live a long distance away from the office. It has the advantage of eliminatingShow MoreRelatedBusiness Ethics And Ethical Practices1503 Words   |  7 PagesBusiness ethics and ethical practices have been focuses by many businesses in recent years. Business ethics can help the company to create and develop it workplace culture as well as to increase the productivity of employees. Due to the rapidly change and improvement of technologies, ethical practices within of the workplace have also been changed with the raising of new ethical issues. Many studies and researchers have indicated that it is very importance to identify and understand the impact ofRead MoreThe Impact Of Technological Change On Business1252 Words   |  6 PagesFC511 Group M10 Assessment title: Essay Title: the impact of technology on business in the last fifteen years. Tutor name Steven Powell. Student ID number: 201158721. â€Æ' The impact of technological change on business in the last fifteen years. Introduction: Communication technology is one of the most important facilities of information technology (IT) for the people around the world. It changed the human life by making it easier to communicate, also it made the world connected together. PeopleRead MoreKnowledge Management : Today s Society Essay1476 Words   |  6 Pageswithin the business structure. â€Å"Clearly one compelling reason for optimizing the knowledge, skills, and abilities of older workers is the projected growth rate in the country and the workplace† (Odums, 2006, p. 4). While the baby boomer’s generation is retiring, companies need to use them as their assets and teach the younger generation valuable skills. By teaching the younger generations, these individuals will be inclined to learn what was taught, use the taught skills in the workplace, and createRead MoreThe Impact Of Technology On The Global Marketplace991 Words   |  4 PagesThe impact of technology on the global marketplace is substantial. In terms of business, technology is the most rapidly changing market, and the rate at which new technology emerges is nearly daily. From Augmented 3D environments to virtual reality and smartphones, technology is a constantly evolving catalyst in global business markets. Our lines of communication are becoming so streamlined and remarkably efficient that it is possible to collaborate in real time with business teams, corporationsRead MoreThe Case of the Omniscient Organization1207 Words   |  5 Pagessuffering from a number of business woes. It was not keeping pace with its competition, employee turnover had increased substantially, health costs and work-related accidents were rising, and employee theft was at an all-time high. Instead of identifying and addressing the underlying business and management problems, DS decided to treat the symptoms by turning to SciexPlan Inc. to help radically restructure the work environment through the use of employee monitoring technology. Background DS hasRead MoreCurrent Trends in Human Resource Management1494 Words   |  6 PagesResource Management Business leaders need to be aware of the trends that will impact the operating environment in the future. Trends offer clues about how the operating environment will change. concept these shifts will allow luminous CEO’s and managers to adapt and thrive. This is especially accurate in the dwelling of Human Resources management since people are one of the most principal resources to any enterprise. Here are five accepted trends in Human Resources management that business leaders willRead MoreIn modern times Information Communication Technology (ICT) has become ever-present in life.800 Words   |  4 PagesIn modern times Information Communication Technology (ICT) has become ever-present in life. Sometimes it feels as though it is encroaching on daily routine but the advantages it offers in both personal and working life are prodigious. This essay will examine the impact ICT currently has, on private life and at work. The issues arising from the developments of these technolog ies will also be given consideration. Furthermore legislation relevant to ICT will be examined to ensure there is adequateRead MoreThe Generation Of A Generation1316 Words   |  6 Pagesgeneration to be raised with technology. â€Å"Most notably, the Millennials treat technology as their ‘sixth sense’. It is a significant characteristic and skill set that distinguishes them from members of other generations† (Alexander Sysko 127). The skill of having technology be our â€Å"sixth sense† has helped millennials immensely when it comes to getting jobs. Growing up in the first generation with technology does have its downside. Unfortunately, growing up with technology has also caused millennialsRead MoreCoca Cola Knowledge Management1592 Words   |  7 Pagesanalysis. The research peers into long-term trends of the opportunities and challenges that the enterprise might encounter. At the same time consider in detail of the business model and key features of the enterprise and specific details of the knowledge worker roles, and the skills, knowledge, and attributes required for this business to become insurmountable. Findings Future scape of a enterprise Instead of knowledge management systems or enterprise applications or our e-mail to manage informationRead MoreThe Danger Administration Arrangement Is The Looking Into Breaking Down, Arranging And Observing Stages1489 Words   |  6 Pagesand contribution to the workplace therefore customers will receive a consistent customer service level. Annual staff turnover rate should be no more than 10% Sales and profit increase It is within the scope of financial operating procedures. More product and service sales will help bringing more revenue and profits to the company. Annual sales increase by 20% and profit should increase by 15% OHS act compliance It is within the scope of workplace health and safety. Workplace accident and incident occurrence

Leadership in Multinational Enterprises †MyAssignmenthelp.com

Question: Discuss about the Leadership in Multinational Enterprises. Answer: Leadership Challenges in Multinational Enterprises In todays competitive business world, multinational enterprises focus on the significance of effective leadership style of their executive officers in order to gain a competitive advantage. Due to globalisation and digitalisation, operations and functions of multinational enterprises are continuously changing. Professor Ed Schein suggested that effective leadership styles can assist organisations in maintaining an open culture that is crucial to their success (Levy, 2015). The companies have to consider different factors that hinder the development of their open culture. This essay will evaluate the importance of upward communication and senior level behaviour in multinational enterprises based on an interview given by Professor Ed Schein. This essay will analyse the article written by Paul Levy on CEO behaviour which was upload by The Conversation called Has the CEO really changed or is it business as usual? This essay will examine different leadership styles that facilitate the ope n culture in organisations and discuss the factors that are likely to hinder the development of open culture in a firm. Further, this essay will discuss the potential impact of emerging of more distributed forms of leadership styles in multinational enterprises. Todays business environment is continuously changing due to various aspects such as globalisation, large number of competitors, impact of social media, emerging markets, exponential rate of change, new technologies that are influencing businesses, and others. The factors influence the business of multinational corporations along with affecting the role of its senior leaders (Iles, Chuai, and Preece, 2010). Schein provided in his interview that executive officers in multinational companies are facing new challenges which require them to change their leadership styles. He emphasised the importance of upward communication and the behaviour of senior leaders and how they affect a firms effectiveness. The Great man theory, macho and hierarchical leadership theory has changed for more responsive, authentic, inclusive and humble view of senior leaders in multinational firms. In todays business worlds, senior leaders face challenges such as leading and managing change, lack of honest feedbac k, implementing innovative approach, lack of effective communication channels, assessing training and development requirements, performance management, lack of honest feedback, managing internal stakeholders and politics, and others (Javidan and Dastmalchian, 2009). In order to address these challenges, agility, flexibility to respond, speed of defining, resilience, ability to adapt, and executing strategic priorities is crucial. These factors change the way MNCs are operating, and it creates new challenges for the leadership of senior-level executives. The way multinational corporations operate is continuously changing due to a shift frommanagement and control focus to the alignment focus on the firm. Organisations focus on motivating their employees to improve their performance and achieve common corporate objectives rather than forcing them to perform better. The importance of Corporate Social Responsibility (CSR) is growing among modern corporations, and the senior levelmanagement focuses on fulfilling firms corporate responsibilities (Groves and LaRocca, 2011). Organisations focus on improving customer relations rather than maximising their profits in order to sustain their growth. The number of jobs on contract is increasing which allow enterprises to cut their operations costs and increase their investment in the welfare policies of their employees. In order to effectively address these challenges, senior levelmanagement is required to improve their leadership styles. With the growing requirement of skilled labour, the manage ment focuses on improving employee retention rate which provides them a competitive advantage over others (McDonnell, et al., 2010). For example, Google has implemented an employee-centric approach in which it provides a number of benefits to its employees such as free teaching, free food, flexible working hours, long maternity leaves, and others to improve its relationship with them which improve its retention rate (Battelle, 2011). Therefore, the way MNEs are changing, leadership challenges associated with them are changing as well. Leadership Styles that Promotes Open Culture Traditionally, the idea of business culture was often dismissed by the top-level management and top executives considered it as unquantifiable, soft and a waste of valuable time. However, industries and media landscape have changed the traditional approach, and the management in modern corporations focus on implementing effective programs for promoting open culture in companies. A number of studies have proved the importance of an open culture in corporations and how management can use it to sustain the firms future growth (Greenstein, 2012). Open culture is defined as a concept in which knowledge spread freely among employees and the growth of the company comes from altering, enriching or developing existing work based on collaboration and sharing (Ayman and Korabik, 2010). Schein emphasised the importance of upward communication and how modern leaders did not pay attention to it. Schein provided that effective management require a collaborative effort between employees and leaders (Levy, 2015). Employees assist managers in understanding the key issues in the organisation that negatively affects their productivity and leaders can implement appropriate strategies for tackling such issue. Open culture provides a number of benefits to modern corporations such as improve communication, motivated employees, effective relationships, lack of disputes, faster achievement of organisational goals, effective change management, and others. As per Schein, managers can improve their leadership styles to promote open culture in the organisation. There are a number of effective leadership styles which promotes open culture in the company, such as Servant, Charismatic, Laissez-Faire, Affiliative, Participative and others. Levy (2015) provided that CEOs in the traditional modern of leadership such as Top-down, macho and hierarchical are changing and more humble, inclusive, responsive and authentic view of senior leaders is growing between enterprises. Servant leadership style focuses on putting the needs of others first and helping them develop their skills in order to assist them in performing as highly as possible (Mittal and Dorfman, 2012). Robert Greenleaf provided in 1970 that a servant leader focuses on fulfilling the demands of employees first and serving them rather than fulfilling his/her own interest. Effective implementation of servant leadership style promotes open culture in a firm because employees feel that they are a curial part of the company. Managers fulfill the requirements of employees which motivates them to perform better and improve their overall performance (Melchar and Bosco, 2010). Schein highlighted the importance of upward communication in his interview, and he provided how open culture enable employees to share their opinions with the managers. Servant leadership encourages employees to give their feedback to leaders because of availability of effective communication channels (Pekerti and Sendjaya, 2010). Therefore, implementation of servant leadership assists managers in establishing an open culture in the organisation which leads to sustaining its future growth. Another leadership style which promotes open culture in companies is Charismatic leadership style. Charismatic leaders focus on inspiring the people around them and encourage them to do things together. The attitude and personality of charismatic leader play a crucial part in the establishment of an open culture since it inspires passion and action in others (Wilderom, van den Berg, and Wiersma, 2012). Charismatic leaders are often visionaries, much like pacesetters and innovators. They have clear vision regarding their goals and purpose which motivates others to follow them as well. The inspiration creates a positive and open culture in the company since employees are motivated to achieve common organisational objectives. Schein stated that it is necessary for leaders to forget their ego and work with employees to find creative and innovative solutions for business issues which lead to sustaining their growth (Avolio and Yammarino, 2013). Similarly, charismatic leaders focus on esta blishing positive communication with employees in order to understand their issues and finding creative solutions for addressing such problems which positively influence their performance. On the other hand, Laissez-Faire leadership style focuses on providing very little guidance to employees as long as they are achieving the organisational target (Rafiq Awan and Mahmood, 2010). Instead of inspiring employees to perform better as per Charismatic leaders, Laissez-Faire style focuses on delegating responsibilities and allowing employees to take business decisions which establish a positive culture since employees feel like a part of the company. Daniel Goleman gave the concept of affiliative leadership style in 2002 which provides that the leaders should build effective teams in which members feel connected to each other (Hadjithoma-Garstka, 2011). The primary objective of affiliative leadership style is to develop harmonious workgroup culture which helps employees in solving disputes. The harmony between employees reduces the number of organisational disputes which resulted in developing an open and positive work culture. Employees feel connected with colleagues and managers which resulted in creating positive upward communication channels that lead to improving their performance and sustaining firms growth (Chapman, Johnson, and Kilner, 2014). Similarly, Participative leadership style focuses on taking employees inputs during decision-making process which resulted in establishing an open culture in the enterprise in which employees feel confident to give their opinion regarding existing and future organisational policies ( Dorfman, et al., 2012). Participative leaders boost the morale of employees because they provide them the option to contribute to the decision-making process in the firm. Effective participative leadership style helps employees in accepting changes in the organisations since they play a role in the process. Participative leaders promote collaboration in work, encourage sharing of ideas, and conflict resolution which leads to establishing an open culture in the enterprise (Gharibvand, 2012). It also assists in improving upward communication in a company since employees share their views and opinions with managers during decision-making process which creates an open culture in the organisation. Factors that hinder the development of Open Culture There are a number of factors which hinders the development of open culture in corporations that resulted in negatively affecting the performance of employees. Lack of effective open culture increases various issues in the organisation such as workplace disputes, worker absenteeism, discouraged employees, negative relationship between management and workers, reduction in firms performance, lack of upward communication, difficult in managing change, and many others (Mortara and Minshall, 2011). Managers are required to assess various factors which negatively affect the development of open culture in the company. Schein provided that one of the key factors which negatively affect the development of an open culture in corporations is the ego of managers. Leaders who consider themselves above their followers failed to establish an open culture in their organisations. Employees did not feel connected to their leader which discourages them from communicating their issues with managers. Ego istic behaviour of leaders negatively affects the upward communication in the organisation because employees did not feel safe while sharing their issues with the manager (Gebauer, Edvardsson and Bjurko, 2010). They did not feel connected with the leader, and they fear that sharing their issues might negatively affect their position the company. Schein stated that egoistic behaviour of managers negatively affects the performance of employees and the company as a whole due to lack of upward communication (Schein, 2012). He stated that management is a collaborative effort and leaders require losing their ego in order to develop an open culture in the company which positively influence the performance of employees and the corporation. Lack of communication channels between employees and managers is another factor which hinders the development of open culture in a company. Employees feel discouraged if they are not able to share their issues or problems regarding the working environment in a firm. Generally, senior level management develops policies for employees without involving their opinion in the process (De Vries, Bakker-Pieper, and Oostenveld, 2010). Such policies did not necessarily address the issues faced by employees because the management did not involve their opinions or collect their feedback. Lack of effective communication policies also resulted in increasing organisational disputes. A high number of conflict between employees results in decreasing the productive performance of employees (Zulch, 2014). Demotivated employees did not focus on fulfilling organisational goals; instead, it hinders the development of open culture in the firm. Managers should focus on creating a working atmosphere in which internal communication is easy and free flowing because it is ideal for culture creation. Difficulty in the establishment of an open culture arises when speaking to one another become forced, un-enjoyable and difficult for employees. An open culture requires that employees are able to freely share their thoughts and opinions regarding the issues that they face in the organisation to senior level management. Effective culture can be fostered and easily achieved through the recruitment and selection process. Another factor which hinders the development of open culture in corporations is that no one in the firm talks about the culture. The senior-level managers should discuss regarding the internal culture in a company and focus on implementing policies that promote the establishment of an open culture (Zehir, et al., 2011). The top-level executives should take appropriate steps for developing and establishing a positive culture in the enterprise because it cannot be established without their support. Poor discipline is another factor which negatively affects the development of open culture in the enterprise. For example, undisciplined environment makes it easy for unethical behaviour to prosper which discourage employees in a firm. If the senior level management did not act in time to punish or remove unethical employees, it will discourage ethical employees to perform better. Employees are more likely to avoid organisational policies if they see that the management did not punish or rem ove unethical employees for their behaviour (Sanchez, et al., 2013). It resulted in increasing disputes between employees, and they are less likely to comply with organisational policies which hinder the development of an open culture. Hypercompetitiveness between employees also results in creating barriers for the establishment of positive and open culture in a company. For example, if a firms culture rewards its employees who pursue personal advantage rather than focusing on their contribution to the performance of the entire team, it will result in hinders the development of an open culture (Chen, Lin, and Michel, 2010). In this case, employees might overstep ethical boundaries in order to get ahead of their competition which leads to increasing organisation disputes. Friendly competition between employees assist in improving the performance of workers, but when the competition gets too competitive, it negatively affects the development of an open culture. Lack of empathy among employees and management is another factor which adversely influences the development of an open culture in an enterprise. Human interaction between top-level managers and employees is necessary since it is a fundamental requirement to cr eate relationships as well as culture (Baumeister and Masicampo, 2010). For example, understanding and being empathetic towards employees and co-workers assist in strengthening the relationship between them which resulted in creating an open culture in the enterprise. Managers should determine and understand these factors since they negatively affect the development of an open culture in a company. They should implement effective policies for addressing these factors in order to establish a positive and open culture in the enterprise. Impact of Distributed forms of Leadership Distributed leadership is defined as mobilising leadership expertise at different levels in order to generate more opportunities for building and changing capacity for improvement. The concept of distributed leadership primarily concerned with the practice of leadership instead of defining different leadership roles or responsibilities. It promotes organisational learning which is crucial for developing employees capabilities and sustaining the growth of an enterprise (Harris, 2011). Distributed leadership approach focuses on understanding the influence of leadership and it affects different individuals in a firm. It equates with collective, extended and shared leadership approach which assist in building the capacity for improvement and change. Modern leaders focus on implementing distributed leadership approach for addressing various organisational challenges and implementing an open culture in the firm. The popularity of distributed leadership is growing among modern leaders, and new forms of distributed leadership are emerging. For example, MacBeath (2005) provided six different forms of distributed leaders which include pragmatic, formal, opportunistic, cultural, strategic and incremental. Distributed leadership approach focuses on various factors such as upward communication, open culture, leadership challenges and others in order to implement policies for improving employees performance and sustaining firms growth. Levy (2015) provided that modern executives are accepting the importance of new leadership approaches, but the pace of change is considerably slow. Most leaders avoid implementing these policies which resulted in negatively affecting the effectiveness of their leadership style. Increase in a number of distributed forms of leadership resulted in positively affecting the leadership styles of modern leaders. The impact of increase in distributed form of leadership will enable managers to assess various leadership challenges faced by them (Bolden, 2011). Such information will assist them in implementing effective policies for addressing leadership challenges that assist in sustaining the firms future growth. Schein provided that most of the senior executives did not understand the importance of collaboration with employees and how it can assist them in effectively operating the corporation. The behaviour of leaders also plays a crucial role in effective implementation of effective distri buted leadership style. With new emerging forms of distributed leadership styles, leaders will be able to effectively handle different issues faced by them while operating a multinational enterprise. They will be able to effectively address the challenges faced by them due to globalisation and digitalisation (Lumby, 2013). Therefore, emerging of distributed forms of leadership will assist managers in improving their leadership style and effectively addressing the challenges faced by them while operating multinational corporations. In conclusion, multinational enterprises are changing due to various factors such as changing market requirement, fluctuating political factors, requirement of innovation, challenges relating to employees, impact of social media and other. These factors create new leadership challenges for managers such as managing organisational change, employee disputes, performance management, lack of honest feedback, and others. There are various leadership styles which facilitate the open culture as provided by Schein such as Servant, Charismatic, Laissez-Faire, Affiliative, Participative and others. There are various factors which hinder the development of an open culture in the enterprise such as poor communication, hypercompetitiveness, disputes, lack of empathy, not providing importance to organisational culture and others. Emerging distributed forms of leadership positively influence managers since it assists them in establish a positive organisational culture, addressing leadership challen ges, and others. Managers should implement effective policies for improving their leadership styles which result in improving employees performance and sustaining the companys future growth. References Avolio, B.J. and Yammarino, F.J. eds. (2013) Introduction to, and overview of, transformational and charismatic leadership. InTransformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition(pp. xxvii-xxxiii). Emerald Group Publishing Limited. Ayman, R. and Korabik, K. (2010) Leadership: Why gender and culture matter.American Psychologist,65(3), p.157. Battelle, J. (2011)The search: How Google and its rivals rewrote the rules of business and transformed our culture. Nicholas Brealey Publishing. Baumeister, R.F. and Masicampo, E.J. (2010) Conscious thought is for facilitating social and cultural interactions: How mental simulations serve the animalculture interface.Psychological review,117(3), p.945. Bolden, R. (2011) Distributed leadership in organizations: A review of theory and research.International Journal of Management Reviews,13(3), pp.251-269. Chapman, A.L., Johnson, D. and Kilner, K. (2014) Leadership styles used by senior medical leaders: patterns, influences and implications for leadership development.Leadership in Health Services,27(4), pp.283-298. Chen, M.J., Lin, H.C. and Michel, J.G. (2010) Navigating in a hypercompetitive environment: the roles of action aggressiveness and TMT integration.Strategic Management Journal,31(13), pp.1410-1430. De Vries, R.E., Bakker-Pieper, A. and Oostenveld, W. (2010) Leadership= communication? The relations of leaders communication styles with leadership styles, knowledge sharing and leadership outcomes.Journal of business and psychology,25(3), pp.367-380. Dorfman, P., Javidan, M., Hanges, P., Dastmalchian, A. and House, R. (2012) GLOBE: A twenty year journey into the intriguing world of culture and leadership.Journal of World Business,47(4), pp.504-518. Gebauer, H., Edvardsson, B. and Bjurko, M. (2010) The impact of service orientation in corporate culture on business performance in manufacturing companies.Journal of Service Management,21(2), pp.237-259. Gharibvand, S. (2012) The relationship between Malaysian organizational culture, participative leadership style, and employee job satisfaction among Malaysian employees from semiconductor industry.International Journal of business and social science,3(16). Greenstein, F.I. (2012)The presidential difference: Leadership style from FDR to Barack Obama. New Jersey: Princeton University Press. Groves, K.S. and LaRocca, M.A. (2011) An empirical study of leader ethical values, transformational and transactional leadership, and follower attitudes toward corporate social responsibility.Journal of Business Ethics,103(4), pp.511-528. Hadjithoma?Garstka, C. (2011) The role of the principal's leadership style in the implementation of ICT policy.British Journal of Educational Technology,42(2), pp.311-326. Harris, A. (2011) Distributed leadership: Implications for the role of the principal.Journal of Management Development,31(1), pp.7-17. Iles, P., Chuai, X. and Preece, D. (2010) Talent management and HRM in multinational companies in Beijing: Definitions, differences and drivers.Journal of World Business,45(2), pp.179-189. Javidan, M. and Dastmalchian, A. (2009) Managerial implications of the GLOBE project: A study of 62 societies.Asia Pacific Journal of Human Resources,47(1), pp.41-58. Levy, P. (2015) Has the CEO really changed or is it business asusual?. [Online] The Conversation. Available at: https://theconversation.com/has-the-ceo-really-changed-or-is-it-business-as-usual-36739 [Accessed 10 March 2018]. Lumby, J. (2013) Distributed leadership: The uses and abuses of power.Educational Management Administration Leadership,41(5), pp.581-597. MacBeath, J. (2005) Leadership as distributed: A matter of practice.School leadership and management,25(4), pp.349-366. McDonnell, A., Lamare, R., Gunnigle, P. and Lavelle, J. (2010) Developing tomorrow's leadersEvidence of global talent management in multinational enterprises.Journal of world business,45(2), pp.150-160. Melchar, D.E. and Bosco, S.M. (2010) Achieving high organization performance through servant leadership. Gabelli School of Business. Mittal, R. and Dorfman, P.W. (2012) Servant leadership across cultures.Journal of World Business,47(4), pp.555-570. Mortara, L. and Minshall, T. (2011) How do large multinational companies implement open innovation?.Technovation,31(10-11), pp.586-597. Pekerti, A.A. and Sendjaya, S. (2010) Exploring servant leadership across cultures: Comparative study in Australia and Indonesia.The International Journal of Human Resource Management,21(5), pp.754-780. Rafiq Awan, M. and Mahmood, K. (2010) Relationship among leadership style, organizational culture and employee commitment in university libraries.Library management,31(4/5), pp.253-266. Snchez, J.H., Snchez, Y.H., Collado-Ruiz, D. and Cebrin-Tarrasn, D. (2013) Knowledge creating and sharing corporate culture framework.Procedia-Social and Behavioral Sciences,74, pp.388-397. Schein, E.H. (2012) The role of leadership in the management of organizational transformation and learning.Handbook for strategic HR: best practices in organization development from the OD network. Section,6. Wilderom, C.P., van den Berg, P.T. and Wiersma, U.J. (2012) A longitudinal study of the effects of charismatic leadership and organizational culture on objective and perceived corporate performance.The Leadership Quarterly,23(5), pp.835-848. Zehir, C., Ertosun, .G., Zehir, S. and Mceldili, B. (2011) The effects of leadership styles and organizational culture over firm performance: Multi-National companies in ?stanbul.Procedia-Social and Behavioral Sciences,24, pp.1460-1474. Zulch, B. (2014) Leadership communication in project management.Procedia-Social and Behavioral Sciences,119, pp.172-181.