Asian Tigers Essay Example | Topics and Well Written Essays - 1250 words

Asian Tigers - Essay Example The growth of the ' Asian Tigers' in the 1960's In the 1960s, the Asian tigers were very poor thus labor was cheap, and in abundance. They then made educational reforms and coupled this with the cheap labor to establish productive work forces. In order to improve productivity, they focused on improving education at all levels with more emphasis on elementary education and compulsory high school education. College and university system was also improved by setting aside some money for the same. For economic development, they pursued an export driven model whereby they focused on the manufacture of goods for export to nations that are highly industrialized. They discouraged domestic consumption through government policies such as high tariffs. The economic growth of the Asian Tigers has been termed as the East Asian Miracle because of the supernatural increase of four economics. East Asia which comprises Korea, Taiwan, Singapore and Hong Kong has been the fastest growing are in the wor ld. They have been termed as the models for achievement for other rising economies. There have been several factors which led to the success of the East Asian countries. These include the macroeconomic discipline, their outward orientation, high investment and saving rates and public policies which were good. Although these may vary from region to region, the experience of east Asia, supported by recent research on growth, has convinced many observers that an on looking development strategy, particularly a dynamic export sector, is a conducive growth. The other factor that boosts their trade was greater openness which is conducive to growth and thus they embrace the policies that promote openness. They also used non-tariff and high tariff barriers to promote industrialization. Between 1965 and 1993, real gap in the East Asian economies grew at an annual average rate of nearly 9 percent more than twice as first as their Latin American counterparts. They all had common characteristics which include focusing on exporting to rich and industriali0sed nations. They also maintained a double increment for years. They were each non democratic and relative to authoritative systems for years. They had high tariff on imports and less valued currencies, and each held bond bonding of U.S. at a high level. Their savings rate was high. Current Growth The Asian Tigers are no longer growing so rapidly now. This is due to the Asian financial crisis that burst in 1997. Economies of unrestricted flow was opened which led to the erosion of their financial successes. This led to a volatile foreign investment which was dangerous. Many of the Asian Tigers were caught up in the currency depreciation game due to their focus on growth of exports. The policy decisions are being undertaken/can be taken to bring the economics out of the doldrums In order to bring the economics out of the doldrums, a model that has to guide towards a more stable, balanced, sustainable and coordinated growth has to be assumed. One major policy is that the government should chip in by introducing subsidies and large investments in the export sector though this is majorly based on the exports and not on local domestic demand. In order to touch on the domestic demand, a policy that has to be instituted is one that establishes a social security system which is a sufficient safety net so as to reduce household expenditures in order to save for their benefits on retirement.

Drawing on a range of scholarly articles, critically examine the Essay

Drawing on a range of scholarly articles, critically examine the relation between leadership and organizational citizenship b - Essay Example This behaviour is not part of the expected conduct that an individual is expected to portray prior to employment; thus, it is difficult to detect, as they are a result of the personal choice of the individual in question. This implies that organizational citizenship behavior is controlled and determined by an individual who exhibits it out of at his or her own decision and choice. The other important point about organizational citizenship behavior is that it is an effort from the employees to benefit the organization without expecting any form of reward (Shweta and Jha 2009, p.33). In spite of the definitions and explanations that label organizational citizenship behavior (OCB), there have been challenges attempting to prove that OCB is not a discretionary form of behavior, but rather can be influenced by other factors both within the organization and outside it. While evaluating the relationship between the OCB and leadership in an organization, it is crucial to avoid confounding by looking at all the other factors, other than leadership, that influence OCB and their impact on it as well. Firstly, organizational leadership shares a close relationship with OCB based on a number of leadership styles used in an organization, as well as efficiency of leadership in an organization (Lian and Tui 2012, p.60). In addition, there exist a relationship between leadership and OCB, which is based on the relationships found between leaders in an organization and their exchanges with their managers and subordinates in the organization. With this in mind, the Leader-Member exchange determines the relationship between employees, their superiors, and their employers. This is to mean that leadership styles that involve role modelling and communicating high levels of performance, as well as envisioning and invigorating employees intellectually affect organizational citizenship behaviour among the employees (Lian and Tui 2012, p.36). In such a case, the leadership style affect the ways in which employees interact with management to create an improved or poor performance willpower amongst the employees. As a result, employees OCB is affected negatively to an almost bare minimum, such that employees exercise their discretionary to flunk the organization. Therefore, the relationship between OCB and organizational leadership can be described as dependent on the state of leadership or style of leadership to influence how employees’ covert behaviour. In addition, transformational leadership behaviour is one that is known to influence this behaviour in employees as it involves direct contact between employees and management. It is through communication and motivation found in the transformational leadership style that contributes to improved OCB. This is because of the conduct of the leaders towards the employees, where they express satisfaction and appreciation for good performance. In addition, employers and leaders who have shared resources with the emplo yees, bring out the relationship between OCB and leadership. This is due to the level of personal support that employees share with the leaders, as well as time and information, which draw employees to engage in OCB readily. Studies indicate that leaders with defined job roles or