Fluent Essays

iii). to assess the following statement: share prices fully reflect all available information on a particular share according to the efficient market hypothesis (EMH) (Bodie et al (1997). If this is the case, can you find any evidence to support that the market was fully informed? Does the EMH mean anything to you in explaining the share price difference? Why and/or why not?iv ).. to make a recommendation for both stocks based on your research on behalf of your firm to your clients – to buy hold or sell. Surname 1 Name: Instructor: Course: Date: Group Decision-making Project Problem identification The film 12 angry men revolve around 12 men who possess European roots and in the process, were given an opportunity to decide on a murder case. The case revolved around a teenager who was alleged to have killed his own father. Additionally, the jurors of the case possessed different social status, different family lives and they both had different opinions about the case. Moreover, the responsibility of the boy in the murder case was also viewed differently by the juror since quite a number of them had developed a negative feeling about the boy in question hence leading to a conflict between the jurors. Therefore, the conflict in this case arises from the fact that the jurors share different opinions and facts about the case most especially about the boy. Establishing criteria for Evaluating solutions A team of 12 jurors was identified to work on the case. During the forming stage, they did not talk much about the case although the judge made it clear to them that their main role is to identify the factual evidence of the case and try and eliminate information that is deemed irrelevant. After the definitions of their roles, the jurors conflicted on the issue of power and authority since each juror believed they had the jockeying position for consideration. For instance, in the movie, it is assumed that everyone had agreed on the verdict until some of them noticed that there was one particular juror who had voted not guilty. It was at this stage that the engagement norms were established and defined with the help of Fonda to guide the juror where each and every juror’s responsibility was defined clearly. Identification of possible solutions In this film, it was clear that the conflict occurred owing to the fact that many jurors miscomprehended their legal responsibilities. In other words, quite a number of them misunderstood the terminology or rather the concept that revolve around “reasonable doubt” and besides, they were not aware of circumstantial evidence nature of the case. Therefore, to help curb this issue, the judge would have ensured that they try to enforce listening skills within the team .This would have been achieved by seeking some major areas of agreement, trying to avoid interruptions within the group, avoid disagreeing about specific words, being patient and seeking clarifications whenever something is unclear in a very polite manner. Besides, to further curb the issue of the opposing views in the movie, the jurors would have seen diversity as an opportunity to brainstorm ideas rather than a threat to progress. Evaluation of the solutions Establishment of good listening and communication skills within the jurors would have ensured that first, there were very limited interruptions, second, reduced the level of rivalry in the group, third, help in the establishment of constructive juror coalitions and in the process, assist in constructively linking any opposing opinions within the juror. Embracing diversity will see to it that each and every juror is very innovative and creative in considering a diverse range of opinions and ideas that will ensure that the most effective and essential solution about the case is reached. Identification of the best solution In the movie, Fonda who is the leader (the man in authority) tried to model the behavior of others within the courtroom. In this case, it is as soon as Fonda tried to understand the bruises and hurts that jurors are going through when the best solution of the conflict started being witnessed. Additionally, through the recognition of their demands and needs, it is through the leader’s dialogue with the 12 angry jurors that gives room for juror 3 to open up about their relationship with his son. This act of opening up and sharing allowed the team of 12 angry men to arrive at a better solution that eventually led to a better community. Testing of the selected solutions The intervention of Fonda in making the final decision by encouraging dialogue resulted in a better outcome of the conflict that was prevalent between the jurors about the factual evidence of the case. In other words, his intervention made the rest of the team members to start understanding each other very well and communicating effectively, a manner that resulted in the final decision of the case. Running head: TITANES 1 TITANES 7 TITANES Author’s name Institutional affiliation Titanes Trust as the essence of leadership In the movie Remember the Titans, it is clear that Coach Boone and Coach Yoast believed that it was very vital for any individuals in the leadership position to collaborate in order to change the perspectives of the people they are leading (Collett, Kelly & Sobolewski, 2010). In other words, t trust between leaders working together can help move followers to work towards a common goal even if they have apparent differences. Additionally, the film vividly shows the dynamism of professional and personal relationship of two coaches that are accepted as two men who against all odds were able to curb the racial differences, become best friends and served their students in a more efficient and effective manner (Rajendran & Andrew 2014). Coach Boones assistant; Yoast starts their relationship on bad terms by try to divide the team between the blacks and the all whites tag. In other words, the lack of trust in the team made many team members to engage in some racial conflicts for instance, Julius and Gerry. Nevertheless, not very long after, Yoast is corrected by Coach Boone who makes it clear to him that according to him, there are no differences among the team members (Cranmer & Harris, 2015).He goes ahead to make Coach Yoast understand that according to him, he sees a very talented group of players who can succeed if they show commitment, hard work, dedication and teamwork. Boones style of coaching was a boot-camp approach which demanded a hundred percent commitment from his players .In this case, his main objective was to teach his players whether black or white something in common (Collett, Kelly & Sobolewski, 2010). Additionally, he believed in the fact that all players were the same and that they needed to toughen up in the same manner since life itself is also tough. In so doing, he was always very fair to everyone and treated them with the same tough standards (Cranmer & Harris, 2015). The reservations of coach Yoast regarding Coach Boone started fading away as soon as he discovered that Boone treated each player irrespective of color in the same tough manner, Boone clearly understood what is required of him as a coach (Rajendran & Andrew 2014). Therefore, the trust and respect that Yoast started showing Boone because of how he tried instilling discipline and trust in all players made the two coaches to work together in a more effective way for the benefit of the team (Cranmer & Harris, 2015). Development stages of the team The formation stage of the team commences with black players busy in the gymnasium around 11 in the morning waiting for Coach Boone to arrive. In simple terms, this development stage of the formation level can be classified as DI in the sense that the black athletes are unsure of what is expected of them, their roles in the football team and what is generally expected of them. Additionally, their role unfamiliarity is clearly indicated in the movie when Petey Jones is asked by the Coach whether he likes football (Rajendran & Andrew 2014). Moreover, their unfamiliarity with their roles is also clear when Yoast enters the Gymnasium with a group of white players. Apparently, coach Yoast on his part is not sure how the confrontation between Coach Boone will end up. This developmental stage is believed to be complete when both white and black athletes are seen in the movie gathering for camp at Gettysburg College as a team (Collett, Kelly & Sobolewski, 2010) The second developmental stage (Storming) starts when Gerry introduces himself as the star of the team to strengthen his position in the team. Additionally, there are also other players who are trying to exercise control over their position in the team leading to a number of fights. This second development stage storming ends up when Campbell and jerry engages into a fight with each other after a hard training practice. The third stage of development is witnessed when Lastik sticks up with Hastik on three occasions in the movie which is a clear indicator of the power of relationship in leadership (Rajendran & Andrew 2014). Coach Boone uses coercive force to lead the team through tough times since it is as a result of force that Gerry and Julius start being friends which gave them room to work together to the advantage of the team (Cranmer & Harris, 2015). In this case, it can be argued that Boone as a coach relies on coercive and positional power to lead the team through punishment to make the team start collaborating as evidenced by some scenes in the movie. For instance, when Gerry and Julius stick up with each other as roommates whereas Harris volunteers to teach Lastik about football and when they sing together during a meal (Rajendran & Andrew 2014). Coach Yoast who is believed to be allayed back individual is believed to depend on his Charisma to inspire the relationship between the team members. This in the end leads to the final development stage which is the team performance (Collett, Kelly & Sobolewski, 2010). Thus stage commences when the temptation song commences playing as soon as Jones blocks a pass in the defense which is a clear indicator that they are starting to work together as a team. Gerry and Julius employ the power of relationship to inspire the team through communications which makes the team to be successful in the end. Hersey-Blanchard Situational Leadership Model (SLM) and the development/ leadership level of the team. Forming stage During this stage, the team can be assumed to be in the development level 2(D2) according to Hersey-Blanchard Situational Leadership Model (Cranmer & Harris, 2015). In this case, they are less committed in making the team succeeds and it is clear that as much as most of them have ever been involved with football, they have never been coached by Boone. Besides, Bonne uses his authoritative style in approaching the team whereas Yoast does not speak much; a trait affiliated by charismatic leadership in play (Rajendran & Andrew 2014). Storming stage This stage based on Hersey-Blanchard Situational Leadership Model can be said to be development stage D3 since they can be said to possess some level of moderate and high competence level but in the long run they can be said to be lacking the much needed commitment to establish a team (Leary, 2013). For instance, when Louses eat together on a table that is shared by all black, it is clear that they can work together. However, the disagreement between Campbell and Bertier indicates that that the team is not ready to work together completely. Boone’s leadership at this stage is still Coercive in the sense that, he does not give them an option but to keep working together. Norming According to this model, the team is still in the D1 Phase model since most of them are trying to work and collaborate with their team mates but they don’t know how best it should be done. During this phase, Boones as a coach can be said to be undergoing S3( Situational leadership level 3) since he is willing during this phase to permit the team to do their warm up sessions on their own and in the process, tries to help the defense by sharing information regarding their opponents (Rajendran & Andrew 2014). Preforming stage The team during the final development stage are believed to be in S4( Situational leadership level 4) stage based on the situational analysis model since they are able to let the coach know that they will be gearing up in a different warm-up session before the commencement of their final game (Collett, Kelly & Sobolewski, 2010). In other words, this is also witnessed when Boone is satisfied with the team’s performance at halftime but he is apparently cut short by Campbell who demands more from each team player. In the end, the team is able to perform excellently. Different conflict management styles The collaboration of the titans in the movie clearly indicates the sociological inter-group conflict management styles of leadership that include superordinate goals, contact hypothesis and shared identities (Keats, 2013). In other words, according to the contact hypothesis, it is believed that the more two people interact, the more they are likely to reduce their level of conflict since they give individuals enough time to judge from the actual responses rather than mere generalizations. In this case, the more the titans interacted with each other, the lesser the storms (Collett, Kelly & Sobolewski, 2010).Boone ensures that both black and white students interacted freely during meals, on the bus and on the camp hence increasing contact. Additionally, it is accepted that whenever people share subordinate goals, they may as well work towards that goal no matter their differences. Both coaches and the player’s major objective were to keep winning at all costs hence reducing the level of conflict. Shared identities ensured that both players believed in themselves as titans hence increasing the chances of a strong football team (Cranmer & Harris, 2015). References Collett, J. L., Kelly, S., & Sobolewski, C. (2010). Using Remember the Titans to teach theories of conflict reduction. Teaching Sociology, 38(3), 258-266. Cranmer, G. A., & Harris, T. M. (2015). “White-Side, Strong-Side”: A Critical Examination of Race and Leadership in Remember the Titans. Howard Journal of Communications, 26(2), 153-171 Keats, T. D. (2013). We Dont Need Another Hero: Hollywood representations of captains in team sport (Doctoral dissertation, University of Calgary). Leary, R. (2013). Remember the Titans: A Theoretical Analysis. Journal of Arts and Humanities, 2(4), 11. Rajendran, D., & Andrew, M. (2014). Using Film to Elucidate Leadership Effectiveness Models: Reflection on Authentic Learning Experiences. Journal of University Teaching and Learning Practice, 11(1), 8.