First Day of School Essay Example for Free

First Day of School Essay The first thing I remember about this day was my mother; she woke me up early and started dressing me and combing my hair. I remember I was so excited that I got in the car while singing and dancing. I sat in the front seat and we drove off to the beginning of my life. My mom walked me in while holding my hand and just then I remember not wanting her to let go, I felt so safe with her by my side. Just then the class teacher comes up to us, and I remember her asking me my name, but I was too shy to answer. Then my mom explains to me that she had to go and that Im going to have so much fun here and make a huge amount of friends. I stood there watching my mom walk away with tears falling down my face; I have never felt so alone. But the teacher turned out to be so nice she immediately started to calm me down. That’s when she took me to this room filled with toys and beautiful pictures on the wall, I remember how noisy it was because kids my age were running around everywhere playing and laughing. see more:first day of school essay At the moment the feeling of missing my mom was completely gone and all I wanted to do is join the kids with whatever they were doing. I was shy at first, but then a group of little kids came up to me and asked me if I would count for them while they would all go and hide. I immediately agreed and just like that I was a part of the best hide and seek game in my 4 year old life. I remember how easy it was to make friends but how hard it was to memorize their names. It was an extreme problem for me then because I didn’t know how to call out to them while playing. The best activity of the day was when the teacher took us outside and we played on the swings and slides. The best of all was the sandbox, we would run to the back of the school yard where the water taps were, and fill our little buckets with water and spill it on the sand so this way it would be wet and perfect to make sand castles with. As the day came to end I remember not wanting to go home. But that all changed when I saw my mom in the front door of the class room ready to take me home, I was so glad to see her, as I had so many things to tell. I went on and on about what I had experienced, telling my story with a smile on my face. And when I got back home I repeated the whole thing to dad, everyone was glad I had such a wonderful day. I was looking forward on going back there again tomorrow, but this time with a mission, I was determined on memorizing all of their names, so I would know how to answer when someone asked about the names of my friends. I was officially the happiest kindergartner of all times.

Using the Google Search Engine :: Computer Science

Using the Google Search Engine find two internet sites that provide internet resources for the study of Australian Literature. -http://www.middlemiss.org/lit/lit.html -http://home.vicnet.net.au/~ozlit/ ii. Write a detailed summary in no more than 600 words of what kind of information and services the sites provide. Give examples as necessary. The first of the two websites that I looked at was www.middlemiss.org/lit/lit.html, it is constructed by Perry Middlemiss who is a lover of books, and who wishes to pay credit to those 'forgotten' Australian writers on the Web. Middlemiss begins by naming 70 Australian authors, and also provides links to those authors, and those who do not have links to other sites a promise is made that they will be provided in the future. By simply clicking on one of the authors, for example Miles Franklin, you are led to a web page that gives a brief biography of the author, and also a list of her works, some of which also have links that give a brief insight. The site also provides listings of the winners of literary prizes, and in particular The Miles Franklin Award, and The Australian/Vogel Award. Again by clicking on these we are lead to a page that provides the winners of these awards, and also those that were shortlisted. A page that provides a short description on the authors and the books that are listed are available by clicking on the links. Another form of Australian Literature that is provided is poems. Middlemiss offers his favourite poet, Victor Daley on the site, and lists some of his poems, which are all accessible. He also lists other Australian poets, all of which have further links. By clicking on the poet's name we are lead to a site that offers a short biography of the poet, for example Adam Lindsay Gordon, the site also offers a list of his poetry collections and biographies, some of which have further links that discuss that particular item. Links are also available to full texts of the poems that are listed. For example by clicking on The Trenches by Frederic Manning we are lead to the full version of the poem. Also available are links to different Australian novels, which have been segregated under different topic headings, these include fiction, drama, art, food, histories, and others. Ozlit (http://home.vicnet.net.au/~ozlit/) offers more than 500 pages of Australian Literary information, and more than 1100 entries in their Books and Writers database, which is also fully searchable. A search engine is available that allows you to search the whole Ozlit site for information. There is also a links database available that allows you to search for references on writers.

A Movie Review on “El Presidente” Essay

E. Own Synopsis The story is told in flashbacks as Emilio Aguinaldo thanks the US government for giving him the opportunity to attend the full restoration of Philippine independence on July 4, 1946. The film begins with his capture by Philippine and US forces under Frederick Funston’s command in 1901, then flashes back to 1886, when an old woman gives Aguinaldo and childhood friend Candido Tirona cryptic prophecies. Ten years later, Aguinaldo is inducted into the Katipunan and later assumes leadership of its Cavite chapter while becoming mayor of Cavite El Viejo. When trouble breaks out in Manila in late August 1896, Aguinaldo tries to assure the Spanish provincial government of non-interference and covertly marshals his forces despite a lack of weapons. Learning that the Spanish mostly put their forces in Manila, Aguinaldo finally mobilizes his troops and take the fight to Spanish troops in Cavite. As the rebels gain ground in Cavite and several provinces, its Magdalo and Magdiwang factions convene to elect a provisional government. Andres Bonifacio oversees the Tejeros Convention, which elects Aguinaldo as president, Mariano Trias as vice-president, and himself as interior minister. He storms out of the convention when Daniel Tirona objects to his election. Aguinaldo’s brother Crispulo informs him of his accession and convinces him to leave his troops just as he was seeking to defend against the Spaniards at Pasong Santol. The rebels are defeated and Crispulo is killed. Meanwhile, an embittered Bonifacio establishes his own revolutionary government and is later arrested. Aguinaldo is concerned about Bonifacio’s actions and wanted him exiled, but the War Council advises his execution. Several months later, Aguinaldo leaves Cavite with most of his forces intact and makes it to Biak-na-Bato in Bulacan, where he signs the Pact of Biak-na-Bato and heads for Hong Kong. There he meets with US officials who approach him with offers of support and recognition of a new Philippine Republic amidst the Spanish-American War. Aguinaldo returns to the Philippines and formally declares independence from Spain. As the Malolos Congress convenes, Felipe Agoncillo tries to represent the new nation at the Treaty of Paris negotiations, but gets stonewalled at every turn even as US forces gradually arrive in the Philippines. The Philippine-American War breaks out in February 1899 and Antonio Luna is appointed commander of all Filipino troops. He is assassinated three months later and the Filipino troops are gradually routed by the Americans. As a result, Aguinaldo’s forces travel all over northern Luzon to escape the Americans. General Gregorio del Pilar volunteers to lead some troops in holding them off at Tirad Pass and buy Aguinaldo time to get away. His loyal courier is later captured by the Americans while getting some medicine for his son. Now aware of Aguinaldo’s hideout, Funston plans his capture. Having been made to accept US rule over the Philippines, Aguinaldo lives a quiet life, which is marred by Hilaria’s passing in 1921. He meets and marries Felipe Agoncillo’s niece Maria in 1930. Over the next few decades, the couple witness Philippine history unfold once more as he is defeated in the 1935 presidential elections, Japanese occupation and the restoration of full independence. In 1962, an elderly Aguinaldo and his wife comfort each other over President Diosdado Macapagal’s decree to restore the actual date of the Philippine declaration of independence. In his final hours, the same woman who gave him his prophecy appears to him one more time. F. Criticize on the following I. Story and Theme El Presidente is a Historical Film wherein the life of Emilio Aguinaldo is portrayed from the Spanish Era, until the Philippine Independence. II. Screenplay The screenwriters inserted some Spanish Dialogues, English, and Filipino in the script. And I was discontented with the screenplay itself. I didn’t like the dialogues especially when Baron Geisler who portrayed as a Spanish official talked to Emilio Aguinaldo in Spanish saying that he doesn’t understand Filipino, but then all of a sudden he understood it. That is just an example of the lack of continuity of the script. III. Direction The Director in this movie did a decent job of portraying the life of Emilio Aguinaldo. I said decent because I was quite disappointed with the way the movie played out. I expected so much from this movie, but in every scene, I don’t know if the director overlooked it, but I really am discontented with every scenes. IV. Cinematography The Cinematography was good in terms of portraying the proper scenes though in the fight scenes, the cinematography was quite lacking for the actors weren’t shown in many different angles. V. Editing The editing from the start is quite good but I didn’t like the editing on the war scenes. I didn’t like the editing because you can see that some of the fight scene was either fast-forward or in slow motion. With that in mind, the fight scene was discontented for me because the feeling of intensity in a fight scene isn’t quite felt by me. VI. Acting From the casting, to the acting, to the costume, I didn’t like it. Bayani Agbayani and Bearwin Meily are good comedians for me. But here in this movie where it is sort of historical and more on drama, they didn’t fit the roles and also there are also some cast in which I didn’t like. I also didn’t like the costume of some artist, especially the fake moustache of some of the actors. I also didn’t like the acting of Jorge Estregan as Emilio Aguinaldo because he seems to be lacking in facial expression and at some point too melodramatic. VII. Dialogues The dialogues were good but they could still improve. The consistency of the dialogues form Spanish to Filipino were lacking just like my statement on the Screenplay. VIII. Soundtrack The soundtrack of El Presidente is no doubt entertaining and good that is why it won some of the awards in terms of theme song. IX. Visual Effects We liked the visual effects of the movie because it’s simple and realistic X. Costume and make-up The costume seems to be good for it portrays the historical background of our country. G. Additional notes to consider i. Interesting Facts about the making of the film * Judy Ann Santos was initially offered to play Hilaria Del Rosario. She refused to accept the movie saying she can’t relate to the character because she doesn’t know Hilaria personally. * Tikoy Aguiluz backed out of directing this film after a misunderstanding with Jorge Estregan over Manila Kingpin: The Asiong Salonga Story. ii. Budget and box-office performance Box office: P872,972 (partial Manila) iii. Awards and honors * Youth Choice Award: â€Å"El Presidente† * Best Sound: Michael Idioma, â€Å"El Presidente† * Best Musical Score: Jessie Lazatin, â€Å"El Presidente† * Best Theme Song: apl.de.ap and Jamir Garcia, â€Å"El Presidente† * Best Make-up: Warren Munar, â€Å"El Presidente† by Warren Munar and company. * Best Supporting Actor: Cesar Montano, â€Å"El Presidente† * 2nd Best Picture: â€Å"El Presidente† iv. Social, political, and/or historical context for the film The movie is partly based on Aguinaldo’s Memoirs of the Revolution. Writer-director Mark Meily states that the project had its genesis back in 1998. Over the intervening years, careful research was made in order to accurately portray Aguinaldo’s life, especially facts that have been glossed over in history books. These include his conduct over the trial of the Bonifacio brothers and his other actions during the Revolution. Meily himself was brought into the project as director after Ejercito pledged never to work with original director Tikoy Aguiluz because of their rift over editing Manila Kingpin. Shooting took place over 43 days at select locations in Cavite, Laguna, and Bulacan, with the Las Casas Filipinas de Azucar in Bataan substituting for urban scenes v. What others have said about the film * The Philippines’ Cinema Evaluation Board graded the film at A. * Phillip Cu-Unjieng of the Philippine Star said it â€Å"vividly recaptures† one of the Philippines’ most turbulent periods in history by exposing the infighting among the Katipunan’s members and how Aguinaldo wanted to resolve them. He noted that the film’s quality makes it almost stand out as much as Richard Attenborough’s Gandhi, Steven Spielberg’s Lincoln, and Martin Scorsese’s The Aviator. * Philibert Ortiz-Dy said making the film was tricky, but dragged towards the end. * The movie garnered most of the awards at the 2012 Metro Manila Film Festival, winning the plums for Second Best Picture, Best Supporting Actor (Cesar Montano), Youth Choice Award, Best Float, Best Sound, Best Musical Score, and Best Make-up. * Columnist and radio show host Jessica Zafra, however, was critical of the movie’s treatment. She said the depiction of Bonifacio’s death raised questions about its authenticity. She added that the film itself â€Å"does Emilio Aguinaldo a disservice by portraying him as a victim of circumstance† and even highlighted the â€Å"amnesia† prevalent among contemporary Filipinos. H. Values and Relevance The film was more of a historical appreciation of our previous heroes. The film taught us that our Filipino heroes fought for our freedom therefore we should cherish it. I. Over-all analysis Over-all the film is good for it depicts the life of our national heroes. Though the film seems to be a bias on the part of Emilio Aguinaldo because the death of Andres Bonifacio and Antonio Luna were different on the history books. From the acting to everything, it is a good film but it can still improve by so much.

Grace Abbott Advocate for Immigrants and Children

Risk Management Task 1a - 4779 Words

JIT Task 1 Risk Management Risk Management From the last decade risk management is the most researched and exciting area in the financial industry as it elaborates how to minimize and avert the hazard of risk from the portfolios of different assets and from the operations of financial institutions. Regulators and depositors mainly emphasize the risk management and according to them risk management is an essential ingredient to enhance the value of shareholders and increase their level of confidence. Risk management is the assessment of risks to mitigate, monitor and control the probability or impact on uncertain events. Risk management methods vary from industry to industry for instance it cannot be same for project management,†¦show more content†¦Companies and governments operating in the complex economic environment of the 21st century must contend with a broad range of risks. Some do so in an adhoc or reactive fashion, responding to risks as they appear, whilst others are proactive, planning in advance the risks that they wish to assume and how they can best manage them. Since it has become clear over the past few years that risk can be financially damaging when neglected, anecdotal and empirical evidence suggests that institutions increasingly opt for formalized processes to manage uncertainties that can lead to losses. Risk can be classified in a number of ways and though we do not intend to present a detailed taxonomy of risk, a brief overview is useful in order to frame my discussion. To begin, risk can be divided broadly into financial risk and operating risk. Financial risk is the risk of loss arising from the movement of a market or performance of a counterparty and can be segregated into market risk (the risk of loss due to move ment in market references, such as interest rates, stock prices or currency rates), liquidity risk (the risk of loss due to an inability to obtain unsecured funding or sell assets in order to make payments) and credit risk (the risk of loss due to non-performance by a counterparty on its contractual obligations). A rise in funding costs, an inability to sell financial assets at carrying value or the default by a counterparty on a loan are examples ofShow MoreRelatedFactors That Affect The Company Financial Condition Of The Coca Cola Company863 Words   |  4 Pagesdecision of how to management the company. Other cases, the company can be exposed to potential fraud and this issue has to be considered in the audit plan. 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John Stuart Mill And Immanuel Kant - 1786 Words

John Stuart Mill and Immanuel Kant. They both had very different views when it came to the ethics of philosophy. They also though had some of the same views as each other. Both were concerned with the moral qualities of actions and choices of a person, but neither of them was much interested in about what makes a good person. They also different views and some of the same views when it came to lying. One thought it should never be done. The other thought it should be used as a last resort. First, we will talk about Immanuel Kant. Kant s theory was a deontological one. This meant that he believed that the moral worth of an action in the action itself rather than in the consequences of the action. Kant believed that the good action is one in accordance with our duty. Mill, on the other hand, was more of a utilitarian. He was a consequentialist, believing that the goodness of an action is measured by what its outcomes are. He locates the goodness in the amount of happiness it gives rise to and takes issue with Kant over what could be described as his empty formalism. In this paper, we will be exploring both theories, but we will be favoring Kant’s theory. We will be applying both the theories to a case. The case being you lost your Philosophy textbook and then borrowed your friend’s Philosophy textbook to study for an upcoming test, which you also unfortunately lost. This morning your friend, asked for his book back so he can study for the same test. You looked intoShow MoreRelatedImmanuel Kant And John Stuart Mill1261 Words   |  6 Pagesintentions/character that inspire the action, or the consequences that result from the action?† Second, the philosophers I am going to discuss throughout this paper are Immanuel Kant and John Stuart Mill. Now before I tell you my answer to this question I am going to explain these who these two philosophers are and what their viewpoints on ethics are. 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Communication Challenges in Global Virtual Teams free essay sample

Communication Challenges in Building Successful Global Virtual Teams Due to Diversity and Cultural Differences Abstract This paper introduces an approach to effectively communicate within a global virtual team by discussing the challenges faced by them, understanding cultural differences in communicating, diversity within a team, building trust in virtual communication, and communicating across different regions and time zones. This approach appears in many discussions surrounding the difficulties managers and team members have in communicating effectively in global virtual teams.Specifically, this paper evaluates how the diversity of a global virtual team makes it challenging to communicate when members are not present face to face and adhering to the different regions and time zones these members are located. It will also examine the challenges in understanding the different cultures amongst a team and how to effectively build trust by researching, acknowledging, and understanding these cultural differences and communicating them to the team in a virtual environment. Communicating Challenges in Building Successful Global Virtual Teams Due to Diversity and Cultural Differences In today’s economy, many organizations must expand their operations globally in order to remain competitive and to stay afloat. With this business model companies have to develop teams across all functions of the organization and in all regions of the globe in which the company operates. For these companies, many have set up global virtual teams to manage processes and implement any projects or company initiatives with other employees of the organization.However with these teams come many obstacles and challenges definitely in communicating across cultural differences, understanding the diversity of the team and communication management within the different regions and time zones. Various authors (Danielle, 2006; Kayworth, 2000; Lee-Kelley, 2008 to name a few) have noted that these groups consisting of dispersed members across the globe and accumulated from various cultural backgrounds have an impact on how effective global virtual teams can be.Kayworth determines that there are four main challenges that global virtual teams face; which are communication, culture, technology, and project management. This pap er observes the difficulties that virtual teams face within their communication efforts, analyzing the diversity of team members and the obstacles of communicating across different regions and times zones.As well as it takes an extensive look at the cultural differences that consists of these virtual teams and the challenge of building trust amongst a dispersed group. And in order for a global virtual team to operate effectively, managers and the members must research the different cultural backgrounds of its members, understand the communication challenges they face, and utilize them accordingly in order to build trust amongst the team to fulfill their goals that they place ahead of them. Defining Global Virtual TeamsThere are many authors that have provided definitions of global virtual teams, Lee-Kelley (2008) mentions that Towsend along with Lipnack and Stamps define a virtual team as a group that is geographically dispersed and utilize telecommunication and information technology as forms to communicate and perform. Lee-Kelley also refers to Alge, Balosky, Christensen, and Davis’ definition that virtual teams are typically a group that are dispersed who use various sources of information technology to communicate.In the case of these definitions, there is a lack of emphasis on the concept of team, but further definitions tie in this c oncept and place more value on the aspect of team. Cascio’s and Shurygailo’s mentioning of multiple-relationships in global virtual teams, by referring to the number of manager’s involved, number of team members, and number of locations. Many researchers in this field do not reference a specified distance in which team members must be apart to classify as virtual team, but as Lee-Kelley stated it is a psychological reality versus sociological that team members conceptually define themselves in a virtual team.In sum, there are many definitions that agree on the structure, form and characteristics of a virtual team and the members it consist of, but there is a lack of consensus amongst them. This lack of consensus on the definition of a global virtual team has also brought up the discussions of the challenges in communication that these virtual teams face, thus prompting this research. Time Zones and Work Schedules One of the initial challenges of global virtual teams is the complicated work schedules of its team members in their respective regions.Settle-Murphy (2006) notes when working in a synchronous mode (Instant Message, telephone, video conference), some remote team members are forced to work at awkward times. This alone is one the most consistent challenges that managers and teams have to overcome. When is the optimal time for virtual teams that span across various time zones to meet? A manager and its team have to take in consideration the different work weeks as well as the time difference.Consistently in many western civilizations, the standard work week is predominately Monday through Friday, utilizing Saturday and Sunday as business days off in order to ten d to personal matters and observance of the religious day that is most affluent in that region and culture. Where in many eastern civilizations the work week is Sunday through Thursday, and they utilize Friday and Saturday as their days off. This difference is not only restricted to western/eastern civilization, but ultimately applies to the different cultures that make up the team, the different religions, and time of year.Being cognitive of this challenge and addressing it in an applicable manner is crucial to the effectiveness of a global virtual team. It is an evident obstacle in scheduling team meetings via information technology applications (i. e. teleconferencing, video-conferencing, etc). This is one challenge that can easily be addressed by the manager’s and team’s awareness of these work week schedule differences along with the cultural and religious difference of its team members. Another issue that global virtual teams encounter is conducting meetings across the various time zones of its members. There is no exact corporate standard or guidelines on how and when meetings should be conducted in order to accommodate all members of the virtual team. Settle-Murphy states that in order to reduce this challenge as an obstacle to building trust and team success, a team should agree when same time meetings are necessary, and consider rotating the times to share the burden of working during normal sleep time. The managers and team members should also consider which work can be done asynchronously (e. g. via email or a shared workplace) to allow all team members to work at the most convenient times.This approach can be highly effective because it is apparent that the manager and other team members have taken into consideration each other’s differences of location, culture, and business practices, and simultaneously addressing the challenge of building trust. By researching, understanding, and being respectful of the team members and their time, the cohesiveness of the group is e stablished quickly and strengthened, which is also a challenge to overcome in global virtual teams. Communication and Behavioral DifferencesIn the article â€Å"Working Together Apart,† Zakaria, Almelinckx, and Wilemon (2004) state that, â€Å"managers have often under-valued the profound influence of culture on knowledge conceptualization and transfer. Suggesting that knowledge sharing is often facilitated by communication that involves the exchange of meaning and that the process of communicating is dynamic, multifaceted and complex† (p. 17). Zakaria et al. , also suggest that cultural conditioning has a major affect on the evaluation of experience as well as how information and knowledge in global virtual teams is conveyed and learned.In short, cultural influences play a major role in communication and behavioral differences. This concept is another major challenge that global virtual teams face when striving to reach their end goal. Conveying a clear message is only one challenge, the difficult part is conveying that message so that it reaches each individual affectively according to their unique cultural and behavioral background and how to convey organizational messages across global virtual teams has consensually been done through technology.Global virtual teams that use information and communication technologies and exclude social or physical presence and rely on depersonalized forms of communications between its team members (Zakaria et al. ,2007). One can argue that this hinders the creation of a knowledge-sharing culture, yet over time, the exclusion of social and physical presence can possibly strengthen working relationships that normally would not form in a more traditional work setting. Utilizing technology as the form of communication takes out a lot of subtle communication aspects that are experienced when working within a team in a more traditional framework.An example of this is the use of non-ve rbal communication or cues. The absence of non-verbal communication may cause difficulties for those global virtual team members’ cultures that rely on body language, gestures and facial expressions for vital communication. For example, in high-context cultures, people value these subtle and indirect communications. Visual communication like a nod, smile, posture, voice and eye contact provide important indications and meanings to establish understanding of what is trying to be communicated. The usage of verbal and non-verbal communication is important when working together in a team.Global virtual teams usually lack the ability to rely on these communication manners because of their reliability on technology in order to communicate and therefore it is difficult to build cohesiveness and trust within the team. Zakaria et al. , states that: â€Å"Technology is simply a tool that needs human operations, no matter how sophisticated the technology can be, the implementation of technology has the potential to fail if insufficient considerations are given from the user perspectives† (p. 19). This brings up the topic of what is appropriate and what is not when communicating to and within global virtual teams.In the majority of information and communicated technology-mediated environments where team members are dispersed geographically and are culturally diverse, the usual form of communication is electronically, and the preferred language of use is English. Studies have shown that native and non-native English speakers exhibit culture-based differences in meanings of terminology, structure and format. A key example of this is the usage of terms and slang. When members use terms and slang words, the intended meaning can be obscured due to cultural differences and can hinder knowledge management and effectiveness.Another area for potential conflict in information communication is the actual language itself. For those teams that use English, individuals need to be aware of the English language variation in intra-team electronic communication. This particularly pertains to the tone, style, formality, salutations and closings and that they need to be aware that there are substantial sociolinguistic and grammatical variations within the global English-speaking community and will have a significant impact on intra-team communications.In order to successfully facilitate the cross-cultural collaboration and communication, the team members must be aware of these subtle differences and acknowledge them when relaying organizational messages. Since the use of electronic communication technology has the capacity to reduce or overcome certain cultural challenges within a global virtual team, these forms of technologies can facilitate intra-team interaction. It also introduces a shared-framework, a virtual work setting that can build intra-team respect, trust, reciprocity and positive individual and group relationships.Therefore, understanding the communication and behavioral differences when communicating electronically to the team members can put the team in the position to work through the challenges that lie within a global virtual team. The Importance of Developing Trust For global virtual teams, building trust is one of the essential factors in developing a successful team. Since global virtual teams consist of many cultures that make up the entity as well as a geographically dispersed entity, there is a high risk of potential misunderstandings and mistrust. So the question that many virtual teams face is how to develop trust. Many researchers contend that in order to develop trust, a group must facilitate face to face interactions in order to build trust. These face to face interactions allow people to relate to each other or â€Å"click† as many of the new generation say. However, this may not have enough grounds to develop strong trust within a team if the members do not understand each other and/or the nature of the team itself.As Roberts observed, â€Å"the development of trust, whether on a local or international basis, requires more than face to face contact or its technological and spatially indifferent substitute video-conferencing ellipses, trust depends on the sharing of a set of socially embedded values, cultural institutions and expectations† (Roberts, 2000, p. 6). In order for global virtual teams to be effective, there must be intra-group trust as well as trust between management and team members and vice ver sa. Jarvenpaa, S. L. , and Leidner, D. E. 1999) infer that virtual teams have no time to gradually develop trust and therefore require a high degree of â€Å"swift trust† to be demonstrated by enthusiastic and proactive team members’ behaviors. So how do cross-cultural members form swift trust? Jarvenpaa and Leidner suggest that the virtual team members would import the expectations of trust from other settings that they are familiar with. It is also important to note that if an individual team member’s cultural stereotypes are flawed, biased or incomplete, this technique may be problematic. Once communication is developed between members, trust could be maintained by actions that are highly dynamic, proactive and enthusiastic. Such active communication must be premised on accurate cultural knowledge to be effective. Therefore swift trust is made possible because when cross-cultural teams work in a virtual environment, they bring their knowledge, competence and expertise not only to meet the goals that are set but also about the other team members’ and their cultures in order to ensure the success of the team.Not only is this necessary for the members of the team but it also necessary for the leaders of the team to establish this swift trust. As noted from Zakaria and Leidner, there are two behavioral categories that form cross-cultural trust. First, credibility where one individual believes that the other individual has the capabilities, competence, expertise and resources to make a successful exchange that meets expectations. Note that when working in cross-cult ural teams, the work expectation of a person in culture A is different from the expectations of a person in culture B. This can be challenging in implementing swift trust in global virtual teams, but it can be overcome if the expectations are set by the managers or leaders and are clearly communicated to all team members. The second factor that Zakaria and Leidner discuss is benevolence, the beliefs about the emotional aspects of the referent’s behavior like positive intention to exchange. These beliefs include a referent’s good will so that they would participate in the better good of the team rather than jeopardize the exchange outcome. This may result in some challenges to the team because swift trust does not focus a lot on interpersonal relationships.Rather it places more emphasis on the initial broad social structures. Therefore in order for swift trust to be implemented successfully, team members must maintain a high level of actions, regardless of their cultural preferences and differences. But team members should also appreciate, understand and respect the cultural differences that make up the team in order to truly succeed in a global virtual team. Conclusion Through research of many articles and publishing’s regarding the topic of communication in global virtual, building trust has been the one subject that has been consistently addressed. Mockaitis, A. I. , Rose, E. L. nd Zetting, P. (2009) suggest that the development of trust in the context of multicultural global virtual teams is related to aspects of culture, conflict, task interdependence and communication. A team whose members are more collective in nature rather than distant tend to report more positive results of developing trust within the group, this implies that culture matters. It is important for all team members to understand and respect the cultures of the other individuals. Although team members’ personal cultural values have consistent predictive power it is suggested that it displays very little value in developing trust within the group.Initially since communication amongst the team is done virtually and not face to face, it is important to establish trust among the group. But as the team develops the factors for cultural differences and diversity tend to become less important to the success of the group. The findings of Mockaitis et al. , show that cultural diversity does not appear to serve as a barrier to trust, even as differences become apparent through communication, but it can play a crucial role in developing that trust. Therefore along with cultural differences, communication is extremely important for the development of trust within a global virtual team.