Genghis Khan an Example of a Visionary Leader Essay examples

Synthesis Essay - Genghis Khan Genghis Khan was born clutching a blood clot in his fist, foretelling of the bloodshed and violence he would unleash on the world while ultimately achieving the goal of creating the largest contiguous empire in history. His personal struggle is well outside the scope of this discussion. I will, however, cover how Genghis exemplified the qualities of a visionary leader by his use of technology, long range planning, and inspirational motivation. Contrary to historians in the Middle East, I also present that Genghis Khan was an ethical leader as shown by his authentic leadership style that embodied idealized influence and based his leadership decisions squarely on merit. Finally, I intend to convey how†¦show more content†¦(Hartog, p.40) Our reading underscores that one of the keys of a great leader (MP00 Profession of Arms, p.3) is the proficiency in integrating technology in order to achieve mission success. Genghis’ Mongols established a brilliant network of courier routes and outposts for communications and intelligence gathering. His commander’s were charged with reporting any unusual information as fast as possible using this network. He used this intelligence gleaned about the enemy’s political and military situation from the front lines as a means to provide decisiveness to his attack campaigns and attain information superiority over the contested lands (LM10 Culture of Engagement, p. 7). Hartog asserts that â€Å"each inhabitant was obliged if necessary to put the interest of the Yam before his own.† This was a potent charge coming from the leader accustomed to boiling his conquests alive. This bedrock of the Mongol world has also worked its way into our Core Values as â€Å"Service Before Self.† So strong was the Mongols’ devotion to the Yam that they would ride to 2000KM with only brief rests at their outposts. The secret to this reach is that the riders would ride with a string of five horses and switch saddles to a fresh horse when the original horse tired. Genghis’ revolutionary battle tactics were attributed with allowing his empire to grow as fast as it did. The Mongols were master tacticians and leveraged theirShow MoreRelatedLiterature Review : Karl Galinsky And Jack Weatherford1546 Words   |  7 PagesMetoyer World History Richardson Abstract In this review I will analysis and deconstruct the works of Karl Galinsky and Jack Weatherford. The two works I will be looking at is â€Å"Augustus: Introduction to the Life of an Emperor† and â€Å"Genghis Khan and the Making of the Modern World.† This analysis will consist of a summary and deconstruction of each text as well as a comparison of the styles and structures of each author. The review will be concluded with a recount of the overall usefulnessRead MoreMoral Code And The Rise Of Civilizations1217 Words   |  5 Pageshave a positive influence upon its subjects. Leaders must be charismatic, visionary, and potent to be influential. Accountability in leadership, moral code, and trade are prominent factors which contribute to the rise of civilizations. Superior leadership primarily plays a role in the rise of civilizations. The Mongol empire thrived and prospered due to Genghis Khan, a strategic commander in war. Though the Mongol Empire existed before, but Genghis Khan regenerated the empire to become the largestRead MoreWhat Has The History Of Leadership Taught Us?1281 Words   |  6 PagesWhat Has the History of Leadership Taught Us The world has seen many leaders that played a major role in paving the way forward (or backward) for mankind. What separated them from the rest of the field was their vision along with their passion and charisma to inspire and motivate their followers. However, the results of their vision and the long term impact may be a different story altogether. We have seen great leaders like Nelson Mandela and Martin Luther King Jr that inspired millions of peopleRead MoreThe Code Of Hammurabi, An Integral Part Of Any Business3995 Words   |  16 Pageswho started requiring individuals to pass a test if they were wishing to serve. His philosophy is still a major influence, not only throughout Asia, but the world. (National History Day, 2014) Alexander the Great, born in 356 B.C.E., is a historic leader that commanded his armies to conquer an area from the Eastern Mediterranean to countries surrounding India. He introduced Greek culture into his conquered areas by leaving soldiers to intermarry with local people and also adopted some eastern cultureRead MoreLeaders Make a Real Difference in an Organisation’s Performance2832 Words   |  12 Pages90218998 â€Å"Leaders make a real difference in an organisation’s performance†. Explain and critically evaluate this statement. Leadership is defined as â€Å"a special case of interpersonal influence that gets an individual or group to do what the leader wants done† (Wood, J. et al, 2010) this is depicted across society ultimately through developing opportunities on individuals and radiating inspiration and motivation within their scope of influence. Within these qualities over history great leaders have developed

Gender Differences In A Market With Relative Performance...

Wozniak, David. Gender Differences in a Market with Relative Performance Feedback: Professional Tennis Players. Journal of Economic Behavior Organization, vol. 83, no. 1, June 2012, pp. 158-171. EBSCOhost, doi:10.1016/j.jebo.2011.06.020. â€Å"Gender differences in a market with relative performance feedback: Professional tennis players† by David Wozniak makes the argument that with new research and analytics, women tend to be less competitive than men, shown through professional tennis players. He provides examples and data of professional tennis players to understand if there is a gender competitive gap and why it exists. This source is useful to my overall inquiry as it provides a contrasting idea of competition affecting spectators†¦show more content†¦This will help me gather background information as well the history of women in sports to understand why the gender gap exists in sport. Massengale, Dana and Nancy Lough. Women Leaders in Sport: Wheres the Gender Equity?. JOPERD: The Journal of Physical Education, Recreation Dance, vol. 81, no. 4, Apr. 2010, pp. 6-8. EBSCOhost, search.ebscohost.com/login.aspx?direct=truedb=a9hAN=49797944site=ehost-live. Dana Massengale and Nancy Lough’s collaboration piece talking about the gender equality among women leaders in sport brings up important details regarding the under-representation of women leaders in intercollegiate athletics. She also compares that to the â€Å"increasing participation† of women in the sporting field (Massengale and Lough 6). Her sub topics—â€Å"Current Status of Women Sport Leaders,† â€Å"Barriers or Discrimination?†Ã¢â‚¬â€reinforce her overall message towards the growth of value for women participating in sporting fields (Massengale and Lough 6). The quote â€Å"In essence, to begin to break the cycle of under-represented women leaders in sport, there is a need for girls to feel valued in sport†(Massengale and Lough 7) expresses this very ideal. Being specialists in the field of sport science, Massengale and Lough have shown coherent analysis throughout their viewpoint. This article can further help me understand theSho w MoreRelatedPerformance Appraisal: a Critical Review2516 Words   |  11 PagesPERFORMANCE APPRAISAL: A CRITICAL REVIEW Abstract: Performance appraisal is used in many organizations in order to assess the performance of their employees. But there are some issues and problems that are associated with performance appraisal can have negative impacts on the performance of employees and can make it useless. These issues and problems are: absence of objective criteria, gender issues, rater’s bias, social and ethnic issues. And there are empirical research evidences thatRead MoreEssay about Sports Obermeyer Case Study1454 Words   |  6 Pagesis extremely competitive, as well as trendy. Last year Columbia Sportswear, a competitor of Sport Obermeyer, managed to capture 23% of the Adult Ski-Jacket market. This, along with the ever increasing varieties of products and no clear indication of what the end consumers’ reaction to the line is makes this a very careful blending of analysis, experience, intuition and sheer speculation when making this decision. I will identify how many units of each style I shou ld make during the initial phaseRead MoreRestructuring of Sales and Marketing2112 Words   |  9 Pagesfive new positions. Secondly, I will explain the training program to enhance the skills and qualification of the new and current employees. Thirdly, I will explain methods for evaluating employees and team performance, including a progressive discipline process. Fourth, challenges for team performance will be evaluated using several factors. Fifth, a comprehensive incentive and benefits packages will be addressed. Strategies for managing employees’ career will be offered by promotions and educationalRead MoreProduct Analysis And Concepts Of The Smartphone2237 Words   |  9 PagesOnePlus is a startup company that has recently entered the mobile market in late December of 2013. Their goals and ambition were to produce the best product possible to satisfy a certain price point. Their target market for the smartphone was not focused primarily on segmentation of age, gender or geography, but to users who want the best product; those who do not want to settle. The OnePlus One is the latest android smartphone in the market to date and can only be acquired through an invitation and notRead MoreThesis Paper Proposal on Job Satisfaction1853 Words   |  8 Pages 5 6.2 Target group and data collection 5 6.3 Sample size 6 6.4 Data analysis 6 7. Reporting 7 8. Problems and limitations 8 9. Research planning schedule 8 10. References 9 1. Executive Summary: This study attempts to evaluate job satisfaction of bank employees in Bangladesh. It focuses on the relative importance of job satisfaction factors and their impacts on the overall job satisfactionRead MoreManaging the Human Resources at Shenzen China Factories4667 Words   |  19 PagesJinjian Garment Factory Situation B. Analysis of the â€Å"Lack of motivation† Aspect at Jinjian 1. Evolution of HR 2. De-motivation Factors of Jinjian’s employees: a. Direct Internal Factors b. Indirect External Factors C. Designing and implementing a strategic HR Solution 1. Recruitment and Selection a. Job Analysis and Job Description b. Job Testing c. Interviews 2. Training, Development, Performance Appraisal, and Compensation a.Read MorePerformance Appraisal4474 Words   |  18 PagesIn some organizations performance appraisal (PA) and performance management systems are treated as unnecesary or routine job. But the evaluation of of employees job performance is vital human resources function and of critical importance to the organization. In work organizations performance measurement typically takes place in the form of formal performance appraisals, which measure worker performance in comparison to certain predetermined standards. Performance appraisals serve many purposes forRead MoreHrm 500 Midterm Exam ( All Possible Questions with Solution )4449 Words   |  18 PagesQuestions With Solution ) Follow Link Below To Get Tutorial https://homeworklance.com/downloads/hrm-500-midterm-exam-possible-questions-solution/ Description: The policies, practices, and systems that influence employees’ behavior, attitudes, and performance constitute: materials management. labor laws. human resource management. equal employment opportunity. supply chain management. As a type of resource, human capital refers to the: tax-deferred value of an employee’s 401(k) plan. Read MoreStudent Satisfaction in Jose Rizal University3423 Words   |  14 PagesIntroduction Students’ opinions about all aspects of academic life are now sought by educational institutions worldwide, generally, in the form of a satisfaction feedback questionnaire. It is this student satisfaction survey, within the context of student satisfaction in JRU Jose Rizal University. In the Philippines, Higher Education (HE) students were considered to be the â€Å"primary customers† of a University ,even before they were liable for the payment of â€Å"up-front† tuition fees. Students areRead MoreTeamwork Promotes And Establishes Effective Communications Channels Within The Members Of The Team2077 Words   |  9 Pagesthe productivity up to the normal for the team level. Team performance depends on the nature of the ongoing project according to Steiner (1972), who even advocated that the actual performance of a group is usually lower than the potential performance. The potential performance of a group depends on the available human resources and the requirements of the project to be executed. The difference between the potential and actual performance lead to procedural losses, which may be due to loss of coordination

personality traits Free Essays

Team Personality Traits Dawn Borden , Gracie Reed Johanna Guedea, Megan Miller PSY/250 December 02, 2013 Anney Snyder Team Personality Traits can be easily captured by five dimensions. These dimensions are called the Big Five. The Big Five consists of Extroversion, Agreeableness, Conscientiousness, Emotional Instability, and Openness. We will write a custom essay sample on personality traits or any similar topic only for you Order Now A combination of questions and answers provides information that determines which characteristics are associated with each other. If teams were handpicked with specific goals in mind, these characteristics could determine whether the team succeeds or not. For xample, a team made up of aggressive, deceptive, passive and destructive personalities would probably not agree on anything. The Big Five have been gathered through the result of decades’ worth of psychological research into personality. While they don’t capture the idiosyncrasies of everyone’s personality, it is a theoretical framework in which to understand general components of our personality that seem to be the most important in our social and interpersonal interactions with others (psychcentral. com/blog/archives/2009). Everyone took the same test and the results came out very different from each ther results. Johanna is a very well organized and can be relied upon, extremely outgoing, social and energetic. Agreeableness, finds it easy to express irritation with others. But also is generally relaxed most of the time. Gracie is reclusive, quite, unassertive, and private; overly organized, neat, structured, and retrained at the expense too often of flexibility, variety, spontaneity and fun. Gracie is relaxed, calm, secure, and optimistic in life. Moderately kind natured, trusting and helpful while still maintaining own interests. At times can be suggested overly small minded, raditional, and conventional at the expense of intellectual curiosity, possibility, and progress. Megan does not typically seek out new experiences, very well organized and can be relied upon. Extremely outgoing, socially, and energetic, good natured, courteous, and supportive. Generally relaxed at the most times in life and in most situations. Dawn is at times overall talkative, outgoing, sociable, and interacting at the expense of developing own individual interests and internally based identity. Overly organized, neat, structured and restrained at the expense too often of flexibility, ife at most times. Is overly kind natured, trusting, and helpful at the expense too often of your own individual development. Is intellectual, curious, imaginative, but possibly not very practical in life. Working together is a great asset once we learn how to utilize everyone’s skills. Being on a team allows for much more perspective rather than Just our own. Looking at the Big Five Assessment results we can determine who is the most organized and works best under pressure. We can also tell who has a creative personality and is open to trying new things. These are all excellent traits to ave for a team completing an assignment. When breaking down the team assignments it would be in our best interest to choose someone who pays close attention to detail, is organized, as well as dependable to be our leader. If we chose a procrastinator and someone who is easily anxious we may wind up with a late or unprepared assignment which would cost us points. Knowing what everyone’s strengths and weaknesses are allows us to really know who we are working with and how to handle our assignments. Looking at the Big Five assessment we can easily determine who has which traits. According to the results we all got, the Big 5 Personality Test is not the most reliable test to describe an individual’s personality. There are various factors that define someone’s personality, but if an answer is need instantly then the test is big help. For example for a Job interview, the Big 5 Personality Test is an extremely good way to somewhat let the employer know if that person is a good candidate for that certain position. According to each other’s result we did not exactly came to an agreement for the accuracy of this test. In my opinion it was accurate, for myself. But I would not use the test to define who I am. Dawn’s results were indeed not accurate one- hundred percent. Due to the fact that it said he was more of an extrovert than an introvert, when in fact he is the opposite. The Big Five test is perfect for online schools because it lets everyone know which person works well under pressure, who procrastinates, and who is an over achiever, and more. With this, each team can be prepared for what it is in stores within their team. The Big Five is a valid test for certain things, but it indeed does not define who an individual is. It is a very good elp, to begin working with others but we each will get to know each other as we all work together. â€Å"The weakness of the Big Five Theory is that there is some debate among researchers as to what makes up the core of each element† ( Booker, Kitchen, Rebman. 2007). It is clear that we all have different opinions of what makes up each of the components that the test is divided into, but we all have some similarities therefore the test is not that much inaccurate. Different definitions but same key points, which makes the Big Five Test a good method for online school and other hings such as Job interviews. The various personality tests can give a synopsis of a person’s likely hood of working well within a group setting. It cannot however take into consideration all the various situations that may take place during this period. A person can start out with the best of intentions and fail. There may be a lack of communication among the group, prior personal commitments, technical issues, or just not understanding the assignment. You have people that adjust to any situation want to work by themselves because they do not trust others to do their share. The Big Five can be a useful way of helping an individual to understand themselves and others. You normally don’t get to see the results of your teammate or coworker, so you are both working in the dark. Seeing the results can also lead to mistaken profiling. In most team assignments, you really don’t get to know the people that you are assigned to work with due to time limitations. Walter Lippmann, an influential American writer, Journalist and political commentator, once said â€Å"For the most part we do not first see, and then define; we define first, and then we see. How to cite personality traits, Papers

Costco Pay and Benefit free essay sample

Consequently, many of them are part of a union and hold strikes known as â€Å"Black Friday Strike†, to fight against their job dissatisfaction. Furthermore, Weissmann (2012) goes on to state that Costco is paying their employees â€Å"commendably† better. As demonstrated in figure one, the average wage for a Cost Co cashier, after 5 years of employment is approximately 64% higher than that of an employee at the Wal-Mart Empire (McArdle 2012). Moreover the commentary of Business Week Magazine quotes At Costco, its better to be an employee or a customer than a shareholder, says Deutsche Bank†. By showing generosity to employees, they are able to retain them (Commentary:The Costco Way 2004). This is unlike at Wal-Mart where are higher focus is made on shareholder value (Weissmann 2012). Additionally, no Costco employees are part of a union in Washington State (Frey 2004). This only goes to show that employees at Costco are generally satisfied and as such they have no need to join a union, as they have no criticisms on employee treatment. Despite remarks that Costco has more employee value than shareholder value, figure two demonstrates otherwise. Where Costco’s market price had risen constantly over the past 5 years, Wal-mart’s market price has been relatively constant (Yahoo Finance 2013). One particular employee was offer a biannual bonus and had been given time off paid after suffering health issues (Frey 2004). Moreover, Costco offers health care and life insurance although it should be noted that most companies, particularly in USA where health care is not free. As depicted in figure one, Cost co pays for 82% of their employee’s medical costs. However at Wal-Mart, only 50% of health care expenses are paid for, meaning the employee bears 50% of the costs. Additionally, Employees at Cost co can also add family members and de-facto partners to the program and increase their package (Costco 2013). Furthermore, they offer mental care to employees and their families (Costco Wholesale 2011). The 31 December 2012 annual report goes on detail that they do not attempt to minimise wages and benefits but to ensure their satisfaction and reduce employee turnover (Costco 2012). However Costco also has a share scheme where by employees at Costco are offered shares if they have been employees for a substantial period of time (Costco 2012). Additionally, employees also benefit from â€Å"retirement plans† if they complete at least 90 days on the job (Costco 2012). Although it is not offered to employees who are members of the California Union (Costco 2012). One could assume that this retirement scheme was offered to employees to reduce their turnover. Hence Costco will replicate in act of good faith. DEVELOPMENT AND GROWTH In terms of the development and growth of their employee’s one motivator factor that creates much satisfaction is the fact that Costco promotes internally (Katsarski 2008). The chance of a promotion may motivate employees to perform better and to persevere with their employment. This is reflected by their low turnover rate (Katsarski 2008). In 2009, the turnover rate, for the average employee at Costco, was 12%, which was considerable lower than the industry average (Ruggeri 2009). (REQUIRE MORE STATISTICS) For instance, Sinegal explains that many managers started out at 19-20 years of age and have been employed by Costco for at least 10 years (Staff 2012). . It appears as though the CEO of Costco understands that employees have needs and desires to grow professionally. For this reason, opportunities for development are not only offered to long-standing employees, but also t. Figure ONE: Comparison Table | Cost Co| Wal-Mart(Including Sam’s Club)| Difference| Employee Starting Rate| $11| $10| $1| Wage after 5 years| $19. 50| $12. 50| $7| Health Benefit Costs paid for| 82%| 50%| 32%| Profit per Employee| $10,623| $7,428| $3,195| McArdle, M 2012, Why Cant Walmart Be More Like Costco? ’, The Daily Beast, 26 November, viewed 13 May 2013, Figure TWO: Movements in Market Price (listed share price) Yahoo Finance (2013) Costco Wholesale Corporation share price data 2008-2012, Yahoo Finance, viewed 13 May 2013 Figure THREE: Equity Theory Applied for Costco Ruggeri, A 2009, ‘Jim Sinegal: Costco CEO Focuses on Employees’, US News, 22 October, viewed 20 April 2013, Reference Costco Wholesale Corporation 2012, Annual Report 2012, Costco Wholesale Corporation, viewed 19 April 2013, Frey, C 2004, Costcos love of labor: Employees well-being key to its success, Seattlepi, 28 march, viewed 20 April 2013, Weissmann, J 2012, Whos Really to Blame for the Wal-Mart Strikes? The American Consumer, The Atlantic, 22 November, viewed 20 April 2013, Costco Wholesale 2013, Costco Employee Benefit Program Annual Open Enrolment 2013, Costco Wholsale, viewed 20 April 2013, Costco Wholesale 2011, Costco Employee Benefits Program Summary Plan Description, Costco Wholesale, viewed 13 May 2013, Commentary:The Costco Way 2004, accessed 30 April 2013, Ghillyer, A (2010), Management Now, McGraw Hill Higher Education Katsarski, S 2008, ‘Employee Motivation – The Key to Success’, Ezine Articles, 18 September, viewed 20 April 2013, Staff, M 2012, Jim Sinegal on Costcos Promote From Within Strategy and Why It Needs to Think Like a Small Company, Daily Finance, 21 June, viewed 13 May 2013, Ruggeri, A 2009, ‘Jim Sinegal: Costco CEO Focuses on Employees’, US News, 22 October, viewed 20 April 2013,

Change management in The Emirates airlines

The End of Poverty

The End of Poverty Philippe Diaz’s documentary, The End of Poverty, is a piece that attempts to dissect the causes of the huge economic inequalities that exist between countries in the Northern Hemisphere and the Southern Hemisphere.Advertising We will write a custom essay sample on The End of Poverty specifically for you for only $16.05 $11/page Learn More The documentary, through the narrator Martin Sheen, gives a graphic description of the years of exploitation that have turned American and European countries into economic superpowers while, at the same time, impoverishing the weak economies of the developing world. The poverty, suffering and misery in the Third World are brought to life in the documentary. A central argument that the documentary focuses on is the supply of raw materials to the developed countries. Diaz explains that the ever hungry industries of the developed world import raw materials from the developing countries at a very low cost and use the raw materials to convert their own countries into export economies for finished products. The producers of these raw materials in Africa and Latin America continue wallowing in untold poverty despite the effort they put into production (Diaz, 2009). What makes this documentary especially poignant is the realization that the exploitation of these economies has been going on for many centuries. Lack of technology and means of value addition mean that the miners and the farmers do not get the true value of their efforts. Bolivian miners and sugarcane farmers in Brazil are shown in graphic detail toiling daily with no commensurate reward while the world economy continues to be controlled by the rich economies. The colonial legacy that is all too evident in the developing countries is also illuminated in the documentary. It documents how the impoverished countries pay huge amounts of money to their former colonial masters to repay debts that were built up in the course of the colonial perio d. The independence governments of the developing countries are forced to shoulder the burden of their colonial masters who accumulated these debts during the colonial period. As these countries repay these huge debts, their citizens continue to suffer under the burden of social inefficiencies. The issues explored in the documentary have been the subjects of debate in many social and economic forums, with the poor countries attempting in vain to highlight the serious issues that confront them.Advertising Looking for essay on art and design? Let's see if we can help you! Get your first paper with 15% OFF Learn More The point that Diaz makes is that poor nations are not seeking for aid and financial assistance but justice over the exploitation that they have endured over the centuries (Diaz, 2009). Financial institutions such as the World Bank come under intense criticism for this state of affairs with Diaz castigating their lopsided economic policies regarding the poor nations. However, the documentary fails in one critical area: the prescription it gives in solving the problem of poverty. Towards the end, the film delves into what is obviously an unworkable solution to the problem of poverty. Diaz prescribes the nationalization of resources in the developing countries as a way of solving a complex historical problem. This prescription obviously falls short of expectations considering the powerful theme being presented in the documentary. However, the way the documentary uses experts, such as author John Perkins to dissect the problem is a major strength. Other experts featured in the film include Economics Nobel prize winner, Joseph Stiglitz, and other social activists. At the end of the film, one agrees with the theme, which essentially points out that people are poor by design and not by any accident of nature. Reference Diaz, P. (Director) (2009). The End of Poverty, (Documentary). Cinema Libre studio, Robert Schalkenbach Foundation. https://www.imdb.com/title/tt0903943/

Diamonds Industry of South Africa Essay Example | Topics and Well Written Essays - 5000 words

Diamonds Industry of South Africa - Essay Example It discusses the cartel's behavior during the apartheid era, specifically its observance of human rights and corporate responsibility under a fascist and racist regime. Chapter V discusses the agreement reached between the ANC government and the De Beers cartel on the status of diamond mines and mining industry in South Africa, and how the cartel can help in the country's development program. It also contains recommendations on how the agreement can help in promoting black economic empowerment, and economic and political democratisation throughout South Africa. De Beers is a monopoly and the cartel of the diamond world. Monopoly is a term that translates literally into "single seller,"1 which means a corporation that dominates the production and distribution of a particular service or product (such as diamonds). There are various forms of monopolies and a cartel is just one of them. A cartel (such as De Beers) is a formal or informal group of corporations that have agreed to avoid and minimise non-productive or destructive competition among them in order to dominate the market and maximise profits. that maximum strictly, to avoid flooding the market with products which usually results in a decrease of their prices. To guarantee their profits, members of the cartel can either agree on a common product price for their entire area of operation or set up local Diamonds of South Africa 4 monopolies where they may or may not apply a common price structure.2 The price is of course higher than what it would be if production was not regulated by the cartel, and if prices were determined, not by the cartel, but by genuine competition and the interests of the consumer. De Beers for instance set an artificially high price for its diamonds despite the fact that there was already a large supply of diamonds in the mines of South Africa (which were discovered as early as 1867) and other African countries. The supply increased astronomically following the discovery of mines in Russia, Canada and Australia. De Beers kept prices high by cultivating the myth that diamonds are valuable and scarce and should be priced accordingly. The cartel has not lowered the prices of its diamonds in its entire existence. Many countries have legislated against price fixing cartels to encourage competition, which theoretically should lower prices and improve product quality. The European Diamonds of South Africa 5 Commission, in its 2005 Report on Competition Policy, proclaimed that "(c)ompetition is crucial for the whole partnership for growth and jobs."3 In fact, "the fight against international price-fixing and market-sharing cartels has become a top political priority in Europe."4 B. The Birth of De Beers De Beers can be viewed as an exceptionally innovative and long-lived cartel. On the other hand, it has been criticised and even condemned as "the most