Sociology and People

Hannah Wisnewski Period 4 Sociology Mr. Taylor Essays for Test 1. Clarify how folkways, mores, and laws vary in importance within American society. Give examples of each. Their importance of folkways, mores and laws within American society is that, in combination, they help maintain a civil society. Folkways are rules or standards that cover ways of thinking, feeling, and behavior but lack moral overtones. Folkways are socially accepted however not morally significant. They are norms for everyday behavior that people follow for the sake of tradition.But if the folkway is broken there is no moral or legal consequence. Folkways in the United States consist of supporting school activities, speaking to other students in the hall, and if male, removing hats in church. In society today we find people who always wear shorts with a suit or who talk loudly odd but society doesn’t consider them immoral. However if someone has obnoxious behavior at a party after excessive drinking can br ing in strong negative reactions from others. Mores are strict norms that control moral and ethical behavior. Mores deal with morality which is the right and wrong.Mores are norms of great moral significance. Conformity to mores conveys strong social approval whereas violation conveys strong disapproval. Following folkways is generally a matter of personal choice; though conformity to mores is a social requirement. An example of a more would be if someone attends church in the nude, s/he would offend most people of that culture and be morally shunned. Laws are norms that are formally defined and enforced by officials. Folkways and mores emerge together slowly and unconsciously created whereas laws were created and enforced.Mores are an important source for laws, for instant at one point the norm against murder hadn’t been written down. Then society advanced and the norm against murder became formally defined and enforced. Folkways can lead into and become mores or laws. An ex ample of a law is smoking. Up until the 1970’s smoking when mounting health convinced many people that smoking should be limited or banned in public places. As society developed, many states picked up the law against smoking in airports, government buildings, restaurants, and other open general public places. . Which theory of deviance best explains why people do deviant acts? Why? Which theory does not explain why people do deviant acts? Why? I think the control theory best explains why people do deviant acts because they conform to social norms depends on the presence of strong bonds between individuals and society. Social bonds control the behavior of people and thus preventing deviant acts. Most people do not conform since they do not want to â€Å"lose face† with family, friends, or classmates. Control theory is broken into 4 parts first and foremost attachment.This is when an individual has strong attachment to groups or other individuals. Next is commitment whic h is great commitment to goal the more likely a person would be to conform. The commitment is greater than the commitment of people who do not believe they can compete within the system. Next in the four is involvement which is participation in approved social activities increases the probability of conformity. Besides positively focusing an individual’s time and energy and the participation p connects contact with valuable opinions.Last is belief in norms and values of society promotes conformity. This belief appropriateness for the rules of social life strengthens peoples resolve no to deviate from those norms. I think the strain theory does not explain why people do deviant acts because it is merely a hypothesis of Durkheim’s concept of anomie, whereas control is the social bonds controlling the behavior of people. There are four parts to the strain theory, first is innovation which an individual accepts the goal of success but uses illegal means to achieve it this is the most obvious type of deviant response.An example of innovation is robbery, drug dealing and other criminal acts. Next is ritualism where the individual rejects the goal but continues to use the legitimate means. This is where people go through the motions without really believing the process. This could be a teacher going through daily lessons however not caring about the way the students turn out. Retreatism is a deviant response in which both the legitimate means and the approved goals are rejected.Alcoholics and drug addicts are retreatists, thus meaning they are not successful nor seek to be successful. Rebellion is people who both reject success and the approved means for achieving it. However at the same time they additionally add a new set of goals and means. Some of the militia group members demonstrate this response. However they live alone to pursue the goal of changing society by doing deviant things, such as creating their own currency, deliberately violating gun laws, and threatening violent behavior against law enforcement. . America’s prisons are at a crisis. Explain how bad the prison problem has become. What are some alternatives to prison? How would you solve the prison crisis? The problem with the prisons is that they have become increasingly over populated. Some alternatives to prison are a combination of prison and probation which a mixed or split sentence known as shock probation which is designed to shock offenders into recognizing the realities of prison life. Prisoner’s serve part of their sentence in an institution and rest on probation.Another alternative is a community-based program. These programs are designed to reintroduce criminals into society. At this time the prisoners will have the opportunity to become part of society however under professional guidance and supervision. The next alternative is diversion strategy which is aimed at preventing, or greatly reducing the offender’s involvement in the c riminal justice system. This alternative involves a referral to a community-based treatment program rather than a prison or a probationary program.If I could solve the prison crisis personally I would just build more prisons out in the middle of nowhere so I can keep everyone safe and protected. I feel like if an individual is in prison for something they have done then they deserve to be there away from society. Personally I don’t feel like going from prison to prohibition really does much because who’s to say they will not commit crime again? Maybe this time even worse than the last because the individual (criminal) could want revenge.

Quality of Care in Health Care Settings Essay

Questions Answered: What is the problems with quality care today? Why is quality of care lacking in areas? Quality of care plays an important role in assuring the standards of nursing performance. By providing specific performance requirements, standards of nursing performance can improve and provide quality of nursing care in health care settings (Scope & Standards, pg 33). Quality care is one of the most significant nursing standards of modern time. This particular standard must be implemented by nurse’s everyday. One of the main concerns in nursing practice today, is quality of care in the health care setting (iom.edu). Recent reports from the American Nurses Association (ANA) and the Institute of Medicine’s Quality Initiative (IMQI) brought immediate attention to the public on the collapse of quality of care. The reports focused on the need to recognize, develop, evaluate, and ensure the quality of health care in the United States (nursing world.org). Both the ANA and IMQI represent a systematic effort to advance health care quality and patient safety concerns. Many other institutions have felt the need for further disciplinary actions to improve quality of care in healthcare settings. Organizations such as the American Heart Association and Agency for Healthcare Research and Quality have also recommended that the healthcare system launch a systemic proposal to increase the quality of care. The American Heart Association has made the Quality of Care and Outcomes Research Interdisciplinary Working Group (QCOR IWG) to provide quality care to heart patients (americanheart.org). The QCOR IWG is a multidisciplinary group committed to making a significant contribution to improving patient outcomes and healthcare quality. The Agency for Healthcare Research and Quality developed a National Healthcare Quality Report to facilitate the needs of patients around the United States. By doing so, they are raising awareness to healthcare institutions for the improvement of quality of care (ahrq.gov). Private groups such as the National Quality Forum (NQF), Leapfrog group, and the Joint Commission on Accreditation of Healthcare Organizations (JCAHO)  made recommendations and efforts to ensure healthcare quality. All of the organizations are trying to make an attempt to lower client dissatisfaction, identify specific quality indicators, and increase the quality of care in every health care institution in the United States (ahrq.gov). A 2004 study, done by the Agency for Healthcare Research and Quality, concluded that 45.1 percent of people were not receiving the care they needed (ahrg.gov). Healthcare systems are now aiming at quality improvement, education, and implementation of quality care (ahrq.gov). The ANA gives reasons for the lack of quality care in institutions today. One of these reasons is the lack of professional care. The registered nurse (RN) has one of the lowest censuses of the healthcare professionals and highest in demand. RN’s are now faced with an enormous amount of patients, little time to care for their individual needs, and long strenuous work hours. Longer hours from the nursing shortage lead to RN burn-out. This burn-out creates decreased quality of care, medications errors, and an increase of patient safety risks (nursingworld.org). A nurse, D. Thomas, from the local Nursing Home discussed her time of burn-out. She states,One day, I had thirty patients to care for all by myself. I had two nursing aides that did everything except medications. The whole day I passed out dozens of meds. They didn’t have anyone for the next shift and my manager asked if I could work some over time. I worked sixteen hours that day. I made three medication errors and two patients had new pressure ulcers, but there was no one else to care for these individuals. The bad thing was, I didn’t even care for them, I just handed them their meds. The aides did all of the work because I was so pressured for time. That’s the way it is now, more nursing aides and less nurses. No one wants a nurse’s job because it is not what it seems (D. Thomas, personal interview, October 31, 2007). Some healthcare facilities have instituted more unlicensed personnel to take place of the professional nurse. This is thought to be a way of quickly saving money for the institution. Staff substitutions have become major  issues for patients today. In 1996, the ANA conducted a survey examining the concern of the quality of care in health systems. Out of all the adult clients polled, three-fourths indicated a serious concern that good quality of care is harder and harder to find. Thy also concluded that substitutions can be a â€Å"quick fix† to save money, but in the long run, they will minimize the quality of care for the patient (nursingworld.org). Another major issue that limits quality of care is insurers. Insurers are tearing down refund rates and decreasing the number of services covered (Scope & Standards, pg 18). I found this statement to be true when I interviewed a patient, C. Erlain, who is a Blue Cross Blue Shield health plan member. He states,My insurance does not cover all of my procedures and tests. I am mad because I pay a lot of money each month to have good coverage and I don’t get the care that I need. One time I was at the doctors and he said that he could only spend fifteen minutes with me because my insurance does not allow me to go over that amount of time. I was so frustrated. How would I get the care I needed? Even if I got another plan, they would also have restrictions, so I don’t get the care that I want or need. If I could say anything to those insurance people, it would be why am I paying for something that doesn’t care about my health? Those people only care about the money, not the people. It’s unfortunate (C. Erlain, personal interview, November 2, 2007). From my own experience in home healthcare, I was only allowed a limited amount of time to spend with the patient depending on their insurance. It was either fifteen minutes, thirty minutes, or one hour. Sadly, this was no always the best scenario for the patient. Although the patient was getting care, it wasn’t the care that they would have liked. One patient said to me, â€Å"Do you have to go already?† I was so busy that I could not stay and I knew no one could cover for me, so I left. It saddened me to feel that I hadn’t done my job to its full capacity. I had too many patients and too little time. An insurer made my patient visits more of a â€Å"hello† and â€Å"goodbye.†Americans are limited when it comes to healthcare benefits and insurers are escalating insurance premiums (Scope & Standards, pg 18). The estimation of uninsured individuals in the U.S. reached forty-five million  in 2002 according to the American Hospital Association. Forty-five million Americans will not even have the opportunity to receive any healthcare, let alone have quality healthcare (aha.org). To expand the seriousness of the recommendation for quality of care, quality initiatives are going to large and small institutions to implement these suggestions. The government had made the Agency for Healthcare Research and Quality to bring about issues in the quality of care in healthcare settings (ahrq.gov). Implementing this task force helps to improve the quality of healthcare. It also better insures the health client that they will be provided with adequate care for their healthcare needs. Improving quality of care is a team effort. The government bureau, healthcare agencies, and many other organizations are working vigorously to take an active role to enhancing the quality of care in healthcare settings. By doing so, this team effort will reach its goal to help patients to receive the quality of care they deserve. Reference List Agency for Healthcare Research and Quality. (2007). Guide to Healthcare Quality. Retrieved October 29, 2007, from http://www.ahrq.gov/American Heart Association. (2007). Quality of Care and Outcomes Research Interdisciplinary Working Group. Retrieved October 29, 2007, from http://www.americanheart.org/presenter.jhtml?identifier=3016540/American Hospital Association. (2002). Medical Liability: A Looming Crisis? Part I& II. Retrieved November 2, 2007 from http://www.aha.org/aha/research-and-trends/AHA-policy-research/2003-or-earlier.htmlAmerican Nurses Association. (2007). ANA’s Safety and Quality Initiative. Retrieved October 28, 2007, from http://nursingworld.org/MainMenuCategories/ThePracticeofProfessionalNursing/PatientSafetyQuality/NDNQI/Research/QIforAcuteCareSettings.aspxAmerican Nurses Association. (2004). Scope and Standards of Practice. Silver Spring, MD: ANA. Institute of Medicine’s Quality Initiative. (2007). Health Care and Quality. Retrieved November 2, 2007 from http://www.iom.edu/CMS/3718.aspx

College Board ACT Release Official Concordance Tables

If you’re planning to apply to most colleges in the United States, you’ll need to take at least one of the two major standardized tests of college readiness: the ACT and the SAT. Since most colleges accept both tests and treat them equally, a typical applicant pool will consist of students who took either test, or even both. These variations in testing present a problem for colleges evaluating applicants, especially since the two tests have completely different scoring systems. If one student takes only the SAT and receives a score of 1400, for example, and another student takes only the ACT and receives a score of 32, how is a college to decide which student had the stronger test performance? That’s where concordance tables become important. The overarching ACT organization and the College Board (which administers the SAT) come together regularly to create these tables, which offer an official basis for comparison between SAT and ACT scores. As of June 14, 2018, this newest edition of the ACT/SAT concordance tables has been released to the public, and you can view the report online here . In this post, we’ll cover the differences between the SAT and the ACT, how to read the official concordance tables, and what you need to know about how this report might affect your college admissions process. As you probably know, the ACT and the SAT are both standardized tests that are intended to measure your readiness for college on a scale that allows for comparisons with high school students throughout the United States. While the two tests have the same basic purpose, they go about it in slightly different ways. We’ve covered this before in our post   SAT vs ACT: Everything You Need to Know , but we’ll go over a few of the most notable differences here. One visible difference between these standardized tests is that the ACT has a science section, while the SAT does not. Another is that your answers on the ACT are translated into a scoring scale that goes up to 36, while the SAT’s scoring system goes up to 1600. You may have heard that the SAT’s approach to testing is more about logic and problem-solving, while the ACT is more focused on learning specific content. In the past, this has been true, but after many years of changes, the current versions of the two tests don’t show much of a difference in this area. Historically, the ACT has been more popular in the Midwest and Southern regions of the U.S., while the SAT was more often preferred by students and colleges on the East and West Coasts. Nowadays, however, colleges in the U.S. will generally accept either test to meet application requirements, and many students choose to take both. Since colleges consider the SAT and the ACT equally, your choice of which test to take won’t in itself give you an advantage in the admissions process. However, you may find that you’re better suited to one test’s approach than to the other’s, and can achieve a comparatively higher score. The ACT/SAT concordance tables can help you make this comparison, or simply estimate how well you’re likely to do on the other test. Concordance tables are exactly what they sound like: tables where you can look up your score on either the SAT or the ACT and find out what score would be roughly equivalent on the other test. This is an estimate, based on the average performance of a large number of past test-takers, but it can provide you with some useful information about your test performance. The ACT/SAT concordance tables are updated every time changes are made to one of the tests involved. This 2018 report was triggered by changes made to the SAT in 2016. In the past two years, the College Board and the ACT have gathered and analyzed data from real test-takers and come to an updated set of conclusions about how, on average, the two tests compare. Our students see an average increase of 250 points on their SAT scores. All colleges have access to these concordance tables and are encouraged to use them in the admissions process. Colleges can use concordance tables to compare students who only took the SAT to students who only took the ACT as one of many factors in making admissions decisions. The tables are officially sanctioned by both testing organizations, which also helps to ensure consistency in how different colleges across the U.S. evaluate your scores. Official concordance tables are available broken down by test section, but most students will primarily be interested in the table that compares overall ACT composite scores (out of 36) to total SAT scores (out of 1600). Since the scales are so different, a range of corresponding SAT scores is given for each ACT composite score. We’ve reproduced part of that concordance table below for your convenience. As you can see, in most cases, an increase of one point on the ACT scoring scale typically corresponds to an increase of about 30 points on the SAT scoring scale. However, the concordance table shows that this isn’t consistent across the entire score range, so it’s important to refer back to the chart for the most accurate comparison. The Guide to the 2018 ACT/SAT Concordance from the College Board and the ACT also includes more detailed concordance tables for specific ACT and SAT test sections as well as information and instructions for interpreting and using these results. For the full report as posted on the College Board’s website, click here. There are a few different ways that you as a student can use concordance tables during the college admissions process. Concordance tables can be helpful as a predictive tool; if you know your score for one test, the table can show you roughly what to expect for the other test. Finding the score that corresponds to what you’ve already received on one test can also help you set score goals for an upcoming testing session. When you’re researching colleges, concordance tables can help you understand how you compare to the average applicant. If, for example, you can only find information on the average SAT score of successful applicants to a particular school, but you took the ACT, you can easily convert your score to roughly determine where you stand. You can also use concordance tables to recognize if you perform markedly better on one test over the other after taking both. Since the vast majority of colleges accept either or both, this can help you decide which test scores to submit to colleges. (Remember, certain scholarship and recognition programs are still tied to specific tests, so always do your research in advance to figure out what tests you’ll need to take.) While concordance tables can be helpful, it’s also important that you recognize their limitations. They are only estimates based upon the average test performance of students across the U.S., and if you actually sit down and take both tests, you may very well find that your own results don’t match up exactly to the official table. It’s very difficult to make exact comparisons between two entirely different tests developed by entirely different organization. In addition to the structural differences, your individual testing experiences will vary in ways that may affect your performance. How you feel the day of the test and what exact questions you happen to receive may sway your score in either direction. Finally, you should keep in mind that standardized test scores are only one of many different factors that colleges use to make their admissions decisions. Scoring well on these tests is a necessity for admission to many top schools, but it won’t get you in on its own; your scores must be part of a competitive and cohesive overall application that showcases all your best qualities and engages admissions officers. Preparing and studying for standardized tests is a must, and it’s well-established that doing so raises scores. However, your attention shouldn’t be focused solely on your test scores. If you balance your test prep with work on other areas of your applicant profile and application form, you’re much more likely to catch a college’s eye—and to find a college that’s truly a good fit for you. For more guidance about understanding your SAT and ACT scores and deciding which test(s) to take, check out these posts from the blog. Looking for more personal assistance in preparing for your standardized tests? ’s experienced tutors are here to help you improve your scores and get ready for test day. To learn more about the services we offer, visit ’s Online SAT Tutoring Program on our website.

Competition Law And Consumer Protection Case Study

Competition Law And Consumer Protection - Case Study Example Consumers are now defined as people who buy for purposes unrelated to their trade, business or profession. As per the statute, consumers have to be sold goods of satisfactory quality, after taking into account description, price and other relevant circumstances. If an item is defective at the time of sale, which is referred to as a latent or inherent fault, then the consumer lodge a complaint on the discovery of such a defect. Consumers will not be entitled to a legal remedy in respect of: The condition as set out in The Sale of Goods Act 1979, in respect of merchantable quality of the goods, specifies that the implied terms, "where the seller sells goods in the course of a business, there is an implied term that the goods supplied under the contract are of merchantable quality except that there is no such condition." In Thornett & Fehr v Beer & Son, the buyer bought some barrels of vegetable glue from the seller without properly inspecting the contents, though every opportunity for doing so was offered by the seller. The court decided that if there has been some examination then the buyer cannot complain about defects which a full examination would have revealed4. The Sale of Goods Act 1979 defines implied terms with regard to reasonable fitness of purpose as the sale of goods by a seller in the course of a business and the buyer, expressly or by implication, makes it known to the seller or where the purchase price or part of it is payable by installments and the goods were previously sold by a credit broker to the seller to that credit broker5. In Griffiths v Peter Conway ltd, it was held by the court that special purpose must be communicated expressly or by implication6. This was also reiterated in Slater v Finning7. If there is only one purpose for which something is bought then the fitness of its purpose is implied.

HACCP in temperature conrolled transport Assignment

HACCP in temperature conrolled transport - Assignment Example Hazard Analysis Critical Control Point (HACCP) is a preventive measure in food supply chain that Identify potential biological, chemical and physical hazards in the food production and distribution process and goes further to design preventive measures to eliminate or reduce these hazards to acceptable levels. In this regard, HACCP is a preventive measure rather than a corrective measure. Production and distribution of food involves a number of processes that are required to eliminate or prevent reintroduction of food hazards through post contamination. Activities during transportation are even critical because most food products leave the factories when several analyses have been done and food that meet the quality and safety parameters are released to the market. It is therefore important for food transporters to ensure no potential hazards are reintroduced in foods during transport. This principle forms the basis for implementation of HACCP system in a temperature controlled trans port. Multidisciplinary approach is the key to successful implementation of HACCP system for temperature controlled transport. This approach should appropriately include: production, chemistry, food technology, engineering, microbiology, agronomy and public health expertise. Hazard Analysis Critical Control Point (HACCP) System is a food safety management system thus should allow transporters whether small or large to identify and manage all hazards that would pose danger to food during transportation. ... It is important to note that these are the key activities involved with regard to logical sequence of HACCP principles. HACCP Team Formation The development and maintenance of an effective HACCP system depends mainly on the management team. Assemblage of the HACCP team is the first stage in implementation. The team should consist of people and individuals with appropriate multidisciplinary expertise. HACCP team for temperature controlled transport must consists of expertise from engineering, food technology, production, logistics and transport, food microbiology, food chemistry, food packaging and storage, food toxicology and food quality assurance (Surak & Wilson 2007 p.8). The composition of HACCP team is very critical in identification of all potential hazards and putting the right control measures. However, if for example a transport company is not able to avail expertise from these disciplines, it is recommended that the company seeks for advice from independent experts. The HAC CP team also plays a key role in identification of the scope which for this case is transport and storage of food thus hazards covered here would be within the scope. Product Description and the Intended Use The HACCP team should then describe the products in full and must include all relevant information about safety including physical, chemical and microbiological properties, composition, chemical structure such as water activity and pH, storage conditions and the expiry dates. A full description should also include any form of treatments such as brining, freezing, thermal treatment, smoking and the methods of storage and distribution. However, when the controlled temperature transport system caters for different products, this description can

Service Ops Management Essay Example | Topics and Well Written Essays - 2500 words

Service Ops Management - Essay Example According to industry sales data, compiled by the International Sleep Products Association (ISPA), a bedding industry trade group, approximately 700 manufacturers of mattresses and box springs make up the domestic conventional bedding industry. They generate wholesale revenues estimated at approximately $4.7 billion during calendar year, 2002. The market for conventional bedding represents more than 85% of the entire bedding market in North America. Approximately two-thirds of conventional bedding is sold through furniture stores and specialty sleep shops. Most of the remaining conventional bedding is sold through department stores, mass merchandisers, and membership clubs. Sealy has the largest market share and greatest consumer awareness of any bedding brand in North America. It is believed to be the largest manufacturer of bedding in the world. Sealy employs more than 6000 individuals, has 34 plants, and sells its products in over 7,000 retail outlets in the United States, including furniture stores, leading department stores, sleep shops, and mass merchandisers. Sealy is also a leading supplier to the hospitality industry. Sealy Asia Limited is the regional office of Sealy Corporation, a bed sets manufacturer established in Hong Kong in 2001. It is one of the major mattress manufacturers in the world, and it would like to explore the Asian market in the forthcoming years. Sealy’s vision is to be first, best, most and continuously the most improved player in the Hong Kong market. In sum, we want to have our customers view Sealy as first in product quality and service, as best at meeting their needs, and as the resource that offers the most in every facet of our business relationship. We have a healthy dose of self-criticism, so we are driven by an honest and a critical self-assessment in our quest for improvement in all aspects of

An Evaluation Plan For A Training Program Assignment

An Evaluation Plan For A Training Program - Assignment Example This Training program has been conducted throughout the branches of the eastern zone of USA. The training program lasted for 2 months. After the successful conduction of the training program, the management decided to devise an evaluation method to measure the success of the training provided. An evaluation plan is an essential part of a proposal that offers feedback about the success or failure of a project after it has been developed and implemented.The purpose of evaluation of the training program is different for the person who conducted the training and for the people who participated in the program. Therefore, it is necessary to focus on the views of both of the associated participants. In simple terms, the purpose statement helps in making decisions about the future of the overall organization or monitoring the program procedures to ensure continuance and improvement. A purpose statement is necessary to obtain relevance of a training program and for learning the impact of the training program on certain groups. Program logic models exhibit what a presented plan, new agenda, or focused transformation effort might include from start to finish. The elements in a program logic model consist of the resources, activities, outputs, short-term outcomes, intermediate-term outcomes, long-term outcomes and impact. In this case, the resources are the organizational infrastructure and financial investment. Activities are the detailed actions that make the program happen. Here the computers, internet connection, various software and training manuals are considered as activities. Outputs are the results of the activities, which is the delivery of the lectures and slideshow in this case. Outputs are often measured in terms of quantity and quality. Outcomes are the changes that take place within the awareness, skill, behavior, and knowledge level of the employees after the conduction of the training program. Impact is the final proposed change in an organization or commu nity. Stakeholders The stakeholders related to the training program include the employees, the managers, the supervisors, and the trainers. These people have direct link with the training method. Stakeholders are people who have interest in the evaluating procedure and can utilize the results of evaluation for further improvement, both self-development and organizational development. Key evaluation questions 1. How was the trainer in terms of communication? 2. Did the trainer answer all your questions? 3. How much helpful was the training session? 4. How did the management cooperate in the successful completion of the session? 5. Was the allocated time sufficient for the entire learning procedure? Choosing an evaluation design Evaluation design can be of three types: Exploratory evaluation designs help us in the starting of a training program to recognize which training to provide and the methods that should be implemented. Descriptive designs help us to determine whether the progra m is being conducted as per plan, provide us with response about the programs offered, and decide whether the program is creating the desired output. Causal evaluation designs help to present more information regarding the relationship between the training imparted and the outcomes obtained. It presents a cause and effect relationship. For this specific

Salary Disparity in USA Essay Example | Topics and Well Written Essays - 750 words

Salary Disparity in USA - Essay Example It is widely known that in the labor force of the United States, women are compensated less than men. According to the report of the Bureau of Labor Statistics (BLS) in 1997, full-time working white women had weekly salaries equal to roughly 75% of white men’s weekly salaries (Keaveny & Inderrieden, 2000). The gender disparity in salary has shrunk slightly during the recent decades. In spite of this trend of lower salaries among women, investigations of salary satisfaction have discovered that women are not less discontented with their salary than men. In line with this report, when salary grade has been regulated, women have disclosed greater salary satisfaction than men (Figart, 2000). Because it is believed that salary satisfaction rests on whether salary received is equivalent to salary expected, it means that if women have lesser salary expectations, women are contented with lesser salary. Major and Konar (1984 as cited in Keaveny & Inderrieden, 2000) studied probable roots of gender disparities in salary expectations undergraduate and graduate students. Similar to previous empirical findings, women had lower salary expectations. The suggested explanations for these disparities in salary expectations were that females might be different from men in job value, comparison criteria, job inputs, and career directions. In relation to career direction, women and men may choose dissimilar areas of interest in school and may pursue dissimilar industrial areas and jobs (Gasser, Oliver, & Tan, 1998). Milkovich and Newman (1996 as cited in Keaveny & Inderrieden, 2000) claim that men are more probable to pursue high-paying jobs and industries. Job inputs as a predictor of pay equity have been taken into account mostly from the point of view of equity theory. Although equity theory premises put emphasis on comparing a proportion of a person’s inputs and outputs to a related other, Jacques (1961 as cited in Keaveny & Inderrieden, 2000) claims that workers may develop salary expectations founded on job features only, and discount what other workers are performing. The empirical reports are varied. Hills (1980 as cited in Keaveny & Inderrieden, 2000) located no substantiation for the notion that people draw upon an internal, self-assessment to identify salary equity. Nevertheless, Berkowitz and colleagues (1987 as cited in Keaveny & Inderrieden, 2000) discovered that the satisfaction of respondents with their salaries was linked to what they believed they are ought to receive, irrespective of what other workers were paid. Major and Konar (1984 as cited in Keaveny & Inderrieden, 2000), in line with this argument, propos e that gender disparities in job inputs may clarify portion of the gender disparities in salary expectations. Females may have lesser job inputs and hence feel they really ought to be paid less. Adam Smith, more than two centuries ago, proposed that employees take into consideration the entirety of the disadvantages and advantages of various occupations in making choices about employment, and that a person is pulled towards those prospects that offer the highest total benefit (Gibelman, 2003). Smith stated that employers regulate salaries to correct the weaknesses and drawbacks of particular forms of employment. If an occupation is dangerous, for instance, higher salary is needed to attain a specific salary satisfaction level than when an occupation is

Lab assignment Report Example | Topics and Well Written Essays - 250 words

Assignment - Lab Report Example The movement of material across the dialysis membrane was depended on the concentration of the materials across the membrane. Notably, highly concentrated solutions were expected to move from high to low concentrations through diffusion process. Additionally, materials were also expected to move form regions of low concentration to high concentration across the membrane (movement of the experimental material out of the membrane) through osmosis process. Finally, at a certain point or zero concentration gradient no movement of materials across the cell was expected. The concentration of any given solution determines the movement of materials across any semi or permeable membrane. The movement of water molecules or materials from regions of high concentration to regions of low concentrated refers to diffusion of materials. The materials are expected move from regions of low concentration to regions of high concentration in a process termed as osmosis. These movements are attempts of creating balance or equilibrium in concentration within the regions around any given cell membrane. Therefore, when the concentrations between the membranes are of equal concentration, there shall be no movement of material across the membrane. Hence, this process well explains different types of movements of materials across cell membranes of living organisms (Beckett

Proposal document Essay Example | Topics and Well Written Essays - 250 words

Proposal document - Essay Example advancement of technology has brought with it additional academic pressures since professors expect that students can harness the information highway optimally to enhance the learning process and, concomitantly, expectations have risen insofar as quality of student output is concerned. Currently, there are four hundred public computer stations at the IUPUI library that provide access to campus electronic resources and to the internet, but they are not connected to the net either locally or wirelessly. In fact, it is not possible to download data on some computers in the library that are not equipped with the necessary software. The Policies: One of the variables that make things difficult is the set of policies imposed at the library. In the IUPUI library, there are four types of computers that students are permitted to use with added caveats, as listed below: The problem is the inability to download data using all computers available at the IUPUI library. This is a direct fallout of the library policy as detailed supra. Limiting the types of PCs that may be used for downloading data to only two categories, i.e., PCs with yellow tags and MAC computers, reduces the computer units usable in downloading certain software in furtherance of their assignments and projects. According to the Help Desk Supervisor, Adam, there are only eighty-six PCs on the third and fourth floors with yellow tags. Although MAC computers can also be used to download data, many students are not be able to use them due to their unfamiliarity with MAC computers. Even with the assumption that MAC computers are fully utilized, the paucity of units available is an impediment that is beyond the control of students needing access to PCs. Computer Information Technology (CIT) major students, like me, are left with no recourse but to purchase their own Laptop computers and bring them to the library, which is an undesirable and avoidable stop-gap measure. An analysis has been carried out by me to

John D. Rockefeller Essay Example for Free

John D. Rockefeller Essay John D. Rockefeller was born July 8th, 1893, in New York. Even from an early stage in John’s life, he had a great understandment of how money worked. According to a biography from PBS, â€Å"He loaned a local farmer $50 at 7% interest payable in one year, at the age of 12.† During the late 1800’s John D. Rockefeller monopolized the oil industry. Rockefeller then became a multimillionaire. As Rockefeller started to leave the industry of oil, he then began to refine the city he loved, Manhattan. During the early to middle 1900’s Rockefeller decided to give back to his beloved city, by creating the Rockefeller center. Completed in 1933, the center was open for business, and ready to revamp the city of Manhattan. According to TopOFTheRockernyc.com, â€Å"Rockefeller Center and the observation deck were his gifts to Manhattan- a place for locals and visitors to marvel at the city he loved.† During the 1950’s many things were going on at the Rockefeller center, the starting of the soon to be hit talk show The Today Show, broadcasted live from the 30 rock, one of four of the plazas in the Rockefeller center. Also during the construction of the first of four developed-office buildings, the Time life building in 1957, Marilyn Monroe Dedicated the â€Å"sidewalk superintendents’ club† to oversee the construction site. According to RockefellerCenter.com, â€Å"The entertainment facet of Rockefeller Center was definitely making a name for itself.† Through all the money and power John. D. Rockefeller had, he never lost his humble start. As Rockefeller once said â€Å"If your only goal is to become rich, you will never achieve it.†

Guerrillas in Arkansas Essay Example for Free

Guerrillas in Arkansas Essay During the American Civil War, there were such things called guerrillas. No, I am not talking about the muscular black creatures that hide in the jungle. Though that is exactly how the Confederate independent companies got there name. Where and when did guerrilla warfare begin? Who did it involve? Who were these so called guerrillas and what was there strategy? Did certain Military commanders in Arkansas make an impact on the use of guerrillas? What were the strategies that Federals and Unionists used to stop guerrilla warfare? Daniel Sutherland’s Guerrillas: The Real War In Arkansas explains how partisan fighters helped shape the strategic and tactical patterns of the war. Shows us the reasons men became guerrillas, their roles in the Confederate service, and the guerrilla operations effectiveness. First off, guerrilla warfare began in February 1862 after Federal forces infiltrated as far south as Fayetteville and Batesville. In self-defense, Arkansans became guerrillas and started skirmishes. Guerrillas were formed with men who had been serving outside Arkansas in Confederate units or away from their family and homes. Not to be a traitor or do what they pleased but men often left the paper army to fight near their homes, where it matter most! Federal soldiers easily outnumbered and overpowered local defenses because Confederate government did not commit nearly enough troops to Arkansas. These guerrillas were shadow warriors and ghosts who struck Federal soldiers and Unionist flanks and rears. Guerrilla ambushes and midnight raids in Arkansas was how the Civil War was fought. Not a war within the war, but THE WAR. Secondly, General Earl Van Dorn became the first Confederate commander to endorse the use of Arkansas guerrillas in May 1862. After Van Dorn’s retreat from Pea Ridge, he has little choice for hundreds of men deserted to fight in isolated bands in northwest Arkansas. In June 1862, General Thomas C. Hindman, commander of the Confederacy’s Trans-Mississippi District, gave his final blessing to the formal organization of independent companies or â€Å"guerrillas. In theory, companies were to be governed by the same regulations as other regular troops, and elect their own officers. Arkansas’s terrain of mountains and deep rivers favored guerrilla actions in the north, and swamps in the south. The most costly economic factors and the most annoying of all guerrilla strategies were the suffering of river traffic and confiscation of its cargo. Guerrillas would hold the boats, take the cargo, and serve as commissaries to the interior. Last, what were the Federal soldiers and Unionist going to do to stop guerrilla warfare? Because up until the end of the war the United States government were basically supplying the Confederates and fighting them at the same time. In 1863, the Federals had released their counter-guerrilla campaign. A campaign that would have several regiments of good troops be raised in Arkansas for a short time to put down guerrillas. The counter-guerrilla acts were successful by reducing the power of Confederate guerrillas. An extensive variety of strategies were played by Federal forces to defeat irregulars in Arkansas. Arkansas Unionist forces were used as anti-guerrilla troops. Forces which used gunboats to control the waterways throughout rivers, and the head marshal’s military system that spied on alleged guerrillas and imprison those caught. By reinforcing that system, the Federal army developed an effective force themselves and defended Confederate raiders strategic targets. In conclusion, guerrilla warfare started because the Federal soldiers and Unionist outnumbered the structured Confederate Army. Protecting those they care about by remaining near their homes while settling family feuds. These guerrillas used tactics such as night raids, bushwhacks, and attacking the flanks and rears of Federal soldiers. General Van Horn and General Hindman backed the idea of forming an independent company called guerrillas after the losing both battles at Pea Ridge and Prairie Grove. Both Generals knew that the Arkansas terrain could give the Confederates an advantage to stop forces moving further south. The United States government basically supplied the Confederate as the same time of fighting. After realization, a counter-guerrilla campaign was put into action to stop Confederate raiders.

Management and Organizational Theories: Pros and Cons

Management and Organizational Theories: Pros and Cons Task 1 Evaluate the contributions, strengths and weaknesses of the following three major schools of thought in management and organizational theories: (E1 – PC 1.1) Answer: Classical management theory: The classical management theory is a school of thought which management theorists delved into how to find the best possible way for employees to perform their duties. Strengths: Current management and organizational structure can provide many of its roots in the classical management theory. One of the main advantages of the classical management theory was a methodology for how management should work remember. Management principles can be seen as a basis for the current management behavior today, such as use as a power of authority and responsibility. Coined in this period In addition, another advantage of the classical management theory is the focus on the division of labor. By dividing labor tasks would be faster and more efficiently, thereby increasing productivity. Division of labor can be seen in many applications today, ranging from fast food restaurants, big production. In addition, the classical management theory also gave rise to an autocratic style of leadership, allowing employees to take. Direction and command of their managers PRESIDENT CEO MANAGER SUPERVISOR EMPLOYEES WEAKNESSES: The main weakness of the classical management theory arose from its tough, rigid structure. One of the main principles of the classical management theory is to increase productivity and efficiency; however, achieving these goals often came at the expense of creativity and human relations. Oftentimes, employers and theorists would focus on scientific, almost mechanical ways of increasing productivity. For example, managers would use assembly line methods and project management theories that focused on efficient division of tasks. Humanistic Theory: The Humanistic Management Center advocates a paradigm shift away from economistic views on market activities in the direction of a humanistic attitude. To move from criticism of the status quo towards abundant discourse on alternatives we have developed a three stepped approach offering guidance and a broadcaster for reflection on managerial decisions as well as decision making routes. We understand humanistic management on the basis of three interrelated dimensions. STRENGTHS: Its a holistic theory, so it looks the entire whole person. For example most other theories reduce people to components, in order to treat disorders; the humanist theory would state that the answer lies from looking at the entire person. Weaknesses: Lack of empirical evidence, the self-help therapy involved can teach narcissistic tendencies. The disadvantage of the humanist approach becomes all too evident at a humanist funeral. There is absolutely no comfort in the words of the so called service, and absolutely no hope to the relatives and friends of the dead person of the resurrection which Jesus proved and of life after death. References: http://uk.answers.yahoo.com/question/index?qid=20080406145409AA9vMr9 Contingency Theory: The contingency school of management can be summarized as an â€Å"it all depends† approach. The appropriate management actions and approaches depend on the situation. Managers with a contingency view use a flexible approach, draw on a variety of theories and experiences, and evaluate many options as they solve problems. STRENGTHS: Leader Identification: Fiedlers model gives organizations a rapid method to identify a particular group of the best. Potential leaders the theory includes a least-loved colleague scale, which helps identifies the management of human relations orientation and task orientation of potential leaders. Leaders with a task orientation are best suited to groups in which they defined tasks with a high level of control and supervision. On the other hand, leaders can a relationship orientation to use to get the job done their interpersonal skills and can deal with complex problems when taking decisions. Flexibility: This theory has been designed as a contingency model and is not intended to describe. All possible situations Because the model is to provide flexible enough to fit all kinds of groups leaders and group relationships. Only the results of example, the margin as a group has a leader with low human relations skills, Fiedlers model still gives management the ability to make an effective group with clearly defined roles and increasing the capacity of the leader to rewards or provide information to punish their subordinates. Prescriptive: This model provides managers create by adapting a number of variables. Instrument for effective groups According to Fiedlers contingency model, there is not just one type of successful leadership style, but each type of leader can thrive in the right group sites. The model provides a number of factors may change management to improve efficiency. Group For example, according to Fiedlers theory but an impersonal task oriented leader can be effective in a group while the group is highly structured and clearly defined roles. Weakness: Leader Position power: Position power is determined at the most basic level of rewards and punishments that the leader has officially at his or her disposal for either reward or punish members of the group based on performance. The more power the leader has, the more favorable the situation. References: http://smallbusiness.chron.com/advantages-fiedlers-contingency-model-18368.html Different Organizational Structures: SchoolorganizationalStructure: Company Organizational Structure: The sources of power, influence, and authority within present-day organizations, and explain their impact and effectiveness on organizational structure: Sources are the full utilization of resources in the management. Managers very well how to make use of the person to use and in what area it is perfect. Managers know the second person to lead the charge. Following the organization Compare and contrast the traditional and the current outlook of the following: 1) Delegation.: There are delegates going into the meeting and represent the company in the other meetings that are held throughout the world. The person who talks about the organization and the goals of the organization. 2) Participation:. There is the participation of managers and other employees and the boss. But in some organizations, the boss only participates in decision making. . 3) Decision-making: The boss makes the decision after consultation with all the managers and other employees. Boss gives the right to take part in some cases, the manager decisions. Identify and examine the principles for vertical and horizontal coordination in relation to their past and current relevance to management effectiveness: Determinants of Emergency Management Effectiveness There is a considerable amount of research conducted over the past 30 years that many conditions influence the effectiveness of Lemmas been. Identifies this research will be further described in the following pages, but can be summarized by the model in Figure 3-2. This figure indicates that LEMA effectiveness measured by such organizational outcomes as quality , timeliness and cost of the risk by the community is the most direct consequence of the individual results and the schedule adopted and implemented changes . Results for the individual members of the LEMA and LEMC include job satisfaction, organizational commitment, individual effort and attendance, and organizational citizenship behavior. The planning process includes staffing / equipment, organizational structure, team development environment, situational analysis and strategic choice. In turn, the planning process is determined by the level of community support officers, news media and the public. The planning process is also influenced by risk experience, as measured by direct experience with disasters and vicarious experiences that reveal. Potential impact of future disasters Hazard experience also shows an indirect effect on the planning, through the effects on community support. It is important to recognize that although the model as shown in Figure 3-2 static, that is to say, the arrows starts on the left and finishes on the right side of the figure the actual process is dynamic, because success tends to be a self-amplifying process in which a produce increased levels of indirect experience with disaster demands (through emergency training, drills and exercises) , community support , better staff and organization , and more emergency planning resources . High degree of individual and organizational outcomes Hazard Exposure / Community Vulnerability Numerous studies have shown the level of community adjustment hazard is increased by the experience of disaster impact, especially catastrophic consequences. To the vulnerability of the community to hazards easier to remember and more likely to encourage. Frequent for action, recent and serious consequences In some cases, this leads to the development of a disaster subculture in which residents routine patterns of disaster behavior (Wenger, 1978) to determine. When disasters are rare, long removed in time, or have had minimal disruptive impacts, vulnerability threat likely to elicit little attention households, organizations, or the community as a whole. However, the exposure of the community can be made à ¢Ã¢â€š ¬Ã¢â‚¬ ¹Ãƒ ¢Ã¢â€š ¬Ã¢â‚¬ ¹by indirect experience gained by reading or hearing about experiences of other communities with disaster. Salient to environmental hazards These can be obtained through newspaper articles or television accounts or, most powerfully, through first-p erson accounts especially if they come from peers (Liddell, 1994a) . For example, a local fire chief is most likely to be affected by the accounts of their experiences other fire chiefs, a city manager is most likely to be affected by another city manager, and so on . Hazard exposure can also be affected by salient cues such as the daily sight of the cooling towers of a nuclear power plant, the intricate maze of piping at a petrochemical plant, or the placards on railcars and trucks passing through town. Information from hazard and vulnerability analyses can also have an effect on the community, but this pallid statistical information is likely to have less of an effect than the vivid first-person accounts described above (Nesbit Ross, 1980). As will be discussed in the next chapter, Risk Perception and Communication, the psychological impact of hazard/vulnerability analyses can be increased by linking data on hazard exposure to likely personal consequences. Task 2 Compare the relevance and application of the motivation theories to workplace behavior in present-day organizations. Two content schools of thought: 1.)Physiological needs: The most basic level in the hierarchy, the physiological needs, generally corresponds to the unlearned primary needs discussed earlier. The needs of hunger, thirst, sleep, and sex are some examples. According to the theory, once these basic needs are satisfied, they no longer motivate. 2.)Safety needs: This second level of needs is roughly equivalent to the security need. Maslow stressed emotional as well as physical safety. The whole organism may become a safety-seeking mechanism. Two process schools of thought: 1.)Esteem needs: The esteem level represents the higher needs of man. The need for power, Performance and the status can be considered as part of this level. Maslow carefully pointed out that the esteem level includes both self-respect and self-esteem of others. . 2) The need for self-actualization: Maslow important contribution, he portrays this level as the peak of the lower, middle and higher human needs. People who update themselves become complacent and have already realized their potential. Self-Actualization is closely related to the self-concepts. In fact, self-actualization is the motivation of the perception of the reality of the individual self. Evaluate two managerial approaches to motivation below for their distinctive contributions to management in organizations. (E1-PC 2.2) . 1) Pay and performance at work: Managers prepare only the grids and paid to the employee. Managers keep a strict eye on the employees how they work and how they perform. 2) Quality of Work Life Programs:. Managers only environment friendly and have a look at how their employees standard of living. They only tell the job how to improve their work. Skills and communication skills examine the positive or negative implication of management style below in relation to management practice in organizations. (E1-PC 2.3) 1.)Autocratic style: Boss takes the decision without consulting with the other employees and managers whether the decision is right or wrong. 2.)Participative style: Boss takes the decision with consulting with the other employees and managers whether the decision is right or wrong. Examine the job design for Marketing Manager below and answer the following questions. What are the motivational effects in terms of task characteristics and personal and work outcomes of the job design options? As a job manager i will motivate the employees in order to achieve the goal and i will also consult the problems which are faced by the employees and how they can overcome it and what are the solutions. What are the implications of the job design options for management? If a job manager, it is my duty to hire and fire staff, because if after boss Im only looking after the company in the absence of the boss. Moreover, I should be the person in whose area he / she is a perfect fit. Evaluate the social influences on individual work effectiveness and motivation and their implications for group functioning and team work: If the employees are faced with a family problem then it will obviously effect the performance of the employees work, and moreover it is my duty to motivate so that he can produce more results in the future worker and I have the solution for tell which is faced by him in the society. Problem Task 3 1. Describe the distinction between management and leadership roles. Leadership is setting a new direction or vision for a group that they follow, ie: a leader is the spearhead for that new direction. Management controls or directs people / resources in a group according to principles or values à ¢Ã¢â€š ¬Ã¢â‚¬ ¹Ãƒ ¢Ã¢â€š ¬Ã¢â‚¬ ¹that have already been established. 2. Explain the impact of management and leadership roles on organizational structure Managers need to fulfill many roles in an organization and how they deal with different situations will depend on their styles of management. A leadership style is a general method of leadership used by a manager. 3. Compare two different leadership styles and identifies and contrasts attributes and skills required for each style evaluate their strengths and weaknesses in terms of their significance for effective leadership in organizations. Comparison of Leadership Style  © IANZ | 9735| Demonstrate knowledge of theory in relation to management in organization Page 1 of 11

Fighting the War on Terrorism Essay -- Terror Terrorists 9/11 Essays

It has been said that the easiest way to discredit someone in the political field is to accuse them of possessing "Machiavellian morals." Until recently, today's political arena has been consumed by such illusive and controversial topics as human rights and the environment. Thus, it is easy to see why being referred to as a disciple of the austere Machiavellian principle could result in the untimely death of a political career. However, as of September 11th, the times have changed and so should the mindset with which politicians approach such elusive topics. This tragedy was not, however, suffered in vain. Underneath this enveloping shroud of sadness, there were a few blessings in disguise. Outwardly, the nation acquired a renewed sense of unity and the spirit of nationalism was re-ignited. However, there was another consequence left behind by that fateful day that was not witnessed in the displays of American flags or candle light vigils. In this moment of utter despair, the United States was afforded an opportunity to re-assert itself as the avenger of justice and defender of liberty. As the trailblazer, the United States has earned the right and privilege to set the precedents in this unconventional war against terror. The ambiguity surrounding the issue of terrorism has been in large part responsible for the failure of past attempts at international cooperation on this matter. It is time to pursue alternative methodology. As Machiavelli implies, "The [state] is expected to devise his own, 'new,' remedies if the old ones will not suffice"(Parel, 10). Surprisingly, the solution to this proverbial problem is found in one of the most traditional and perhaps, polemical political ideologies. The most promising pr... ...In order to successfully combat terrorism, the United States must adopt a modified mindset similar to that of the terrorists. Specifically, it must begin see the world as a fight between good versus evil. However, it must remember to be prudent in its conduct of foreign policy. But above all the United States must bear in mind, "It is better to be feared, than to be loved. But that it is also "better to be loved than hated" (Machiavelli). Bibliography Books: Betts, Richard, K. Conflict After the Cold War. New York: Longman Press, 2001. Machiavelli, Niccà ³lo. The Prince. Trans. H. C. Mansfeld. Chicago: The University of Chicago Press, 1985. Parel, Anthony. The Political Calculus: Essays on Machiavelli’s Philosophy. Toronto: University of Toronto Press, 1972. Internet: http://www.religion-on-line.org http://www.newsmax.com

A General History of the Caribbean :: Caribbean History Culture Cultural Essays

A General History of the Caribbean When one undertakes an historical study, any success in the undertaking is arguably predicated on an understanding of the subject to be studied. Knowing the culture of a given people or region, the geography and climate of its habitation, the attitudes of the people and their current political comportment – all of these breathe life into the subject. It is this deepening familiarization that gives life to the historical figures and events of that subject. Perhaps nowhere is this preliminary requirement more necessary than when undertaking an historical study of the Caribbean islands. This archipelago of fifty small to moderate sized inhabited units that span a coarse 2,500 mile arc above the north side of Central and South America represent a very similar and yet very diverse group of people and cultures. Sharing a common climate, they contain a variety of terrain. Subjected to European invasion and conquest, then populated involuntarily by black African slaves under an oppressively dominating plantation system, the dissimilar timing of these very common circumstances lead to a curious variety of cultures. Conversely, the many languages spoken and the several cultural manifestations that are apparent in this region do not obliterate an essentially consistent ambience, a common rhythm that is unmistakably Caribbean. It is this contradiction, this sameness and yet difference, that makes a vigorous introductory approach such a compelling and, in itself, such a diversified component of this historical study. Even more important than the natural lure of anthropological or sociological considerations in their own right is the insufficiency of chronological political events alone to frame a general history of the Caribbean. Unlike many regions that experience clear, defining events and forces in a more or less cohesive fashion, periodization is difficult to construct for Caribbean history. Some pivotal events were confined to the particular island on which they occurred, while others had a regional impact. Furthermore, these latter sometimes did so with the uneven yet certain rhythm of the waves that come across the sea to lap the shores of the receptive neighboring island. This tendency yields a certain proclivity towards eclectic explanatory approaches. Three different yet mutually supportive approaches illustrate the utility of this eclecticism. The Caribbeanist Sidney Mintz employs the analytical approach of a social scientist to identify conditions of common description in his article "the Caribbean as a Socio-Cultural Area". Antonio Benitez-Rojo injects a decidedly cultural emphasis to his historical narrative of the region in his chapter "From the plantation to the Plantation", taken from his book The Repeating Island.

The Role of Women in Peace-Building Essay -- international peace, human

In the undeniable patriarchy of the modern world it could be argued that with an increase in female participation in positions of power and influence there would inherently be an increase in world peace. This statement is multifaceted and riddled with a huge lack of empirical data due to only 20% of the world’s political leaders being female. Though with limited data, it can be seen that gender plays no real influence on how a leader will lead a state, and therefor has no play on whether a leader will be more peaceful. This essay intends to argue this idea through; the prevalence in the inevitability of states and war, the fact that there is already a continuing exponential decrease in war and violence in the world unrelated to gender and the idea that sex does not genetically instill in us personality traits. War is an inevitability of human nature and international peace does not relate to the gender of the leaders of the world. Women in power will still act within the states best interest and are not confined to the preconception that women have an â€Å"affinity for peace† . Realist theory suggests that the international system is anarchic and an attempt to obtain or even promote world peace would be an act in futility. In an international system with no global hegemon, states are free to act within the states best interest driven by the demand for power and state survival . From Cleopatra and her funding of the roman military campaigns to Helen Clark providing troops for the war in Afghanistan, globally, female leaders have played some part in the disharmony of the world. In April 1982, under the hand of Margaret Thatcher, Britain was lead to war with Argentina to defend British sovereignty. After 10 weeks and almost 100... ...l Leadership Inspire,† â€Å"Stanford Presidential Lectures: Mary Robinson.† Stanford Presidential Lectures in the Humanities and Arts, Accessed 13 May, 2012, http://prelectur.stanford.edu/lecturers/robinson/ Coy, Peter, Elizabeth Dwoskin. "Shortchanged: Why Women Get Paid Less Than Men." Bloomberg Business Week (2012): Accessed May 15, 2014. Eliot Smith, Jeffry Simpson, â€Å"When sex goes wrong.† Journal of Personality and Social Psychology 106, No. 5 2012 Pinker Steven, The Better Angels of Our Nature: Why Violence Has Declined (London: Penguin Group, 2011), 23 Charlotte Hooper, Manly States: Masculinities Relations, and, International Gender Politics (New York: Columbia University Press, 1999) World Economic Forum, Global Gender Gap Report (Cambridge: Harvard University Press, 2014) Saunders Malcolm, Are women more peaceful than men? (Armidale: Routledge, 2002)

Puppy vs. Dog

Buying a Puppy vs. Buying an Older Dog Since the Internet was not working, I had to chose another theme to write about. I picked the theme â€Å"Buying a Puppy vs. Buying an Older Dog. † These two topics don't have much in comparison, but they are very different. Buying a puppy at a very young age can be a difficult or easy process, depending on how you train the puppy. Buying an older dog is very tricky in many ways. There are very few comparisons about buying a puppy versus buying an older old. One comparison is that they are both pets.They are alike by there structures and mannerisms. Another comparison is that they are a very good companionship to you and your loved ones. There are many different things about a new puppy and an older dog. For one thing if you buy a puppy, you can train the puppy to the way of life your used to living to. You can train your puppy to be on a schedule. If you buy an older dog, it may not be trained. Older dogs aren't as easily trained as youn ger puppies. A puppy can grow up knowing who you are and get familiar to you and the people around you.An older dog may have had a bad past, and may be meaner or not as friendly towards others. The older dog won't be familiar to you, your family, or the people around you. I think you should buy a puppy instead of buying an older dog. If you are looking to buy an older dog, you have to look at the dogs past and determine if it is going to be easier (for you and the dog) to train a puppy or have to teach an old dog new tricks. To me, it will be easier to buy a new puppy versus buying an older dog. Puppy vs. Dog Buying a Puppy vs. Buying an Older Dog Since the Internet was not working, I had to chose another theme to write about. I picked the theme â€Å"Buying a Puppy vs. Buying an Older Dog. † These two topics don't have much in comparison, but they are very different. Buying a puppy at a very young age can be a difficult or easy process, depending on how you train the puppy. Buying an older dog is very tricky in many ways. There are very few comparisons about buying a puppy versus buying an older old. One comparison is that they are both pets.They are alike by there structures and mannerisms. Another comparison is that they are a very good companionship to you and your loved ones. There are many different things about a new puppy and an older dog. For one thing if you buy a puppy, you can train the puppy to the way of life your used to living to. You can train your puppy to be on a schedule. If you buy an older dog, it may not be trained. Older dogs aren't as easily trained as youn ger puppies. A puppy can grow up knowing who you are and get familiar to you and the people around you.An older dog may have had a bad past, and may be meaner or not as friendly towards others. The older dog won't be familiar to you, your family, or the people around you. I think you should buy a puppy instead of buying an older dog. If you are looking to buy an older dog, you have to look at the dogs past and determine if it is going to be easier (for you and the dog) to train a puppy or have to teach an old dog new tricks. To me, it will be easier to buy a new puppy versus buying an older dog.

Business HL: Burger King

Burger King’s global expansion plays a key role in the business’ hopes in overtaking McDonald’s prestigious position in the profitable fast-food world. Currently maintaining its spot as the second-largest global fast-food brand in the world, Burger King’s senior officials realize that they must effectively strategize their global marketing skills. As a global titan in the fast-food world, it is apparent that Burger King’s investment appraisal skills have paid off. Through this report, I will aim to answer the question: â€Å"Should Burger King open a franchise in Pakistan?†The first portion of my report will be the research overlook. This will outline my entire report. I will include a rationale, theoretical framework, and methodology. These will briefly overview the basis of my report.The second portion of my report will include my research findings, my analysis, and my calculations. SWOT and PEST will be amongst the analytical tools that wi ll be shown. My research will be mainly secondary but I will show a hint of primary findings. My conclusion will answer my question from a financial and non-financial perspective.The numerical values used in the â€Å"Calculations† and â€Å"Main Results and Findings† sections are estimates. The price obtained for the value of a 500 square meter plot in a commercial area was given by Pakistani real estate companies. The annual cash flow is a forecast based on the amount of cash McDonald’s generates annually in Pakistan and the average amount of cash a fast food restaurant generates per year.IntroductionBurger King’s plethora of notorious legal issues has resulted in a loss of money and reputation. Although their cost cuts have resulted in higher earnings, their revenues continue to fall along with their share prices. In order to restore their reputation and higher their revenues, it is important for the brand to tackle international expansion opportunitie s, especially in regions where their sphere of influence is low.When deciding whether to open an international franchise, a number of financial and non-financial aspects must be taken into account. The political state, consumer preferences, and cultural distinctions in Pakistan must be considered. On top of this, it is important to assess the profitability and desirability of the expansion (i.e. Investment appraisal). Burger King is not very prominent in the East and so building their prominence in sub-continental Asia will be a milestone in their global influence.This has therefore led me to research the following question: â€Å"Should Burger King open a franchise in Pakistan?† Research Question â€Å"Should Burger open a franchise in Pakistan?† Procedure/MethodMy research was fully gained through secondary resources. Online sources were used to provide interviews with Burger King Officials, get financial statistics, and gather information on Burger King’s mar keting strategies. My information was collected from online databases that specialize in marketing and financial monitoring. I obtained my balance sheets from these databases also. I discovered an interview in QSR Magazine. This interview was also used in my research and findings. Possible problems I could face are the biased in the interview I found and the reliability of my numbers (credibility of my sources). The research I obtained was very useful. I am fortunate to have found a large number of sources to choose from. My non-financial data is fully based on my research. I did not face any problems during this report.If I could do this report again, I would explore more financial aspects of the issue being explored. This is because numerical research is more reliable than non-financial findings. Non-financial findings give room for bias. All in all, I feel like this was a successful report.AnalysisSWOT AnalysisThe estimated payback period is about six and a half years; this relat ively low payback period. This is because the franchise will be profitable. The cost of labor in Pakistan is low due to the minimum wage laws in the country. Furthermore, there is a high rate on unemployment. Although the unemployment rates are decreasing, the amount of working-aged citizens that are unemployed is still high. Weaknesses presented by this appraisal include expensive land, expensive food products, power shortages, and political instability.The political state of Pakistan is extremely volatile, especially this year. Elections are being held this year and so tensions amongst opposing supporters is high. Atop this, constant riots and protests shake the stability of the nation. A political unrest could result in vandalism and our destruction of property. The largely anti-American attitude in Pakistan is also a problem due to the fact that Burger King is an American fast-food chain. This problem can be potentially decreased however, with insurance and an extensive continge ncy plan. Moving on, the political state of Pakistan has resulted in a high price for fruits and vegetables. Vegetables are necessary in order for this business to strive.In addition to a high cost for vegetables, the cost of 500 square meters of land is also relatively high ($350,000). This is not too large of an issue  however. This is because the land will be bought and not rented. Thus, the cost of the land was included in the calculations for the payback period, which turned out to be low. Lastly, power shortages are abundant. Load shedding is very consistent. Thus, the cost of a generator must be taken into account. The threats presented by this investment have already been mentioned; safety, power shortages, and the year of elections). The opportunities presented by this investment are vast. First and foremost, this will be the first Burger King franchise in Pakistan.As mentioned in my introduction, Burger King, unlike its completion (McDonald’s) lacks Asiatic franch ises. The success of this franchise may lead to the commencing of more franchises around the region. The cheap labor makes it attractive and profitable. Furthermore, there will be a larger range of consumers. Because Burger King has a very limited amount of franchises present in sub-continental Asia, its menu is not fit to satisfy Pakistanis. New customers and new flavor preferences will likely result in the production of new food items. These may be popular on a global scale. In addition to new products, Burger King will strengthen its fan base.PEST AnalysisExternal political factors have already been mentioned in the previous sub-section (SWOT Analysis). Civil unrest is extremely unpredictable due to the hostile state of the government and citizens. Unrest could potentially cause result in lasting, detrimental effects. Mediocre health and safety laws may also be an issue. Optimal hygiene factors influence the performance of the business’ employees. Also, it is vital to have optimal hygiene in order to attract customers. In addition to health and safety laws, minimum wage laws are also low. This is seen as a pro rather than a con as it ensures cheaper labor.Economic issues are also abundant in Pakistan. The weak currency is one example. The rupee is constantly dropping and so exchange rates will be high. However, due to Pakistan’s Islamic form of banking, there is no interest. This is a convincing quality of the location. Moreover, economic growth in Pakistan is very mediocre. Moving on, pork/ham is illegal in Pakistan. Ham makes up much of the Burger King menu and so they must be willing to modify the menu in order for optimal effectiveness. Also, the culture in Pakistan is highly patriarchal.Women are expected to  stay home and cook. Families usually eat home cooked meals together, at home. This may be an issue as this can result in a smaller customer count. However, the Pakistani population is growing constantly and so there are many more c hildren from newer generations. Teenagers are Burger King’s most loyal customers. Furthermore, there is a sense of anti-Americanism in Pakistan. This brings up many red flags. Burger King is an American fast-food chain and so boycott and/or vandalism must be taken into account when developing a contingency plan. This problem may not be such a big deal however. Pakistan is constantly modernizing.Views on the United States and American corporations are becoming more supportive and/or indifferent. Poverty may be the largest obstacle. Pakistan has an extremely high rate of illiteracy and poverty. This can negatively affect the franchise as many citizens will be incapable of affording fast-food. Contrastingly, Burger King can host fundraisers and/or other charity events to benefit the poor. This is one way in which they can bring up their reputation as a global brand. Lastly, the cost of packaging is high.ConclusionAccording to the SWOT analysis, the opportunities presented by thi s investment are far greater than the threats and the weaknesses. Furthermore, the payback period presented by this investment is relatively low and a franchise in Pakistan could majorly impact Burger King’s global sphere of influence. Opening a franchise in Pakistan will also add more variety to their flavor and potentially better their reputation. Their balance sheets and income statements would not show significant changes and so they were not mentioned (because this would be 1 of 11,000 franchises).In my opinion, opening a Burger King franchise in Pakistan is a swell idea. The opportunities and strengths outweigh the negatives. The franchise should open after elections to lessen the risk of political unrest.

What Patriotism means to me Essay

Do you believe in the love for your country? All the soldiers and heroes that are out there in the world fighting for our freedom? The respect and the courage that you may have. Patriotism is like an infection that travels around from one body to another and you can’t cure it with any medication. To me patriotism basically means the love and care for one’s country. Although it may have other definitions, the real and main one is â€Å"the love and devotion for your country†. Being patriotic means not only wearing the flag as a pin, putting it up on your yard or saying the national anthem like most people do, It really means caring for the soldiers and everyone that helps this country be free, also to give out your love and potential to your country. There are a lot of examples and symbols that patriotism can mean to me or to anyone in this world. For example, September 11, the United States flag, the Statue of Liberty and many more are symbols of patriotism. I think that patriotism has grown more since 9/11 the day that changed the world, and that it is going to keep on growing more and more throughout the years to come. A married couple is like patriotism because they can’t decide on the right choice or also like each other about how they are. Martin Luther King Jr. had the courage to lead a movement against segregation he also had the courage to tell us what was wrong and what we did right. To me that is real patriotism because he was willing to fight for our country and love it equally among others. â€Å"If we love our country, we should also love our countrymen† is a famous quote by Ronald Reagan that I think describes patriotism because it simply means love one another equally. So to me patriotism means the love for your county, it also means many other different things to one another. Remember you can be patriotic if you love and respect your country by just basically caring.

Assessing your own leadership capability Essay

Understand leadership styles within an organisation 1.1 Review the prevailing leadership styles in the organisation There are a range of leadership styles that can be adopted by organisations in order to try to achieve their goals. Each of these is often suited to certain situations and has drawbacks preventing any one style being the best style of leadership for all situations. Even within organisation different styles of leadership can be identified with this being more prominent in larger organisations with a longer chain of command. One â€Å"study suggests that differences in the leadership styles practised by managers may be blurred in organisations with short chains of command, while it will tend to be pronounced in organisations with long chains of command, other things being equal.† (Oshagbemi T & Gill R, 2004) Within Dacorum Borough Council there are different prevailing leadership styles present at different levels of the organisation. On a corporate level senior management are trying to adopt a transformational style of leadership, which would reflect the changing nature of the organisation. However a trait style of leadership is far more prevalent, with this being of a task orientated nature. This is due to that although ambitious new projects are planned and underway, often work is set in a very formal manner or very inflexible due to the demand of the politicians who have a large influence on how work is undertaken. This is reinforced by the way telling, rather than selling, or preferential gaining true buy-in, has been adopted with very little staff engagement within the senior levels of the organisation. Even since major management changes four years ago when 50% of the senior management team were made redundant the council has still struggled to fully move to the transformational leadership style that it is clearly trying to establish. When the senior management team was reorganised managers were kept who were flexible and could identify and act on opportunities. However given the political constraints I have mentioned above this is often  problematic with the council needing to fulfil often bureaucratic processes. Although much of the work directed from senior management levels is task orientated, once these have been set the middle managers vary across the organisation in their own styles of leadership. The amount these vary is quite dramatic with some areas adopting a laissez-faire approach and others taking a much more autocratic approach to the leadership style that is used. Much of this can be down to personality and the types of work that are being delivered. Tannenbaum & Schmidt looked at the issue of leadership styles within organisation and developed a leadership continuum. The model demonstrates the relationship between the level of freedom that a manager chooses to give to a team and the level of authority used by the manager. (Tannenbaum, Robert and Schmidt, 1973) This model assists leaders and managers in their choice of leadership pattern by making them aware of the forces which are most relevant. At a middle manager level there are different levels of freedoms within the organisation corresponding to the leadership styles that have been adopted and the service area staff work in. Within my service there is less freedom, as the head of service has a very hand on attitude to certain elements of work, often meaning that rather than having full control over a situation that at best this is done via consultation and more frequently direction. There are three sub teams in my area and even between these different approaches are taken as the head of service is a specialist in one of the areas but has very little interest in another which is reflected in the way that they interact with the managers below. This allows some mangers in the team more freedoms and others less so, thus restricting their own abilities to do there jobs. 1.2 Assess the impact of the prevailing leadership styles on the organisation’s values and performance The task orientated leadership that is demonstrated by Dacorum Borough Council effects the values and performance of the organisation, with the two heavily linked together. With Dacorum being a large complex organisation, which needs to fulfil statutory responsibilities to the tax payers, the senior management need to establish a leadership style that then can both do this but also strive to establish the vast changes that are planned for the organisation in the coming months and years. However this is sometimes at odds with the values that Dacorum have recently been promoting of becoming more innovative and transformational, to match the way in which future working and the physical surroundings themselves will be changing. The task orientated approach leads work and key projects being defined at a senior level with often one of the senior managers taking an active role in the project to oversee these. This has led on occasion to middle managers being disillusioned by having little say over decisions they could be involved in and being told what action is required. This approach may have more positive impacts in areas such as finance and benefits, as this approach would be more suited to a more highly regulated service area which would add certainty in the way work is carried out. One of the core values that the council is fostering is that of creating a high performance culture. However, as I have mentioned above, the style of leadership shown by the senior management can be stifling to the middle level managers below them and not motivate them to want to work towards the vision that they have very little influence over. Middle management at Dacorum has adopted democratic and bureaucratic styles within different areas of the council. Input is taken from lower level managers and a selling approach, rather than telling, used when setting goals and targets. This has a better impact on employees with an understanding of what is trying to be achieved and gains some buy in from those expected to deliver the work programme. This approach will harness better results as the performance of staff under a task orientated or autocratic style when not in a time of crisis. (Unknown (2013)) Be able to review effectiveness of own leadership capability and performance in meeting organisational values and goals 2. 1 Assess own ability to apply different leadership styles in a range of situations Different leadership styles are required for different situations as each style has its own benefits and drawbacks. Examples of when different styles would be required can be seen through Tuckmans (1965) model where teams are forming, storming, norming and performing. As a team is forming, this can be a new team or when new employees have joined the team, the employees need to be given clear direction with reliance upon the leader for both guidance and instruction. During this stage it would be appropriate to adopt a more autocratic approach to leadership; this would be shown towards the left hand side of the Tannenbaum & Schmidt model. Once formed the team would then move to the storming stage where individual’s roles are established. This stage requires coaching to help with uncertainties that could exist within the team and the leadership style to start moving towards the right on the Tannenbaum & Schmidt model. After the storming stage the team will enter the norming, this is where the roles and responsibilities are understood and the team encourage each other with the leader gaining respect. At this stage a democratic style of leadership can be adopted where the leader acts to facilitate rather than give firm direction. The final stage, which some teams may never achieve, is the performing stage. During this stage instruction is no longer required as independence is achieved and the team moves towards shared goals. At this stage a laissez faire style can be adopted where each team member knows what they are doing and needs little guidance. FORMINGSTORMINGNORMINGPERFORMING Team Focus Inclusion: â€Å"Why are we here?† Control: â€Å"I want to have my say.†Openness: â€Å"Let’s do it.† Success: â€Å"Wow, we’re great!† Typical Team Behaviors Dependent on leader/facilitator Uneven/tentative participation Quiet defiance Polite conversation Conflict Question leadership, authority, rules Verbal/nonverbal resistance Dysfunctional behaviour Frustration Give/receive feedback Encourage others Active listening Recognize and discuss differences Trust and comfort Task appears to be effortless Interdependence develops Balanced, supportive participation Differences valued and discussed candidly Facilitator Focus To model openness, disclosure, and active listening To help the team recognize group dynamics and address conflict positively To uncover unspoken issues and encourage self-critique To teach the team to self-facilitate Facilitator Behaviors Listen, especially to what is not said. Be attuned to nonverbal cues that signal apprehension. Intervene. Demonstrate disclosure by expressing your feelings. Ensure objective, goals, and agenda are clear. Use icebreakers to encourage disclosure. Ask team members to clarify their assignments at close of meeting. Pay particular attention to group dynamics. Be specific when describing behaviours. Encourage team members to discuss their feelings. Encourage team members to discuss their interests versus their positions. Immediately point out non-conformance to ground rules. Encourage self-critique. Encourage the full exploration of ideas. Explore inferences. Plan with the team leader how to share leadership role. Coach the team in facilitator skills. Plan brief sessions for the team to recognize progress. Encourage reinforcing and redirecting feedback. As well as this different styles may be appropriate for other reasons, such as adopting a more autocratic approach in times of crisis to speed up decision making without dissent, such as in times of war. When I first started out as a manager I was managing three members of staff, all of which were new to their roles, with two new to the council. The team at this point was very much in a forming stage where clear direction was  needed from all members of the team and a decisive autocratic style was needed to give stability and assurance to the team. Of the three employees it was clear that each had different strengths and weaknesses as well as goals and ambition within their roles. Naturally I have a tendency towards a theory Y (McGregor, 1960) style of management which offers more coaching rather than taking such an autocratic approach. This situation required this firm approach and it was only was each team member was confortable in their roles and the storming process had finished that I was able to move towards my natural tendencies. It was noted that while all team members joined at approximately the same time some settled and became familiar with their responsibilities and objectives quicker than other team members. This meant I could take different approaches when dealing with different members of the team, as some where still storming while others had a clear grasp on their role and were now performing. Moving forwards the team will be changing as will how we work at the council. While we move through this process a transformational style of leadership will be of most benefit to the team, who are now well formed. Rather than continue to use a situational style, the team understand how their work fits in to the organisation goals and with the wider vision. By fostering the feelings of trust, admiration, loyalty and respect, and because of the qualities of the transformational style of leadership, staff are willing to work harder than originally expected (Bass & Riggio, 2006). This style requires the leader to act as a role model for followers, to inspire them while challenging them to take greater ownership for their work. This will be explored in more detail under section 3.1. 2.2 Assess own ability to communicate the organisation’s values and goals to staff in own area Dacorum Borough Council has both clear values and goals. The goals are set out through the corporate vision as well corporate documents by both senior management and middle managers. The values come through from the vision of the council as well as more formalised values within corporate policy documents, although many values, such as performing a good public service  are not explicit in corporate documents. To communicate these values and goals to staff within my own area I use range of communication tools and methods. The most important thing to establish is the individual needs of each member of staff to make a judgement on which methods will work best to get the messages through that I would like to deliver. With all staff in my area who I manage I hold regular 1-2-1’s and appraisals, This helps me understand what types of communication and interaction suits them best as well as giving a clear opportunity to talk about their objectives and demonstrate how these fit in to the wider goals and then to the vision of the organisation. Commitment to goals & values are built through these meetings, where action plans are linked to the key delivery documents (PID’s) which are focused around delivering the organisation goal, which creates the ‘golden thread’ through all the work we do. Feedback through these 1-2-1’s is an important mechanism as this can reinforce positive behaviours that are in keeping with the corporate values and goals although once again the level of feedback will need to be different for different members of staff depending on how they like to be managed. Another method that I regularly use to help communicate the key goals is through regular team meetings. At these meetings it is also important to recognise that the way one speaks to a group may need to differ from interacting with individuals, as it is important to find the best method that helps communicate the goals and values to the group as just using the same techniques may alienate some members of staff. To reinforce the values it is important to ensure that when the goals are set they are grounded in the values of the organisation. This helps that when setting individual objectives with staff that the link between all of this work is clear and easy to identify and understand. Gaining the buy in from the staff ensures that they will By using the corporate values in the work we set it helps to create a consistency and fairness when dealing with all members of staff so that one approach is adopted. As well as this we also hold annual or bi-annual service events where the key messages and values from the organisation are reinforced, with this giving members f staff to not only give feedback on their objectives but also ion the goals which have set. 2.3 Assess own ability to motivate others and build commitment to the organisation’s values and goals In motivating a team the first aspect is to identify what it is that motivates the individuals. When holding regular 1-2-1’s with staff I would look to establish what motivates them so I can look to develop a framework for how I can create the conditions for them to be motivated. It is important to remember that rather than trying to motivate staff we should be trying to create the conditions where staff will be motivated. Maslow (1943) stated that people are motivated to achieve certain needs. When one need is fulfilled a person seeks to fulfil the next one, and so on. This model can be used to assist in the understanding of human behaviour and understanding motivation by listing the key driving forces for individuals. Following this framework it shows how manages nee to create the correct environment for their staff and the staff will then act to motivate themselves. Now the team I manage is settled, with all the members of staff settled in their roles, I am able to identify mechanisms that will help create the conditions to motivate each member of staff. Although each member of staff is an individual it is possible to sometimes group individuals together if they share the same individual motivations, e.g. if two members of the team were both seeking further social needs through work then it may be possible  to use the tools to help achieve a situation to motivate both of these employees. Setting clear goals which jointly created objectives can feed into helps in this process of staff understanding why certain tasks are being carried out and helps to create greater ownership of the work they are doing. The CMI motivating the demotivated checklist offers other examples of how staff can be addressed to increase motivation within the work place. The checklist includes offering help with planning, involve the unmotivated, try to get buy in, and make sure the rules are clear. These examples have been carried through to help identify when these approaches can be used to address individual situations. Be able to adopt an effective leadership style to motivate staff to achieve organisational values and goals 3.1 Justify the most effective leadership style to motivate staff in own area, to achieve the organisation’s values and goals While one needs to ensure in a given situation the leadership style that is chosen be explicit in order to remain consistent and ensure that a clear message is delivered, the leadership style chosen must be correct for the situation and be able to be reviewed as a situation changes. Given the range of leadership styles that have been identified it will be important that the correct style is chosen by a leader in order to get the most out of staff. Theories have evolved from the â€Å"great man† notion of heroic leaders, through trait theories, behaviourist theories, situational leadership, contingency theory and on to transactional and transformational leadership. As I have described in previous questions the team are currently in a state where each member knows their roles and are comfortable in the job they are doing. Dacorum Borough Council will be changing the way we work over the  next two years and this will affect all staff in the council including those who work in my area. This will mean that the leadership style that I take on will need to be able to accommodate these changes and motivate staff to get the best results in a time of change. Given the changing nature of the team and the changes due to take place in the future a contingency-situational theory may be appropriate. These theories were developed to indicate that the style to be used is contingent upon such factors as the situation, the people, the task, the organisation, and other environmental variables. (Boulden & Gosling (2003)) A situational style of leadership, such as through the Hersey-Blanchard model of leadership, allows the developmental levels of a leader’s subordinates to play the greatest role in determining which leadership styles are most appropriate. From here four leadership styles develop: Directing, Coaching, Supporting and Delegating. This approach was used when the team first formed and as the team matured and moved towards performing, on the Tuckman stages of team development, so I could change my style to reduce task behaviour and increase relationship behaviour until the followers reach a moderate level of maturity A more recent approach would have been to use a situational model as described by Tannenbaum & Schmidt. Rather than responding to the maturity of subordinates they view leadership along a continuum from one extreme of autocracy to the other as democracy with subordinate’s participation and involvement increasing as you move along. This approach allows you to change based on the situation you are in and more readily respond to changes in the environment. The theories mentioned previously describe ways in which could be used to successfully manage my team, however the leadership style that has the potential to motivate staff in my area most will through a transformational style of leadership. Employees in my area are now well established and performing well but in the future more will be expected from each of us and I feel that this form of leadership has the most potential to give  subordinates genuine self-esteem and self-actualisation. This style of leadership requires me, as the leader, to take actions to increase employees awareness of what is right and important to raise their motivational maturity and to move them to go beyond their own self-interests for the good of the group and the organisation. Transformational Style Leader Behaviour 1) Idealized Behaviours: living one’s ideals †¢ Talk about their most important values and beliefs †¢ Specify the importance of having a strong sense of purpose †¢ Consider the moral and ethical consequences of decisions †¢ Champion exciting new possibilities †¢ Talk about the importance of trusting each other 2) Inspirational Motivation: inspiring others †¢ Talk optimistically about the future †¢ Talk enthusiastically about what needs to be accomplished †¢ Articulate a compelling vision of the future †¢ Express confidence that goals will be achieved †¢ Provide an exciting image of what is essential to consider †¢ Take a stand on controversial issues 3) Intellectual Stimulation: stimulating others †¢ Re-examine critical assumptions to question whether they are appropriate †¢ Seek differing perspectives when solving problems †¢ Get others to look at problems from many different angles †¢ Suggest new ways of looking at how to complete assignments †¢ Encourage non-traditional thinking to deal with traditional problems †¢ Encourage rethinking those ideas which have never been questioned before 4) Individualized Consideration: coaching and development †¢ Spend time teaching and coaching †¢ Treat others as individuals rather than just as members of the group †¢ Consider individuals as having different needs, abilities, and aspirations from others †¢ Help others to develop their strengths †¢ Listen attentively to others’ concerns †¢ Promote self-development 5) Idealized Attributes: Respect, trust, and faith †¢ In still pride in others for being associated with them †¢ Go beyond their self-interests for the good of the group †¢ Act in ways that build others’ respect †¢ Display a sense of power and competence †¢ Make personal sacrifices for others’ benefit †¢ Reassure others that obstacles will be overcome Transformational Leadership Styles and Behaviours (Bass and Riggio, 2006) This approach allows for the elevation of the needs for employees (from security needs to needs for achievement and self-development) which in turn will allow for greater productivity with well-motivated staff and allow for high performance. 3.2 Implement the most effective leadership style in order to motivate staff in own area to achieve the organisation’s values and goals As there are significant barriers that exist in order to implement a change in leadership style at the senior management level within the organisation this approach will be first adopted within my service to use as a test case for the wider organisation. Based on whether this style of leadership is successful this can then be reported back through the organisation through the various senior management meetings. A first step to adopting this within my service area will be to meet with other managers of people, as this approach will need to be adopted across the service area to become effective. Once the buy-in of front line managers and the middle managers has been secured I will meet with staff to discuss the organisational values and see how these fit with theirs. At these meetings I will also again set a clear direction of where and what we want to achieve and reiterate how their specific objectives are working towards our goals of making Dacorum a better place to live and work. These themes will then also run through team meetings and 1-2-1’s to further reinforce this message. The next step will be to set the example of a positive new direction and embracing the changes that we are about to face both for the team and for the council as a whole. Regular communication of these messages will be made through regular meetings and as the changes draw closer team days to look at how we can take the most out of these future opportunities. Some of my time will be allocated towards both mentoring and coaching of staff to help bring out their strengths and to work on any areas which the staff feel require further development. References: Bass B M & Riggio R E (2006). Transformational Leadership (Second ed.). Mahwah, NJ: Lawrence Erlbaum Associates. Bolden R & Gosling J (2003), A review of Leadership theory and competency frameworks, Centre for leadership studies: University of Exeter. Hersey P & Blanchard K H (1969), Life cycle theory of leadership, Training and Development Journal, 23 (5), pp 26-34 Maslow A H (1943), A Theory of Human Motivation. Psychological Review, 50(4), pp370-96. McGregor D (1960), The human side of enterprise. McGraw Hill Higher Education Oshagbemi T & Gill R (2004), Differences in leadership styles and behaviour across hierarchical levels in UK organisations, Emerald 25. Tannenbaum R & Schmidt W (1973), Choosing a leadership pattern. Harvard Business Review, May-June 1973, Cambridge, Mass Taraschi R (1998), cutting the ties that bind, Training and development USA, Nov vol. 52 no. 11, pp. 12-14. Tuckman B (1965), development sequence in small goups. Psychological bulletin. 63, pp 84-99, Bethseda Unknown (2013), Various ILM 5 course handouts, May-July