Thursday, October 31, 2019

Risk Management on Satellite Project Research Paper

Risk Management on Satellite Project - Research Paper Example Therefore, teams are working with risks daily, ranging from risks of inadequate time spending on planning to threats of inadequate supplies, as well as risks of not operating through an adequate program of risk management. The development of the project involves various challenges, with variables such as the component manufacturer, systems integration, dealing with subcontractors, checkups and various factors that fill the projects with risks. Similarly, the team was on the right production timeline and had inadequate available budget resources to maintain cost overruns. Therefore, if the team did not develop a risk plan the members could not be able to manage the project risks and prepare better reactions to potential risks of the project. Dealing with projects risks, challenges, and subsequent alterations that occurred within the program due to risk could be difficult without a risk plan. Managing, project time, strengths, efforts, and resources could also be difficult and ineffective without a risk plan. Risk plan enables the team to create criteria for assessing occurrence possibilities and effects for the threats and for risk prioritization. Without the risk plan, the team could not be able to identify the risks of the project, analyze the potential of developing risks and make decisions upon the required measures to take in risk management. In other words, risk plan enabled all the team members to view the threats, enter new threats and offer solutions for potential reactions to risks. The risk plan significance For the success of the project, it is crucial to creating an integrated strategy and system of risk control. Therefore, a risk plan serves as a tool for identifying and solving existing and potential risks of the project. Risk plan is fundamental for project implementation because it enables the team to predict and manage any potential risks that may constraint the development, running and implementation of the project. Risk plan is a progressive, forward-looking procedure, which is a critical part of the project and technical process of management. Risk plan is crucial to address that concerns that could ruin or constraint the achievement of crucial project objectives. A risk plan adequately anticipates and solves the threats and challenges that have substantial effects on the projects. Risk plan is a crucial management tool to ensure efficient time management during project implementation, effective resource use to ensure project completion within limited budget and wise channeling of efforts and energy towards effective project management and successful reduction of project risks. Risk plan allows cost reduction, effective teamwork and effort scheduling and avoidance of technical risks. It serves as a crucial strategy for project continuity control and a tool for recovery of disaster.

Regression analysis project Statistics Example | Topics and Well Written Essays - 500 words

Regression analysis - Statistics Project Example The best model, therefore, uses c to represent c.vol, in the regression model, which now becomes: The code for this regression is found in the Appendix A section, while the output is found in Appendix B section. The coefficient of logistic regression in this analysis for the c.vol is 0.80404, a highly positive coefficient, giving a probability (pr = 0.01539) that the patient will test positive. The second variable that indicates a positive test is psa, with a coefficient of 0.00226 a low positive coefficient, with a probability of 0.03847. The rest of the variables have negative association with the test for the hypothesis (Long, 1997). This test estimates the cancer diagnosis for someone with 10 psa, 5 c.vol, 40g for weight, age 67, with 2.5 benign, with no seminal vesicle invasion, and with 0.5 cm cap. The test is done through the same model and the results are found in Appendix C section. The coefficient of association is 1.46414, with a probability of 0.160296, hence the patient tests positive with prostate cancer. Where p is the probability that gender or treatment has a significant effect on blood calcium level, C is the coefficient of regression, and v is the most significant variable in determining the probability p. there is no outlier in this dataset. The necessary transformation in this regression process is the binomial transformation using â€Å"mylogit† function. The two variables gender and treatment are both significant in determining the results of the hypothesis test (Hosmer & Lemeshow, 2000). The best model, therefore, combines the two variables in the regression as follows: The code for this regression is found in the Appendix D section, while the output is found in Appendix E section. The coefficient of logistic regression in this analysis is 0.0206, a low positive coefficient, giving a probability (pr = 0.0247) that the Treatment significantly affects the

Tuesday, October 29, 2019

A critical discussion of the urban experience in relation to the issue Essay

A critical discussion of the urban experience in relation to the issue of gender - Essay Example ‘Men and women’s conception, experience, and use of urban space is different’ (McDowell, 1983: 59). Bondi claims that ‘urban space creates, imposes, reflects and distinguishes divisions between men and women’s experiences, control and use of public and private spaces in urban environments’ (1998: 161). The study of gender and geography has, since the late 1970’s been interested in the differing experiences of men and women in the city. For example, feminist geographers including McDowell (1983) and Darke (1996) have investigated how land use in the city has impacted on the way men and women live their lives, and how the role of gender impacts on the day to day experiences of men and women within the urban environment. This essay aims to explore how gender roles are played out within urban spaces. ‘Women writing on cities have arrived at differing conclusions’ (Darke, 1996: 88). Wilson (2001) for example experiences cities as exciting and liberating public environments and an escape from patriarchal imposed identities. However, she also acknowledges that ‘in recent years feminist have argued that there could never be a female flanuer†¦urban scene was at all times represented from the point of view of the male gaze: in painting and photographs men voyeuristically stare, women are passively subjected to the gaze’ (Wilson, 1992: 56). The differing viewpoints between feminist geographers themselves highlight the complex nature relating to studying gender in the urban environment. ... Male domination led to men being the rulers, decision makers, generals and cultural leaders. Women were often subjected to domestic roles, hidden from public space. The introduction of women’s voting rights and gender equality laws went some way to rebalance gendered experience of the city as the 20th Century drew to a close. ‘However, even though legal barriers to women’s access to jobs and particular buildings have been removed, women are still excluded and made to feel uncomfortable in public space’ (Darke, 1996: 92). For example, Cockburn (1983) highlights how women receive not so subtle behavioural signals that tell them they are trespassing on the territory of men, e.g. wolf whistles on the street, sexual harassment in the work place and street posters depicting half naked women. Various authors including Darke (1996: 88) and Lewis et al (1989: 215) have highlighted that zoning patterns, based on stereotypical gender roles have created divisions betwe en gendered experiences of the city, in which men control public space, hence becoming more specialised and important components of identity in the public sphere, whilst women are confined to private spaces. This is emphasised by Bondi ‘an important association remains between masculinity, public space and the city, on the one hand, and between femininity, private space, and the suburbs on the other hand’ (1998: 162). The ‘city of zones’ therefore compartmentalises activities such as work, leisure, travel and home life. Women are primarily seen as wives and mothers, whilst men are viewed as the breadwinner, whose job it is to go out into the public realm to earn a living and provide for ‘his family’. Darke’s (1996)

Prevention of mother to child Hiv transmission Essay

Prevention of mother to child Hiv transmission - Essay Example Quantitative research is the methodical scientific assessment of observable phenomena through computational, mathematical, or statistical methods. For example, the observable phenomena in health and social care may include HIV prevalence in expectant mothers, rate of mother to child HIV transmission, and infant deaths resulting from mother to child HIV transmission. Quantitative uses a systematic approach through actual data collection and analysis rather than making assumptions on describable phenomena. The purpose of the quantitative approach is to develop hypothesis about the observable phenomena. The research technique goes a long way in testing the hypotheses or theories so developed in order to ascertain their veracity or otherwise. In social and nursing care, scholars may use quantitative research to develop hypotheses around mother to child HIV transmission. The testing and proof of such hypothesis can bring significant benefit to the nursing fraternity (Daly, Speedy, & Jacks on 2009, pp. 135-140). Health and social care demands evidence-based practice, which quantitative research provides in hard data. In essence, evidence-based practice (EBP) or Evidence-based medicine (EBM) is the point at which the patient values & preferences, best research evidence, and clinical expertise converge. Evidence-based practice (EBP) involves the prudent utilization of the most reliable contemporary evidence in making critical decisions about the health of patients.

Sunday, October 27, 2019

Carbon Nanotubes Uses and Properties

Carbon Nanotubes Uses and Properties ABSTRACT: For the first time in the human history, we are close to being able to manipulate the basic forms of all the things, living and inanimate, take them apart and put them together in almost anyway the mind can imagine. The sophistication with which scientists are learning to engineer matter at the nanometer scale is giving us unprecedented mastery of a large part of our environment. The world of the future will be defined by how we use this mastery. Nanotechnology is engineering at the molecular (groups of atoms) level. It is the collective term for a range of technologies, techniques and processes that involve the manipulation of matter at the smallest scale(from 1 to 100 nm2). Carbon nanotubes have been under scientific investigation for more than fifteen years because of their unique properties that predestine them for many potential applications. The field of nanotechnology and nanoscience push their investigation forward to produce carbon nanotubes with suitable parameters for future applications. Carbon nanotubes are one of the most commonly mentioned building blocks of nanotechnology. With one hundred times the tensile strength of steel, thermal conductivity better than all but the purest diamond and electrical conductivity similar to copper, but with the ability to carry much higher currents, they seem to be a wonder material. Field effect transistors using carbon nanotubes came into existence, these have a extremely good properties. CARBON NANOTUBES: Evolution of Nano Importance of Nano in present day scenario Moores Law Greatness of Carbon Graphene Carbon nanotube Synthesis of CNT Properties of CNT Purification methods Real time applications GREATNESS OF CARBON: Carbon is the 4th most abundant element in the Universe by mass after( Hydrogen, Helium and Oxygen). Forms more compounds that any other element, with almost 10 million pure organic compounds. Abundance, unique diversity and unusual polymer forming ability at the temperatures makes the element the chemical basis of life. CARBON NANOTUBES: Carbon nanotubes are long, thin cylinders of carbon which were discovered in 1991 by Sumio Iijima. A sheet of graphene rolled in cylindrical structure results in Carbon nanotube of 1 atom thickness and diameter in nano scale. Nanotubes have a very broad range of electronic, thermal, and structural properties that changes due to change in length, diameter and chirality or twist. Types of Carbon Nano Tubes: Single walled: In these single walled nano tubes are narrower than the multi walled nano tubes ,the diameters typically in the range of 1-2nm ,and tend to be curved rather than straight. In these SWNT only single layer of grephene .Catalyst is required for synthesis .Bulk synthesis is difficult as it requires proper control over growth and atmospheric condition .In these SWNT Purity is poor and less accumulation in body .Characterization and evaluation is easy .It can be easily twisted and are more pliable. These tubes are used to make super strong amour bodies .These single walled nano tubes are used as elastic property and used to make bullet proof vests. Multi walled: Multi walled nano tubes consists of multiple layers of graphite rolled in on themselves to for a tube shape .There are two models which can be used to describe the structures of multi walled nano tubes .In these MWNT multiple layer of grephene and can be produced without catalyst Bulk synthesis is easy .Purity is high ,more accumulation in body .It has very complex structure .It can not be easily twisted. Synthesis: Laser ablation: A pulsed or continuous laser is used which will vaporize a graphite target in an oven at 1200c . Oven is filled with helium argon gas .In order to keep the pressure at 500 torr ,Since the optimum background gas as catalyst mixture is the same as in the arc discharge process Laser ablation method is similar to arc discharge method .This method is vey expensive so it is mainly used for SWNT’s laser vapourization results in higher yield of SWNT’s with narrow size distribution than those produced in arc discharge process .Catalyst used for SWNT is NI:Y (4.2:1 At%). Arc Discharge Method: Arc Discharge method has been reported for producing carbon nano tubes .In these method nano tubes are produced through arc vapourization of two carbon rods placed end to end with a distance of 1mm in an environment of inert gases such as helium argon at pressure b/w 50 to 100 amps driven by 20v which will create high temperature discharge b/w two electrodes ,due to this anode wil get evaporated and rod shaped tubes will be deposited on cathode.Bulk production of CNT’s depends on uniformity of plasma arc and temperature of depositon The Main principle is carbon nano fibres are good at absorbing energy so they can absorb the energy coming from the bullet .The inherent property of elasticity makes the bullet to rebound .Its is 100% stronger thean steel.Lighter than aluminium.Conduct electricity as copper .These fibres can be used as space elevators . Purification Of CNT’s: Nanotubes usually contain a large amount of impurities such as metal particles ,amorphous carbon ,and multishell .These are different steps in purification of nano tubes . Air Oxidation: The Carbon nano tubes are having less purity ,the average purity is about 5-10%.So,Purification is needed before attachment of drugs onto CNT’s .Air oxidation is useful in Reducing the amount of amorphous carbon and metal catalyst particles (Ni,Y). Acid Reflexing: Refluxing the sample in strong acid is effective in reducing the amount of metal particles and amorphous carbon ,different acids used were hydrochloric acid (HCL),nitric acid(HNO3)and sulphuric acid (H2so4)bt HCL is identified to e ideal reflexing acid . Surfactant aided sonication, filtration and annealing: After the acid reflexing ,the CNT’s were purer but ,tubes were entagled together ,trapping most of the impurities,such as carbon particles and catalyst particles ,which were difficult to remove with flitration .so,surfactant –aided sonication was carried out .sodium dodecyl benezene sulphonate (SDBS) aided sonication with ethanol or methanol ,as organic solvent were preferred cz it took the longest ime time fr CNTS to settle down ,indicating an even suspension state was achieved .The sample was then filtered with un ultra filtration unit and annealed at 1273k in N2 for 4H .Annealing is effective in optimizing the CNT structures .It was provided the surfactant –aided sonication is effective to untangle CNT’s thus to free the particulate impurities embedded in the entanglement .Nano tube can also be purified by multistep purification method . Real time applications: Carrier for drug delivery: Carbon Horns (CNHs) are the speherical aggregates of CNT’s with irregular Horn like shape .Research studies have proved CNT’s CNH’s as a potential carrier for drug delivery system . Genetic Engineering: In Genetic engineering ,CNT’s and CNH’s are used to manipulate genes and atoms in the development of bio imaging geneomas protemics and tissue engineering .The unwound DNA (single stranded )winds around SWNT by connecting its specific neucletoids and causes change in its electrostatic property .this creates its potential application diagnostics and in therapeutics Nano tubes and nanohorn’s can adehere various antigens on their surface ,hence act as source of antigen in vaccines .Hence by use of nanotubes ,use of dead bacteria as source for antigen which is sometimes dangerous can be avoided . Pseudo spark switches: These are switches which work upon principle of field emission, this emission is achieved by triggering. Generally the triggering methods are Surface discharge triggering Optical triggering Pulsed low-current glow discharge triggering But cnt’s have a good emitting properties when compared from above methods. For field emission cnt’s are used as cold cathode emitters. The field emission characteristics of cnt’s are mostly reported at high vacuum pressures of 10^-6 and 10^-7 torr. Usage of cnt’s for field emission resulted in good properties and working of pseudo spark switches in both high pressure and low pressure vacuum..

A stressful life is an inevitable consequence

A stressful life is an inevitable consequence In our career-driven society, work can be a pervasive source of stress. According to a report cited in an edition of the Financial Times, stress at work is one of the biggest problems in European companies. It is evident that the prevalence of stress at work majorly influences job satisfaction, work performance and productivity (Mullins, 2002). The Health and Safety Executive (HSE) define stress as the adverse reaction people have to excessive pressures or other types of demand placed on them (ISMA, 2004). Stress can be accumulated through constant tension and frustration, and can arise from a number of issues including individual, group, organizational and environmental factors. In this essay, I am going to discuss the implications that stress incurs on the individual, and on the organization as a whole by looking at some of the most important issues such as cost, stress-related illnesses, and how to tackle stress in the workplace for a better and healthier workforce. With the changing lifestyles of people today (25-year mortgages, easier credit arrangements, etc.) most people are looking for permanent, full-time employment. Nevertheless, with the current economic crisis, many businesses are cutting back on staff and many jobs are being lost. This has lead to an increase in stress levels. An article published by the Daily Mail on 5 November 2008 (National Stress Awareness day) stated that almost 2/3 of 2700 workers polled said that they felt more run down, stressed and prone to illness than they did three years ago. This has resulted in many of them putting in seven hours of unpaid overtime a week. The article urged employers to tackle this problem as the research shows the credit crunch is having serious implications on the nations workforce, with people working and worrying more (Daily Mail, 2008). As these findings demonstrate, the stress caused by the current economic situation will lead to grave consequences for both individuals and organizat ions; if the individual suffers, the organization is inevitably going to suffer, and vice-versa. Certainly, a healthy workforce gives a larger contribution to a business. Working in a stressful environment means that not only performance is decreased, but productivity is also reduced. So what causes stress? Some would say that being under a lot of pressure causes one to be stressed. However, there is a difference between working under pressure and working under stressful conditions. It is said that a certain level of pressure is needed in our daily life to motivate us and enable us to perform at our best (ISMA, 2004). Cooper et al. (1988) have identified six major sources of stress at work: intrinsic to the job, role in the organization, relationships at work, career development, organizational structure and climate and home-work interface. He also added that conflicts, such as bullying and harassment, at work are another cause of stress. However, stress is said to be a very personal experience as individuals respond and cope differently with the causes and effects of stress. One major source of work stress develops from role incongruence and role conflict. When workers are not clear about their roles in the company, it creates difficulties in communication and interpersonal relationships. In addition, it can have an emotional impact on morale, performance and effectiveness at work, and health. In order to improve business, many organizations restructure and reduce staff, leading to more pressure on the remaining staff. This often results in an increase of work-related health problems, work stress and a less efficient workforce (Mullins, 2002). Handy (1993) has suggested five organizational situations that are likely to produce role problems, and thus stress for the individual: having responsibility for the work of others such as reconciling conflicting objectives of groups and organizations; conflict between the routine aspects of the job and the creative side; being the outside contact is particularly stressful due to the lack of control over demands or resources; relationship difficulties in the company, such as problems with a boss or colleagues; and last but not least, having career doubts if future career prospects are uncertain. Role ambiguity has greater effects on the physiological and psychological well-being of the individual, among them being low self-confidence, low motivation, higher job-related tension, and even depression (Handy, 1993). Karasek and Theorell (1990) have predicted that the most unpleasant reactions of psychological strain such as fatigue, anxiety, depression and physical illness, occur when the psychological demands of the job are high and the workers have low freedom in deciding the task. This model of the high strain situation suggest that arousal energy is transformed into damaging, unused residual strain because of an environmental constraint on the persons optimal response (e.g. trying to get lunch and queues are very long, travelling distance involves a crowded, heavy traffic road; this results o n the residual strain which lasts longer than a normal arousal reaction). Basically, this model implies that environmental stressors that we are presented with in our everyday life can leave us aroused for hours, thus leading to psychological strain and therefore stress. This has great implications for individuals that tend to be more affected by these environmental factors than others. The burden of strain that workers experience on a daily basis has therefore an indirect implication for the organization as performance is affected by the unpleasant, unproductive, and in the long term, unhealthy state of workers. In respect to the unhealthy state of workers and psychological strain, extended exposure to stress has been linked to almost every illness imaginable: heart disease, high-blood pressure, metabolism problems, colds, depression, obesity, memory problems and migraines (Jaffe-Gill et al. 2007). It all comes down to the biological response to stress, Fight or Flight mechanism, which prepares us for emergency. When in danger, the hypothalamus in the brain sets off a chemical alarm. The sympathetic nervous system responds by releasing a flow of stress hormones, including adrenaline, nor epinephrine, and cortisol, which race through the bloodstream, preparing us to either escape the scene or battle it out. However, the more the stress response its activated, the harder it is to shut off which causes the stress hormones, heart rate, and blood pressure to remain elevated even after the crisis has passed. In addition, continuous activation of the stress response causes havoc on the body. This i mplies that workers who are continuously responding to stress are damaging their body; the stress response system will eventually become exhausted causing the immune system to break down, thus making it easier for various illnesses to attack the body. Consequently, this will have enormous effect on the individual, leading to reduced performance in every domain of their life, in particular work. Not to mention the number of increased absence from work that will affect the organization, financially as well as performance wise. In the December 2008 issue of Glamour Magazine, there was a very interesting article about the consequences of stressful life situations. Research shows that women are more prone to negative effects of stress as they tend to be more emotionally tuned in than guys. Women seem to stress more over a problem, they keep thinking about it over and over in their head. The stress caused by a bad day at work is an example of what experts call acute stress, which triggers the fight-or-flight response, but it is temporary and therefore it is harmful as such. It only leads to a tiring day as it burns up a lot of energy. However, when every day at work is a bad day, the acute stress turns into chronic stress, which could cause a lot of damage to your body. As mentioned before, this leads to the fight-or flight response being constantly activated and thus causing strain on the body which in turn can lead to stress-related illnesses. All body systems are affected by this. Recent British research fo und that while stress doesnt necessarily cause cancer, women that have high-pressure jobs had at least a 20% higher risk of breast cancer than those with less job strain. Research also shows that we are getting more stressed with each decade. In a report that looked at the incidence of work-related stress and mental ill-health in the United Kingdom (1996-2001), an estimated annual average of 3624 new cases were reported by psychiatrists (reported higher rates for men), and 2718 by occupational physicians (reported higher rates for women). Anxiety/depression or work-related stress were mainly diagnosed, and post-traumatic stress accounted for ~10% of cases reported by psychiatrists. Inherent to the job factors (for instance work overload) and interpersonal relations problems were generally the most common causes. Nevertheless, those in personal and protective services and professional workers also showed high rates of ill-health (Cherry et al. 2006). Managing mental ill-health requires the adaptation of the workplace to meet legitimate expectations and capacities of the worker, as well as the adaptation of the worker to increase his/her capacity to cope with work demands, through training and cognitive therapy. Therefore t o be able to do this, workers and managers need to collaborate together in order to ensure that both parties know what is expected, thus stress levels reduced. In collaboration with stress management professionals, the Health and Safety Executive has developed the Management Standards approach to reduce levels of work-related stress. This approach displays good practice through risk assessment, allows for the current situation to be measured using various data-collection techniques, and encourages active discussion with employees to help decide upon the practical improvements that can be made (HSE, 2005). This was developed after figures of stress have risen to 1 in 5 people finding work very or extremely stressful. The Management Standards include six key areas of work, which if not properly managed, can cause poor health, lower productivity and increased sickness absence. These primary sources of stress at work are: demands, control, support, relationships, role and change. As the main causes of stress are now well-known, managers can work with employees to find solutions in order to reduce stress at work, unlike in the past that modest a ttempts were made to deal with them. This approach will be excellent news for organizations if followed and applied in the right manner, as well as good news for the worker as hopefully, stress levels will be reduced. One huge factor that has lead to the development of such an approach is the financial cost that work-related stress incurs on the organisation and the society. Stress is the single largest cause of occupational ill-health in the public sector, accounting for around half of all days lost to work-related ill health. In financial terms the estimated cost of sickness absence to the UK as a whole is around  £12 billion a year, and around  £4 billion of this has been attributed to the Public Sector (HSE, 2006). Each case of stress-related ill health leads to an average of 29 working days lost. A total of 13.4 million working days were lost to stress, depression and anxiety in 2001. Work-related stress cost society  £3.7 billion a year in 1995, a figure which has undoubtedly risen in 2008, as stress levels have undeniably soared considering the sharp fall of house prices, cut of interest rates and the loss of numerous job posts due to the current economic climate (HSE, 2005). The cost factor has great implications for organisations as they are spending unnecessary money which could instead be spent effectively to develop their business and create a less stressful work environment, rather than covering the costs of stress-related illnesses that workers seem to endure from working in a stressful work environment. Stress is upsetting to the individual and detrimental to the business at a time when the need to control business costs and ensure an effective and healthy workforce is greater than ever (Mullins, 2002). Much of ill-health is associated with the discrepancy that is caused when changes in job demands exceed the worker capacities. Mental-ill health which arises from traumatic events at work can be avoided by employing good managerial techniques to tackle stress, and in the event of the occurrence, it should be dealt with promptly and effectively.

Friday, October 25, 2019

Multiprocessing Essay -- essays research papers

Multiprocessing   Ã‚  Ã‚  Ã‚  Ã‚   Multiprocessing refers to a computer system’s ability to support more than one process or program at the same time. Multiprocessing operating systems enable several programs to run concurrently. UNIX is one of the most widely used multiprocessing systems, but there are many others, including OS/2 for high-end personal computers and Windows NT for work groups. Multiprocessing systems are much more complicated than single-process systems because the operating system must allocate resources to competing processes in the most efficient manner. (IBM Dictionary of Computing, Tenth Edition, McGraw-Hill, (1994)). Types of Multiprocessing Symmetric multiprocessing refers to the processing of programs by multiple processors that share a common operating system, memory and data path. A single copy of the operating system controls all processors. Symmetric multiprocessing units of this type are also referred to as â€Å"shared everything† systems. These systems usually do not exceed 16 processors. (Image courtesy of Sequent Manufacturing) The most common uses of these types of systems are commercial servers of web applications such used in on line commerce. The advantages of this particular configuration are that they can be easily upgraded by the addition of more processors. These processors are available to execute any of the given processes as soon as the operating system recognizes and configures the new hardware. However, the limitations of such a configuration are that with shared memory, there is a strong emphasis on data manipulation. As each processor competes for a limited amount of shared memory, this limits the speed and up-gradability of such a system. Manufacturers must rely on the development of faster, higher capacity memory to overcome this disadvantage. Currently symmetric multiprocessing computers can address up to 14 gigabytes of physical memory and approximately 2 terabytes of storage. (Sequent Manufacturing Inc., white papers 1998) Parallel Processing Parallel processing is a form of information processing that emphasizes the concurrent manipulation of data elements belonging to one or more process solving a single problem. It is also referred to as a â€Å"shared nothing† system. These systems are composed of many loosely connected nodes or P/M ... ...to produce a result from a device. C.The number of results a device produces over a unit of time. D.The time it takes a device to retrieve the next instruction. E.None of the above 6.Which of the following operating systems does not support multiprocessing? A.Microsoft Windows NT B.UNIX C.OS/2 D.LINUX E.All of the above support multiprocessing. 7.Which of the following applications would benefit most by multiprocessing? A.A large Word document. B.A large Excel spreadsheet. C.A video game D.A large Multi-user Database. E.None of the above. 8.LINUX is an off shoot of which multiprocessing operating system? A.UNIX B.Windows 98 C.OS/2 D.Windows NT E.MS DOS 9.Which Pittsburgh University is currently developing new multiprocessing operating systems? A.University of Pittsburgh. B.Carnegie-Mellon University C.Robert Morris College D.Point Park College E.None of the above 10.Linus Torvalds is: A.The inventor of UNIX operating system B.The chairman of the board of Microsoft Corp. C.The inventor of LINUX operating system D.The guy that cuts Packy’s grass. 1. (C) 2. (A) 3.(A) 4.(A) 5.(C) 6.(E) 7.(D) 8.(A) 9.(B) 10.(C)

Catcher In The Rye :: essays research papers

Catcher in the Rye Essay "I keep picturing all these kids playing some game in this big field of rye and all. Thousands of little kids, and nobody''s big but me. And I''m standing on the edge of some crazy cliff -What do I have to do, I have to catch them. I mean their running, and they don''t look where their going, so I must come out of somewhere and catch them."(Salinger,173) J.D. Salinger, in his timeless classic, The Catcher in the Rye, a novel depicting the complications of life as an adolescent, uses reality verses allusion, phoniness in society, and the loss of innocence as themes in his novel, to present the true inner character of Holden Caufield. Beginning to learn the truths of society and growing up, sixteen year old, Holden has a hard time adjusting to maturity. After the death of his younger brother Allie, his inability to remain in one school, and his ongoing dislike of many people and their morals, Holden has been driven to depression in which he dispenses to a psycoanaylgist throughout the novel. Through his novel, Salinger incorporated the theme reality verses allusion, to demonstrate how the mind of some adolescents are so unwilling to face the truths of society. As stated above, Holden wishes to accomplish an futile task, save children from growing up, and protect them from the corruption of adulthood. The following presents an example of Holden''s inability to grasp the differences between reality and allusion. "Somebody written ''Fuck You'' on the wall. It drove me damn dear crazy. I thought how Phoebe and all the other kids would see it, and then how they''d wonder what the hell it mean, and finally some dirty kid would tell them- all cockeyed, so I rubbed it out."(Salinger,201) Presented here, an another example on how Holden once again attempts to accomplish the impossible, save children from the words and instances that they are going to transpire no matter how hard someone desires to hide it. Holden allows himself to live in a state of unrealistic tho ughts, with the idea that change will forever be deleterious. Yet Holden seems frightened to admit to himself that change and development are a necessary part of reality. The only way one would be able to avoid change would be to die young, avoiding maturity, and maintaining innocence. Holden''s dislike towards change attracts his interest to the museum, because a museum continues to be never changing, the displays are forever set in stone, and preserved.

Thursday, October 24, 2019

To what extent can motivation be used as a leadership tool?

Abstract Numerous investigations have linked organizational success to effective leadership. The fact that leaders provide guidance as well as monitoring and evaluation of the staff in an organization they provide a link between the organization’s objectives and the needs of the staff. Good leadership should ensure both the organization and the staff are satisfied with the outcome of the processes and operations of the organization. This paper analysed the importance of using motivation and a leadership tool and its application in the military. Motivation is an important aspect of effective leadership since it not only guarantees performance within an organization but also ensures sustained effectiveness of the staff. The analysis of this factor as a leadership tool was conducted based on literature review of various sources that examine organizational motivation processes and practices that are applicable in military environment. The main theories of motivation identified to influence leadership with respect to military environment were Humanistic Theory of Motivation, Incentive theory, Drive theory, and Cognitive dissonance theory. Social incentives have been identified in the paper to play an important role in leadership success of a military organisation. This is mainly due to the fact that they develop the intrinsic motivation that makes the workers highly productive. Generally, social recognition, collaboration, talent retention and productivity and reinforcing the corporate culture are the social incentives that can be used to motivate military officers. More so, friendship at the workplace should be upheld as it fosters learning among the workers and it also makes it easy to identify small problems at the work place. The paper concludes by asserting that in the case of military training together in one country, the use of the stated motivation tools are bound to enhance the levels of leadership efficiency. As such, motivation should only be extended to social recognition, collaboration, talent retention and productivity and reinforcing the corporate culture. Introduction Leadership is not a captivating personality that results due to ability to charm and talk nicely. Neither is leadership defined by the ability to influence and make friends. These are empty qualities of leadership that can be viewed as flattery. Leadership is making an individual change his/her vision to hire levels, raising an individual’s performance, and building a unique personality that inspires the followers (Foti, 2007) this are very essential elements of effective leadership in military units. All these aspects of leadership revolve around motivation of the followers. Motivation is highly individualised and complex and can be achieved physically, psychologically, instinctively, and sometimes unconsciously (Eccles & Wigfield, 2002). In many organisations, motivation is an important factor that drives performance and innovations. It is commonly agreed that once an individual is motivated he/she becomes productive because work becomes passion. Therefore, motivation is th e intrinsic desire that drives an individual to give his/her best at work. The level of relatedness of leadership and motivation among the followers places motivational tools at a central position in achieving good leadership. The approach to leadership in the military is a complex amalgamation of directive, coaching and delegating leadership styles, where discipline is the universal rule (Horn & Walker, 2008). It is common knowledge that whenever an order has been given out, it is a must for the junior officer in that ranking to act immediately. The fact that discipline requires motivation in order to maintain it at highest standards; the military leadership are required to develop approaches that can ensure the officers are highly motivated. This paper intents to analyse the concept of motivation as a leadership tool and its application by the military to enhance leadership. Theories of Motivation Motivation is an important aspect in organizational leadership in that is used in ensuring the staff are mission driven (Eccles & Wigfield, 2002). Approaches used to realise motivation vary from one organisation to another depending on the nature and rules of the job. There are four common theories of motivation that have been used by many research studies into the issues revolving around staff and employee motivation. These include; Humanistic Theory of Motivation, Incentive theory, Drive theory, and Cognitive dissonance theory (Deci, Koestner, & Ryan, 1999).Humanistic Theory of MotivationThis theory is rooted on the fact that most human beings are rational and anything done by anybody is driven by reason (Hoffmann, 2007). This type of motivation is realised either through a push and pull model or self control (Eccles & Wigfield, 2002). Push and pull is used to create external motivation while the self control is emotional intelligences that give an individual the will to perform a task without being rewarded. This theory is well illustrated by the famous Maslow’s Hierarchy of needs which has divided motivation into various levels with numerous reasons that promote the performance of the affected actions (Hoffmann, 2007). In a military environment, the soldiers can be motivated by providing the staff a reason to why they should be motivated to conduct the stated task.Incentive TheoryThis theory proposes that motivation and behaviour are influenced by beliefs or engagements that are profitable to the individual (Guay et al., 2010). This theory is based on reward system is the major focus of motivation because it is generally believed that by attaching a reward to an action, there is a likely chance that the same action will be repeated (Guay et al., 2010). However, since it is coined from the value of a reward, the time taken to give the reward is an important driver of the motivation. Additionally, continuous rewarding is a catalyst for a prolonged behaviour towards achieving the target. Conversely, the incentive theory focuses on the reinforcement principle as the fundamental mover of motivation because it determines the behaviour in the future. For example, if an individual is rewarded for an action, maintaining the same behaviour requires a pledge of another reward. This way, the promise is a positive reinforcement of the action. Contrastingly, if there is no clear plan for the next reward that person would not maintain the same behaviour because of negative reinforcement.Drive TheoryA drive is an individual aspect that causes a behaviou ral change such that the individual is confident of attaining the objective (Eccles, & Wigfield, 2002). The desire, which acts as the drive for attaining the goal can either be external or internal within the person. For instance, during starvation a person is compelled by the force of being hungry to seek food. The drive will only be relaxed after the individual has accessed food and he or she is no longer hungry. Another good illustration of the drive is the desire for sex, which is a biological push that is found in all animals because it is a hormonal controlled system in the body. Depending on the hormonal level in the animal, the drive would either be surfeit or low. This shows that the drive theory proposes that intrinsic factors are the major forces that make motivation possible. Therefore, the drive theory is rooted in the escapism and seeking models because it is what develops the drive in a person (Guay, et al., 2010). This theory can be analysed from a military point w here the main drive is search for peace where an individual is motivated not to stop functioning at his/her best until peace is realised (Horn & Walker, 2008).Cognitive Dissonance TheoryThis theory proposes that cognitive dissonance results after an individual becomes uncomfortable based on the opinion of people around him and what he /she believes in (Eccles, & Wigfield, 2002). For example, when a consumer buys an item, it is common knowledge that the item provides him/her the desired satisfaction. However, if the consumer prefers another item for the same purpose shows that the value of that item is not consistent with the view of the consumer. Consequently, this theory highlights that people are forced to become motivated in the hope to reducing dissonance. This can be achieved through changing their attitudes, beliefs, mitigating, blaming, rejecting or actions in fear of facing the inconsistencies resulting from mental strain (Guay, et al., 2010). Intrinsic and Extrinsic Motivation Based on the analysis of the above theories, motivation can either be internal or external depending on how and where it is applied. Intrinsic motivation is a determination to perform in an individual that is driven by personal interest or enjoyment of the role given. It forms an important element of cognitive, societal and physical development of a person in the organisation (Deci, Koestner, & Ryan, 1999). In this regard, intrinsic motivation does not rely on external factors or reward for it to be nurtured in an individual. This is a very important form of motivation in the military since it gives them a sense of purpose even when the situation they are facing is life threatening (Horn & Walker, 2008). On the other hand, external motivation also known as extrinsic motivation is a managerial tool whereby a certain activity is performed with an aim to realise a desirable outcome. Thus, it is a dependant of the external factors that would drive the desire to become a will through giving reward or other forms of incentives (Eccles, & Wigfield, 2002). Competition is considered a major ingredient in developing extrinsic motivation among a group of people. Competition in the military can be cultivated through development of reward system which can be in monetary form or grade (Eccles, & Wigfield, 2002). The disadvantage of embracing this form of motivation is that it may lead to over justification, which has a devastating effect to the overall intrinsic motivation level created in an individual (Deci, Koestner, & Ryan, 1999). Furthermore, external motivation in the military can be created through threats. This is common during military training where, only those who display the ability to train hard and pass all the hurdles graduate to become soldiers. For the case of those who are reluctant, they are punished by being dropped from the graduating lot. As a result, all the recruits strive to attain the requirements to qualify for graduation. Leadership and Management in the military Leadership is a social ability that a person uses to influence others in a community or an organisation (Bonnie, 2008). Through the social ability, the person is able to win the support of the majority. When an individual assumes the leadership of a group or an organisation, he becomes responsible for attaining a desired goal. There are several forms of leadership that does not depend on the formal education of a person. However, leadership can also be natural or acquired. The major role of a leader as in the case of the military is to give directions on certain matters affecting a group so as to avoid conflict among its members (Bonnie, 2008). The only similarity between a manager and a leader is that they are both tasked with ensuring the success of an organisation (Udge, 2002). The manager is responsible for administration while a leader creates ideas. Therefore, a manager can be made, but a leadership is natural. Managers are supposed to implement all the structures while a leader is more concerned with its constituents. Managers are more concerned with systems while to a leader the constituents are given the first priority. A new economy manager is tasked with nurturing the skills of workers and motivating the workers to produce results, but a leader is ensures that there is efficiency (Udge, 2002). From this analysis, it is evident that military organizations operate with leaders and not managers due to the uniqueness of the military work environment (Horn & Walker, 2008). Furthermore, the differences between a manager and a leader can be reconciled through defining the roles of each person (Foti, 2007). The difference between a manager and a leader has made many people think of leadership as the ability to deliver results. When a manager is able to handle his workers properly, then the result is a good performance of the organisation. Also, a leader’s success is measured on how he/she is able to change the well- being of his constituents. Therefore, both leadership and management is measured in terms of success.Qualities of an effective leader in a military organisationA learning organisation is a setup that promotes a continuous state of acquiring knowledge and skills within an organisation (Shannon, 2002). The learning process can be both beneficial and disastrous depending on the learning program itself. However, in other cases an individual can learn, but fail to disseminate this information to others in the organisation. As such, the basis to which learning can be promoted depends on the leadership skills and capabilities. Learning is a process that involves the transfer of information, and it greatly depends on whoever is mandated with disseminating the information (Foti, 2007). The first effective quality of a military leader is to have good communication skills. A good communicator will enable learning because the information will be relayed to the desired audience properly. Another quality of an effective military leader is the ability to embrace teamwork (Foti, 2007). The team spirit is the determining factor for the success of learning because through teamwork it is possible to consider both the strength and weakness of an individual military officer. More so, a good military leader should be able to anticipate change in the organisation to facilitate the process. In addition, other important qualities of an effective military leader include: knowledge about organising meetings, interest, a positive attitude, commitment, the ability to maintain confidentiality, the ability to adapt and function in times of uncertainty, the ability to plan and set goals effectively, honesty, a high character, enthusiasm, patience, and logic (Cromwell, 2004).Leadership strategies and Organizational LearningLeadership strategies are an important tool in organisational learning because it ensures the direction adopted by an organization will ensure full realization of th e organization’s objectives. Military heads need to develop effective leadership strategies that will form a framework to realising positive outcomes during the learning process. The most important leadership strategies in promoting staff motivation are organisational culture and leadership style (Cromwell, 2004). Organisational culture is a supposition that exists between staff and leaders in a military organisation that help to attain positive organizational performance (Shannon, 2002). It is a leadership strategy because it outlines the responsibility of an officer in the military institution. For instance, if the organisational culture is networked with high sociability and high solidarity, then it will facilitate teamwork; this gives the organisational learning a positive outcome because the information will be shared amongst the members (Shannon, 2002). On the other hand, if the culture is fragmented with low solidarity, then it encourages individualism hence it can lead to negative outcomes because there is no sharing of information (Shannon, 2002). Therefore, the leadership style adopted by the management determines the effectiveness of a military organization. A style that is all inclusive is likely to lead to a positive performance outcome because it allows brainstorming and sharing of information. However, segregated leadership style is likely to result to negative performance outcomes in an organization because the followers do not interact with the leaders limiting the level of motivation in the organization.Qualities a leader exhibits that may hinder the learning process in a military organizationThe success of the learning process depends on the qualities of the military leader in that the qualities may promote or hinder the learning process (Horn & Walker, 2008). There are several qualities of a leader that may hinder learning, including poor communication skills, negative attitude, lack of interest, failure to maintain confidentiality, dishonesty and an impatient leader (Cromwell, 2004). It is worth identifying the implications of these qualities for a leader in the process of cultivating a learning environment in an organization. Poor communication may result in a situation whereby the leader cannot disseminate the correct information effectively. As such, either the information is misrepresented or misunderstood. Having a negative attitude towards something makes an individual to become less committed to the learning process (Cromwell, 2004). A good leader should be fully committed to the activities involved in learning at all costs to ensure that all information is disseminated properly to the intended persons as it is a major tool that promotes motivation among military personnel. The organisation information requires a lot of confidentiality. For example, some members of a military unit may find it hard to learn in a team especially on professional issues. This information should be treated as confidential by the leader so as not to expose such persons.The role of ethics in the decision-making process in military organizationsEthics is personal attribute that helps an individual to effectively execute his responsibilities in a unified way (Shannon, 2002). Decision making is an inevitable aspect of leadership that ensures the smooth running of processes within a military organization. A poor decision making process leads to unwanted results that may have detrimental effects to the organisation (Cromwell, 2004). Therefore, ethics play a role in critical thinking to ensure that decisions made effective and ethically acceptable in the organization. Since ethics is an individual belief, it determines the way an individual would respond to a certain situation because it gives the basis through which the thought will be propagated. According to Shannon (2002), â€Å"moral philosophy can be summed up in three approaches: materialism, utilitarianism, and deontology† (p. 271). Therefore, the decision making capability of an individual depends on the moral approach. In decision making, an individual’s personal ethics can deter making substantive decisions even where there are options available. For instance, sometimes leaders are forced to a make decision whose impacts greatly satisfy their self-interest. Take the example of a politician who promises to implement safety rules in the passenger service vehicles. As much as this is a decision that would affect the entire population positively, ethical issues may arise if the politician makes it mandatory to buy safety belts from a specified company for his/her own vested interests.Effects of using a systems perspective in decisions makingDecisions in a military organisation can be both constructive and destructive. Therefore, the decision making process should be bound by organisational and leadership systems that limit the extent to which the decision can be altered with regard to the organizational objectives, vision and culture (Shannon, 2002). When a decision is not made on a system perceptive, it is likely to lead to conflicts within the organisation. For instance, members of a military organisation are bound by the culture and objectives of the organisation that are specific to that organisation (Horn & Walker, 2008). Most military organizations have an elaborate mechanism for decision making that ensure that all the interests of the stakeholders are considered in the decision. More so, organizational decision making mechanism serves as a control measure that ensures the decisions made by the leadership do not promote self interests, but the objectives of the organisation in general (Cromwell, 2004). Conflicts will always develop in cases where decisions are made without abiding to the organizations system’s perspective. This is a major demotivating factor in military settings (Horn & Walker, 2008). This occurs mainly when a leader makes a decision that is based on his self interest. For example, tendering is a vital exercise within a military organisation that is affected by decision making. Individuals holding power in such an organisation have the ability to influence the tendering process in their favour. In such a case, the tender may be awarded to a bidder who does not meet the required qualifications specified in the systems perspective. This would lead to a situation where the work done is shoddy, or the organisation pays more for low qualit y services. Employment Relationship and its application in the military setting The term ‘employment-relationship’ is transposable with others when describing aspects of the general relationship between the leaders and the staff in an organization.According to Kaufman (2004), this relationship basically describes the exchange of work by employees for pay from employers. The role of a well defined and productive employment relationship is to equitably lead the various employer worker relationships in an organisation and resolve conflicts within the organisation (Kaufman, 2004). As such, several employees have developed a psychological contract with their employers. Breaching the developed psychological contract has negative implication to the business because loyalty, motivation and commitment of the workers is greatly reduced (Hodgkinson, 2003). The goal of most military organizations is to developing an effective production mechanism to promote the output level. This is achieved if there is an elaborate employment relationship within such an organisation. Most successful organizations have a well established Human Resource Management department which is in charge of the employment relationship. This department has been obliged with the responsibility of monitoring the employment relationship and both internal and external factors that affect it. According to Gospel and Palmer (1993), employment relationship is an economic, social and political association in which employees provide labour for an accepted reward by the employer. Thus, a successful employment relationship must be formulated using a psychological contract that is developed in the mutual agreement between the employer and the employee. On the other hand, Lewis and his colleagues (2003) define employment relationship as an economic, legal, social, psychological and political relationship where employees dedicate their time and expertise experience to the best interest of the employer in exchange of a varied range of rewards in terms of personal financial and non-financial gains. Therefore, the application of effective employee relationship management in the military context as a motivational tool requires in-depth analysis of the employee to ensure hi/she is highly motivated.Social incentives and motivation in the militaryThe workplace happiness is one of the ma jor factors that contribute largely to the success of a leader. Every leader has a unique role to play in order to ensure that all the staff is happy at the workplace so that they can become productive. David (2012) found out that workers’ productivity is significantly higher when an employee is attached to friends who are more able. Perks, monetary rewards and social incentives have been widely used as approaches of enhancing workplace happiness and hence staff motivation (David, 2012). However, the perks and monetary rewards have an insignificant effect in promoting motivation in the current organizational environment (Deci et al., 1999). According to the Harvard business review, perks and monetary rewards do not promote happiness, but instead they promote a culture of entitlement (David, 2012). However, monetary terms can be used for those workers under the piece rate terms as a social incentive. This results to a complex situation when analysing leadership approaches that are founded on followers’ motivation. Social recognition is a leadership tool where positive relationship is maintained at the workplace through acknowledging and rewarding employees’ achievements (David, 2012). This is an important tool because it enables employees to celebrate their success thus improving their work experience. There is a social pressure created among the employees when he or she is given credit of an outstanding work. Additionally, other workers are also forced to compete for the social recognition thus promoting productivity. The idea of social recognition sets to bring about the intrinsic motivation aspect that makes the worker productive. Moreover, it helps the workers build a corporate culture and advance personal legacy (Robison, 2006). Once the culture is developed at the workplace, then it becomes a long term solution to promoting happiness. As a result, social recognition is a powerful leadership tool in promoting the happiness that can be used as a motivational tool in the military. Th is can be achieved through fostering collaboration, increasing talent retention and productivity and reinforcing the corporate culture of the military organisation (Rath & Clifton, 2004). Collaboration at the workplace is a sure way of motivating the workers because it satisfies the social recognition of that particular worker. This can be achieved through allowing praise and recognition to become public at the workplace so that those who are praised feel appreciated (Nahapiet & Ghoshal, 1998). Perks and monetary enumerations do not promote happiness because they do not promote the intrinsic factors that spur contentment. A worker would only work to get into the next job group to get the enumeration, but this does not mean he or she is contented. Collaboration rewards the best out of a pool of workers thus making the individual blissful because it creates friendship within the departments. On the other hand, collaboration can be used to facilitate the distribution of workers ability that has a positive effect to the firm’s aggregate performance. Thus, the use social incentives by the management promotes sustained productivity as opposed to monetary motivationa l packages which have limits. Furthermore, staff motivation can be realized through increasing talent retention and productivity (Robison, 2006). Different employees have different capabilities, and those with the best abilities should be retained as much as possible. This is because such employees work hard for the company to realise its goals. The productivity level of such workers becomes better when they are offered an opportunity to enhance their ability and realise their full potential. Additionally, talent retention saves the organization extra cost of recruiting and training new employees. Moreover, the morale of workers is maintained at high levels in an institution where workers with good talents are retained for a longer period (Rath & Clifton, 2004). This is because such workers feel recognised and happy about their role at the workplace. Tapping into the talent and ability of an individual is a motivational aspect that makes the employee work more to obtain innovations. In this way, the employee sets to gain in developing the career and monetary incentives where talent has led to important innovations. Additionally, motivation can be realised through reinforcing the military operational culture because it gives the workers an opportunity to share the success story within the organisation (Horn & Walker, 2008). Success is not automatically inclined to organizational infrastructure, but the extent of the human capital. This is evaluated in terms of how comfortable and content the staff is as they are more productive when contented with the work and the environment. Therefore, leaders have the responsibility of motivating the workers, and this can be achieved through establishing peer-peer programs that develop a shared culture (Robison, 2006). A strong culture will give the workers an opportunity to become more productive in their duties. More so, culture develops a network that is capable of attracting competent employees across the board to improve the performance and effectiveness of an organization in general (Nahapiet & Ghoshal, 1998). Leadership Style and staff Motivation in the military Leadership style is significant to determine the level of motivation to the staff in the military. This is because during the entire life of a person, his or her ambitions keep on changing depending on the needs and the environment (Shannon, 2002). Therefore, the leadership style under which an individual works is a clear catalyst of motivation because it provides the social incentive as well as environmental settings that define the ambitions of the followers. Further, it has been realised that command-and-control leadership reduces ambition while worker responsibility increases ambition. As such, the leadership style should focus on developing ambition because it is a major motivating factor for specified job requirements (Udge, 2002) such as the military job. For instance, a military leadership style that is based on minimal supervision enables the staff to be motivated to trust their decisions. In this case, the workers have decision making responsibilities which make the whole team to be motivated to work. Consequently, where the leadership style offers both limited supervision and worker responsibility in decision making, the leader should consider goal, reward and recognition as motivation (Lewis et al., 2003). On the contrast, where the leadership style is highly supervised and command-and- control, there should be peer, authority, threat or fear motivation. Here, the motivation will be to be like others, adherence to policy and resist change. This means that there is high status quo dependency, and obviously the leadership style focuses on resisting change. As such, there is low efficiency as compared to the other forms of leadership. Conclusion Motivation is a central aspect of effective military leadership since it not only guarantees performance within a military organization but also ensures sustained effectiveness of the staff (Horn & Walker, 2008). Social incentives play an important role in leadership success in an organisation. It develops the intrinsic motivation that makes the military officers highly productive. Where monetary incentives are used, maintaining motivation among the staff becomes hard since they work towards increasing their income. Social recognition, collaboration, talent retention and productivity and reinforcing the shared culture are the social incentives that can be used to motivate military personnel. However, friendship at the workplace should be upheld as it fosters learning among the officers and it also makes it easy to identify small problems at the work place. Therefore, in the case of military training together in one country, there is a need for leadership efficiency. As such, motivat ion should only be extended to social recognition, collaboration, talent retention and productivity and reinforcing the shared culture. References Bonnie, G., 2008. The Oxford Encyclopedia of Women in World History. Oxford, UK: Oxford University Press. Cromwell, S., 2004. An examination of work-environment support factors affecting transfer of supervisory skills training to the workplace. Human Resource Development Quarterly, 15(4), 449-71. David, B., 2012. Social recognition or perks: Which is a better incentive in the workplaceHarvard Business Review. Deci, E. L., Koestner, R., & Ryan, R. M., 1999. A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation. Psychological Bulletin, 125(6), 627–668. Eccles, J. S., & Wigfield, A., 2002. Motivational beliefs, values, and goals. Annual Review of Psychology, 53(1), 109–132. Foti, R.J., 2007. Pattern and variable approaches in leadership emergence and effectiveness. Journal of Applied Psychology, 9(2), 347-355. Gospel, H. & Palmer, G., 1993. British industrial relations. London, UK: Mansell Publishing Limited. Guay, F., Chanal, J., Ratelle, C. F., Marsh, H. W., Larose, S., & Boivin, M., 2010. Intrinsic, identified, and controlled types of motivation for school subjects in young elementary school children. British Journal of Educational Psychology, 80(4), 711–735. Hoffmann, S., 2007. Classical Motivation Theories – Similarities and Differences between them. Munchen: GRIN Verlag Hodgkinson, A., 2003. Gender, part-time employment and employee participation in Australian workplaces. Employee Relations 24 (2), 129–150. Horn, B. & Walker, W. R. (2008).The Military Leadership Handbook. Hamilton, ON: Dundurn Kaufman, B. E., 2004. Theoretical Perspectives on Work and the Employment Relationship, Industrial Relations Research Association. Lewis, P., Thornhill, A. & Saunders, M., 2003. Understanding employment relations. New York, NY: Financial Times Prentice Hall. Nahapiet, J. & Ghoshal, S., 1998. Social capital, intellectual capital, and the Organisational advantage. Academy of Management Review, Retrieved May 23, 2011 from http://www.hkbu.edu.hk/~vwschow/lectures/ism3620/rp01.pdf Rath, T. & Clifton, D.O., 2004. The power of praise and recognition. Gallup Management Journal, Retrieved May 23, 2011 from http://gmj.gallup.com/content/12157/power-praise-recognition.aspx. Robison, J., 2006. In praise of praising your employees. Gallup Management Journal, Retrieved May 23, 2011 from http://gmj.gallup.com/content/25369/Praise-Praising-Your-Employees.aspx Shannon, B., 2002. Elite Executives in Issues Management: The Role of Ethical Paradigms in Decision Making. Journal of Public Affairs 2(4): 270-283. Udge, T.A., 2002. Personality and leadership: A qualitative and quantitative review. Journal of Applied Psychology, 8(7), 765-780.

Harassment and Abuse of Women in the Military

Women all around the world who are in the military are constantly getting harassed and raped by the soldiers and there is nothing that anybody is doing about it. There are many solutions that have been tried to prevent women abuse in the military, but many of them have failed. For example, the government, a few years ago made it clear that they were not going to tolerate any harassments from anybody, yet they did not keep their word. A few years ago, the government tried to prevent women from getting abused, by just warning the men to not to do it again. Apparently, that solution did not work out very well. Up until now there are women that are still getting harassed and raped, yet the only thing that is being done, is that fact that the men are the one’s that are being told, â€Å"Don’t Do It Again! † This is all that they do. Only a simple warning, no punishment. Before World War I, women assisted the military during wartime mainly as nurses and helpers. Some women, however, did become involved in battles. Molly Pitcher, a Revolutionary War water carrier, singlehandedly kept a cannon in action after a artillery crew had been disabled. During the Revolutionary and the Civil War, a few women disguised themselves as men and took part in hand-to-hand combat. The first enlisted women served in World War I as telephone and radio operators, translators, and clerks. But it was not until World War II that women became part of the regular military. Each service had its own women's corps commanded by female officers. The first of these units, the Women's Army Corps (WACs), enlisted 400,000 women during the war to work in jobs that freed men to fight. Following the war, the Women's Services Integration Act of 1948 established a permanent place for women in all branches of the military. But promotions for female officers were limited, and women were banned from ground combat jobs as well as from most Navy ships and Air Force aircraft. By the mid-1960s, about 70 percent of enlisted women worked in clerical and other office jobs. The Army and the other services at first resisted sending women to Vietnam fearing that they would notbe able to handle the stress of being in a war zone. But 7,500 military women, mainly nurses, eventually served in Vietnam. Several died in hostile action.

Wednesday, October 23, 2019

A seminar on “Beginning For Beginnger” Essay

A seminar on â€Å"Beginning For Beginnger† was held at DKU at Faculty of Business Managemnet. This seminar was held on 9 June 2012-06-24. This seminar was begin on 2.00Pm – 5PM. It was jointly organised by all part three student who take Mgt538 in this semester. The purpose of the Seminar was to talk about lessons and challenges in facing currunt enviroment on studies and future working enviroment. It focused mainly on the attitutes, styles and action that should be take to faced all the situation. All part three students whose take this subject are compulsory to attented this seminar. The Programme is given at DKU that situated in Faculty of Business Management. The seminar was given by Cik Noor Syuhada,caunsellor Uitm Seri Iskandar Perak. AIMS AND OBJECTIVES The seminar was structured in a way that helped participants to walk through the issues, starting from the relevance of the organisational context, along the issues that have to be addressed, the intended or assumed and finally to the actual implementation. The objectives of the seminar were to provide insight in the issues, to identify the mistake ,and to discuss the possible approaches for formulating and implementing tools that can be take. In order to encourage discussion and a more focussed exchange of information practical sessions were scheduled .During these sessions participants could ask some questions and share thoughts with each other and the speakers. THE POSITIVE IMPACTS The seminar participants agreed that : 1. This programs will help them to improve their knowledge on facing their future enviroment especially during their working enviroment. 2. Many participants were given a chance to ask any questions and they also were give a chance to share some idea or tips that will give benefits to all participants. 3. It is important that all parties to attends,it will give a common understanding about what these and other key terms mean. 4. The seminar have give them a lot of tips on attending interviews and facing interviews session that will improve their confident to facing that. THE NEGATIVE IMPACTS The side impacts that can be conclude from the seminar : 1. Some participants not focus during the seminar. 2. They playing games on their mobile phone, chatting, talking and etc. 3. Not all students have confidents to ask questions even they have intention to do so. 4. Sessions for students to discuss among themselves was not held. RECOMMENDATIONS : Some recommendations that can be take are : 1. Small group discussion can be do in oreder to give participants share or discuss among themselves about the issues on the seminar. 2. Students should be ask to switch off their phone during the seminar. 3. Try to encourage students to build up their confident to share, ask or gine opinion during the seminar. CONCLUSIONS : The feedback of the participants confirmed that the seminar was very much appreciated as well as that there is a pressing need for more practical approaches and for other opportunities to discuss the many issues. The speakers came also from different backgrounds and presented the audience with different practical experiences, insights, and views, both at an organisational and national level. It gave a good impression and understanding of the many perspectives. The seminar have improve knowlegde among participant and will benefits to them in facing their future working enviroments.

Marooned in Iraq Essay

Marooned in Iraq is a film by Bahman Ghobadi set on the border of Iran and Iraq. Wherein people who lives in Kurdistan experiences a precarious life. The Kurds experiences how it feels to live in a cold, sleazy camp for refugees near Iran’s border. The cruelty of Saddam Hussein was greatly felt by the loved ones who remained alive. They were the ones who are left facing the daily deluge brought about by Iraq’s bomber jets that are streaking across the sky. However this film is made   more meaningful by Ghobadi by having a mixture of laughter and tears. This made the film more appealing to the viewers and more enjoyable to watch.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The movie revolves on the life of a Kurdish family who are musically inclined. It is lead by the elder Kurdish whose name is Mirza who is in quest for the woman who was gone them two decades before. He was left by his wife and goes with another man to another place. Mirza then decided to take courage and travel beyond the borders of Iran together with his two sons Barat and Audeh.   They experienced great squabbling among themselves but their interaction is really humorous. The humor added to lessen the tension of the scenes makes up a light and enjoyed viewers. Some example of this is when they are caught in a troubled situation like when their motorcycles are stolen by some bandits.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   There are metaphorical and symbolisms used by Ghobadi on the film Marooned in Iraq. He carefully unveils the situation of the Kurdish people under the regime of Saddam Hussein. The film was set during 189 and 1991 where Kurdish are in great depression under Hussein. Many lives were killed and families whoa re left behind greatly suffered. The Iranian revolution is the time when Barat was left by his wife. In the film there is no clear image given about the Kurdish wife. This implies how women during that revolution have been robbed of their humanity. Women singers like Hannareh (Mirza’s wife) are silenced and are not capable of speaking of themselves. The title itself of thefilm symbolizes how the Kurdish people were isolated during that time. Chaotic, traumatic and harsh experienced under the claws of Hussein. On the other hand, there are some exemptions on being Marooned in Iraq this is because some of the characters in the film do find their ways. A ray of hope is still visible in the film which gives the Kurdish people a situation where they can think and do ways to reach lberty.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   As the pursuit of Mirza and his two sons Barat and Audeh continues for Hannareh, they came to learn and understand more the life of being a Kurdish. Through this characters Ghobadi tries to expose the situation during that time. The three lead characters witnessed the frightful devastation received by Iraq from both U.S bombs and Saddam Hussein’s bloody troops. To lighten up the situation Ghobadi uses an approach of adding up humor and beauty along the journey of the three characters. This made the viewers understand more about Kurdish identities. How strength and determination allows the characters to stand amidst the adversities in their way.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Ghobadi made the film to make a distinction about the Kurdish people. The diversity of the characters in dealing with the situation and how the essence of family floats amidst conflicts and depression. Mirza portaryed his father image by commanding his two sons to go with him for his search of his wife.   Barat shows willingness to cooperate with his father but but Audeh made some complaints because of leaving behind his 7 wives and 11 daughters. This shows the lifestyle of some Kurdish male who settles for many families. But sooner in the film Audeh decided to go withhis father and brother because it is an opportunity for him to find another wife who will bear him a son. This depicts the fact how Kurdish values having a male born offspring in their families. The director used the idea of making the characters in the film portray being musicians to lighten the atmosphere in exposing the situation of the country in that time. While the three are set to travel and does performances along the way, they came across victims of chemical warfare. They also experienced being abducted by thieves who buried them alive upto their necks as their motorcycle and warm clothes are stolen. Some practices were also exposed by the director in the film like the scene when the lead characters came to attend an Iranian wedding. Later on the two sons finds their solace when Barat met a woman he constantly sees in the film but this grieving woman is always being stopped by the police and forced to do some military services. Audeh on the other hand no longer finds his supposedly 8th wife but he was able to find some orphans who will make nice sons. Mirza was also able to find his own surprise and his two sons made their happy return to their home.   Ã‚   The film is set in a rhythmic and dramatic mode that made it more interesting. This is a story of reality with some moments of humor to break the harsh reality being experienced that time. Although villages have been scourged by Saddam Hussein during his reign of terror, the people are resilient enough to find their ways of surviving.

Tuesday, October 22, 2019

What to Do If You Have a Dirty Roommate

What to Do If You Have a Dirty Roommate When you imagined what college life would be like, you probably didnt picture living with a dirty roommate. Unfortunately, however, a messy roommate can quickly turn your college experience into one that seems positively dreadful. From dirty dishes to clothes all over the place, living with a less-than-clean roommate can be a challenge for even the most easy-going college student. Fortunately, while the mess your roommate leaves around might seem overwhelming, there are several steps you can take to make the situation more bearable: 1. Figure out what bugs you the most. Is your roommate just messy, meaning he does things like leave dirty clothes and wet towels everywhere? Or is she dirty, meaning she leaves dishes in the sink for days on end and refuses to clean up after herself in the bathroom? Or does he continually wake up late, meaning he doesnt have time to shower before class - even though he desperately needs to? Figuring out where the main issues are can help you figure out an approach to the solution. Extra tip: Try to look at patterns of behavior, not necessarily specific instances. 2. Figure out where a comfortable compromise is. Part of having a good roommate relationship means learning the delicate art of compromise. While ideally, youd like your roommate to do everything exactly how you want, he or she probably wants the same from you - which means, of course, that something has to give. Try to figure out what youre willing to sacrifice in order to prove your willingness to work toward a solution. 3. Lead by example. You may find your roommates dirty dishes totally gross... and yet you yourself may be guilty of not washing your own stuff from time to time. If youre going to ask a roommate to change his or her behavior, youll have to make sure you can meet the standard you set. Otherwise, youre not being fair to your roommate - or yourself. 4. Drop hints. Sometimes, you can communicate with your roommate in an indirect, non-confrontational way by just dropping subtle hints here or there. If your roommate is always late because hes trying to figure out which clothes are clean (enough), you can jokingly comment about how doing laundry with you on the weekends might help him get to class on time, for example. Just make sure your hints are constructive and suggestive of solutions instead of passive-aggressive ways to get a dig in. 5. Talk to your roommate directly. At some point, if you have a funky roommate, youll have to talk to him or her about the things that bug you. Doing so doesnt have to be awkward and confrontational, however, if you follow some basic rules. Keep the conversation about the room instead of each other. (Example: The room has so many clothes thrown around that I cant find a place to study vs. You throw your stuff everywhere all the time.) Talk about how youre feeling in the situation instead of how frustrated you are with your roommate. (Example: When you leave your dirty rugby clothes on my bed, I think its super gross and worry about my stuff staying clean. vs. Youre really nasty when you come home from practice and you need to keep your stuff away from mine.) And follow the Golden Rule when youre talking with your roommate, too, meaning that you should talk to them the way you would like someone to talk to you if the situation were reversed. 6. Sign a roommate contract together. Your RA or other hall staff member should have a roommate contract available for both you and your roommate to sign if you didnt already do so when you first moved in together. The contract can help you both figure out what kinds of rules to set. If nothing else, a roommate contract can be a great way to initiate a conversation about each of your preferences and what kinds of things youll both need to pay attention to in the future. 7. Talk to an RA or another staff member. Even if youve tried to compromise, lead by example, drop hints, or address the issue directly, it is possible that your dirty roommate is, well, just too dirty and funky for you. If thats the case, youll need to talk to your RA or other hall staff member. Theyll want to know what youve tried to do to remedy the situation thus far. And, if you do need to get a new roommate, they can help you start the process.

Oxygen Facts - Periodic Table of the Chemical Elements

Oxygen Facts - Periodic Table of the Chemical Elements Oxygen is the element with atomic number 8 and element symbol O. Under ordinary conditions, it can exist as a pure element in the form of oxygen gas (O2) and also ozone (O3). Here is a collection of facts about this essential element. Oxygen  Basic Facts Atomic Number: 8 Symbol: O Atomic Weight: 15.9994 Discovered By:  Credit for the discovery of oxygen is usually given to Carl Wilhelm Scheele. However, there is evidence credit should be given to the Polish alchemist and physician Michael Sendivogius. Sendivogius 1604 work  De Lapide Philosophorum Tractatus duodecim e naturae fonte et manuali experientia depromt,  he describes cibus vitae or food of life. He isolated this substance (oxygen) in experiments conducted between 1598 and 1604 involving the thermal decomposition of potassium nitrate or saltpeter. Discovery Date: 1774 (England/Sweden) or 1604 (Poland) Electron Configuration: [He]2s22p4 Word Origin:  The word oxygen comes from the Greek oxys, meaning sharp or acid and genes, meaning born or former. Oxygen mean acid former. Antoine Lavoisier coined the term oxygen in 1777 during his experiments exploring combustion and corrosion. Isotopes: Natural oxygen is a mixture of three stable isotopes: oxygen-16, oxygen-17, and oxygen-18. Fourteen radioisotopes are known. Properties: Oxygen gas is colorless, odorless, and tasteless. The liquid and solid forms are a pale blue color and are strongly paramagnetic. Other forms of solid oxygen appear red, black, and metallic. Oxygen supports combustion, combines with most elements, and is a component of hundreds of thousands of organic compounds. Ozone (O3), a highly active compound with a name derived from the Greek word for I smell, is formed by the action of an electrical discharge or ultraviolet light on oxygen. Uses: Oxygen was the atomic weight standard of comparison for the other elements until 1961 when the International Union of Pure and Applied Chemistry adopted carbon 12 as the new basis. It is the third most abundant element found in the sun and the earth, and it plays a part in the carbon-nitrogen cycle. Excited oxygen yields the bright red and yellow-green colors of the Aurora. Oxygen enrichment of steel blast furnaces accounts for the greatest use of the gas. Large quantities are used in making synthesis gas for ammonia, methanol, and ethylene oxide. It is also used as a bleach, for oxidizing oils, for oxy-acetylene welding, and for determining carbon content of steel and organic compounds. Biology: Plants and animals require oxygen for respiration. Hospitals frequently prescribe oxygen for patients. Approximately two thirds of the human body and nine tenths of the mass of water is oxygen. Element Classification: Oxygen is classified as a nonmetal. However, it should be noted a metallic phase of oxygen was discovered in 1990. Metallic oxygen forms when solid oxygen is pressurized above 96 GPa. This phase, at very low temperatures, is a superconductor. Allotropes: The usual form of oxygen near the Earths surface is dioxygen, O2. Dioxygen or gaseous oxygen is the form of the element used by living organisms for respiration. Trioxygen or ozone (O3) is also gaseous at ordinary temperatures and pressure. This form is highly reactive. Oxygen also forms tetraoxygen, O4, in one of the six phases of solid oxygen. There is also a metallic form of solid oxygen. Source: Oxygen-16 is formed primarily in the helium fusion process and neon burning process of massive stars. Oxygen-17 is made during the CNO cycle when hydrogen is burned into helium. Oxygen-18 forms when nitrogen-14 from CNO burning fuses with a helium-4 nucleus. Purified oxygen on Earth is obtains from air liquefaction. Oxygen Physical Data Density (g/cc): 1.149 ( -183 °C) Melting Point ( °K): 54.8 Boiling Point ( °K): 90.19 Appearance: Colorless, odorless, tasteless gas; pale blue liquid Atomic Volume (cc/mol): 14.0 Covalent Radius (pm): 73 Ionic Radius: 132 (-2e) Specific Heat (20 °C J/g mol): 0.916 (O-O) Pauling Negativity Number: 3.44 First Ionizing Energy (kJ/mol): 1313.1 Oxidation States: -2, -1 Lattice Structure: Cubic Lattice Constant (Ã…): 6.830 Magnetic Ordering: Paramagnetic Quiz: Ready to test your oxygen facts knowledge? Take the Oxygen Facts Quiz.Back to the Periodic Table of the Elements Sources Dole, Malcolm (1965). The Natural History of Oxygen (PDF). The Journal of General Physiology. 49 (1): 5–27. doi:10.1085/jgp.49.1.5Greenwood, Norman N.; Earnshaw, Alan (1997). Chemistry of the Elements (2nd ed.). Butterworth-Heinemann. p. 793. ISBN 0-08-037941-9.Priestley, Joseph (1775). An Account of Further Discoveries in Air.  Philosophical Transactions.  65: 384–94.  Weast, Robert (1984). CRC, Handbook of Chemistry and Physics. Boca Raton, Florida: Chemical Rubber Company Publishing. pp. E110. ISBN 0-8493-0464-4.

Monday, October 21, 2019

Skokie essays

Skokie essays In the case of Village of Skokie vs. The ACLU(American Civil Liberties Union) I would definitely stand with the ACLU. The ACLU was defending the First Amendment Right. They were not defending the Nazis. We might not agree with what the Nazis are saying but, they still have a right to say it. Herb Lewison of the ACLU and the attorney for Collin stated to the judge Your Honor, this is a simple First Amendment case. The Village of Skokie seeks and order, preventing the exercise of free speech before the speech has even occurred, in spite of the fact that it has been proposed as an orderly exercise, taking place for only 20 minutes on public property in front of the Skokie Municipal Building. This section of the quote from Herb Lewison is simply saying that Skokie is just trying take away the first amendment right of the Nazis. Everything that they are asking for falls within their first amendment right. All they are just proposing is an orderly march. An orderly march for 20 minutes on public property. This is okay in my opinion because everything is offensive to someone. But you still have the right to voice your opinion. The second quote Lewison states is, This is a classic case in which government officials are asking a court of equity to impose a prior restraint on the speech of persons advocating unpopular ideas. Lewison is saying in this part of his summary argument that the government is asking the court to issue a prior restraint on the speech because they dont agree with their ideas. Another part of his quote states The Village of Skokie has shown only that the political views of Collin an ...

Leadership Case Study

Leadership Case Study Introduction Leadership is one of the concepts in the world, which has received massive coverage and attention. Although there are several reasons behind this trend, the commonest one is the fact that leaders have a significant influence in the society. Not to mention that some people and organizations have become what they are today because of the impact of certain leaders (Grint 2010, p. 1).Advertising We will write a custom essay sample on Leadership Case Study specifically for you for only $16.05 $11/page Learn More Leadership Even though there is a wide range of definitions that describe a leader, it has been universally agreed that a leader is a person who gives direction to others in order to attain a common goal (Gallos 2008, p. 1). This is mainly achieved through setting a pace in serving as a role model and creation of a working environment that allows members of the organization or employees to feel honored as part of the advancement process. Impo rtantly, a leader cannot be viewed as a boss since he or she remains committed to the full course of achieving set goals and objectives. It is noteworthy that there are numerous qualities, which define the character of a good leader. While these factors may vary from one person to another, common traits include being a good listener, focused, organized, available, ready to delegate duties, confident and decisive (Gallos 2008, p. 2). Leadership Theories Twentieth century saw the demand and interest in leadership rise to an advanced stage. While early leaders laid emphasis on existing differences between leaders and followers in terms of their qualities, subsequent leadership theorists approached the issue by considering certain variable like qualifications and situations in establishing an understanding of leadership traits (Grint 2010, p. 1). Some of these theories have been discussed under this segment of the analysis. The first one is the â€Å"great man† theory, which assu mes that good leaders are born and that what is considered to be good traits are naturally obtained. In other words, these leaders are born, which is against the notion that favors making of leaders. This school of thought normally depicts leaders to be heroic and ready to take up leadership positions in the corporate world whenever there is need. It is also paramount to note that the term was developed when the society thought that leadership was strictly meant for males (Bolden et al. 2003). This theory is believed to have been first developed by Thomas Carlyle, a time when gender equality was not being talked about as it is today. Men were therefore given leadership preference as women dominated other domestic areas of society management. It is also believed that the trait theory resembles the great man philosophy, as it assumes that certain qualities observed among some leaders are inherited, thus making them better than other leaders. This theory generally focuses on a behavior or trait, which is common among leaders. Even though this has been the case, it is hard to explain the existence of some of these qualities among people who are not leaders (Bolden et al. 2003). This is considered as the main obstacle in adopting this theory when explaining the concept of leadership.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More On the other hand, contingency theories address certain variables, which are connected to the environment and influence the type of leadership style suitable for a given situation. A very important fact under this theory is that situations in life cannot be addressed by one leadership style. This is based on a wide range of ways in which the situations are manifested. Basically, success is coupled with leadership styles, different situational aspects and traits carried by followers (Bolden et al. 2003). This leadership theory is closely related to situational theories, which affirm that situational variables are key in influencing the decision made by leaders. It follows that a decision-making process may require several leadership styles to ensure that the best position is reached. Unlike of the ideas discussed above, behavioral theories of leadership are inclined towards the fact that good leaders are made. It is solely based on behaviorism and the overall manner in which leaders act. In essence, the theory suggests that good leadership can be attained through learning and observation as opposed to being natural traits in human beings (Bolden et al. 2003). Moreover, participative theories of leadership support the fact good leadership seeks to incorporate the ideas of others in decision-making. They motivate other people to be part of the course of achieving set goals and objectives. Nevertheless, a leader may choose not to consider the input of his or her followers. Management leadership focuses on concepts of performance, supervision and organization. It is founded on the use of rewards and punishments in ensuring that the course is retained by all parties involved. This is the commonest leadership theory in business, where employees are recognized according to their input. The last theory of leadership is the relationship theory, which is also referred to as transformational theory. This emphasizes on the bond between leaders and their followers. Through motivation, these leaders show their followers the benefits, which are hidden in the future. As much as they are concerned with performance, exploitation of each person’s potential is always at the heart of their performance. These leaders equally possess high standards in terms of ethics and morality (Bass Riggio 2006). Steve Jobs leadership The name of Steve Paul Jobs has dominated the world of leadership especially in the 21st century; at the peak of technological advancements in computer technology. Born in 1955, Steve Jobs was a man of his caliber in terms of innovation of business ideas. Until his death in 2011, Jobs remained an icon of transformational leadership (Peà ±a 2005).Advertising We will write a custom essay sample on Leadership Case Study specifically for you for only $16.05 $11/page Learn More Among other successes and leadership positions, Jobs was well known for as the chairman and co-founder of the famous Apple Inc. Unlike his counterparts who have a clear-cut of their leadership styles, Jobs could not be described by a single style of leadership; he was endowed with several qualities, which helped him to traverse the business world, to achieve such massive success. Importantly, his life experiences right from teenage played a major role in molding his personality, having failed to graduate from college. In his 2005 address at the Stanford University, Steve Jobs highlighted several life experiences, which had shaped his life and challenged graduates to see su ccess and opportunities in setbacks, which life offers. He believed in having faith, by connecting dots in life even during hard moments and hardly regretted for his decisions, including the selection of an expensive college that became a challenge to his parents in paying tuition fees. As a result, he dropped out, and registered for calligraphy, which was significant in designing fonts while designing the first Macintosh. The love for his job was unwavering. Together with his friend, they founded Apple and even after being kicked out of the company, he moved on to launch NeXT Software Inc., which was acquired by Apple in 1997, giving a chance to rejoin Apple. His ill-health was a further source of inspiration in life. After surviving a pancreatic surgery necessitated by cancer, he considered it as a wakeup call; to maximize the use of available time in doing what he loved most (Peà ±a 2005). It is this path that shaped Steve Paul Jobs to become a leader with countless styles and q ualities. Firstly, Jobs was a charismatic leader. He was widely known for his ability to give captivating speeches, a trait that was equally employed in his career. His storytelling skills favored him capturing the attention of not only his audience but also his employees at Apple and other companies (Kramer 2010). He was able to communicate the benefits of using Apple products as compared to other products by use of metaphors and analogies. His charismatic nature was essential in developing enthusiastic leaders who remained focused towards achieving that which seemed impossible in the eyes of many and convince his customers that his company had the best products in the market. Jobs inherent and learned traits seemed to define his character and leadership path. Due to this, he earned himself several titles, which mainly described his attachment to perfection (Kramer 2010). His leadership was therefore described as personalized; he sometimes expected too much from an employee.Adverti sing Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to Jobs, he was interested in making people better, a leadership approach that was sometimes misinterpreted as being autocratic and rude especially in meetings. As an autocratic leader, Jobs insisted on being in control and showing people what to do even as a role model. While at Apple, Jobs had over a hundred employees who directly reported to him directly. His degree as a participatory leader was therefore low (Peà ±a 2005). Importantly, Steve Jobs remains an icon of transformational leadership. Throughout his career, Steve Jobs managed to transform different companies like Pixar. He also led by example, showing employees and other managers what was to be done in order to overcome the challenges of a competitive business world (Kramer 2010). This was essential in bringing out the best in every employee and promoting performance. Jeff Bezos He is the founder of Amazon.com, its CEO and chair of the company’s board. Bezos is highly recognized in the money market and was valued at $3.6 billion, according to Forbes’ survey in the year 2006. He was listed as the personality of the year in 1999 by the Time magazine. Besides Amazon.com, Jeff Bezos founded Blue Origin, with an aim of promoting tourism. He is definitely influential and his leadership style is worth studying to understand his success secrets. Unlike some of company owners who choose to delegate managerial positions, Bezos runs Amazon.com as its founder and CEO. He therefore battles out by transiting from a small company to the head of thousands of employees. He is generally overwhelmed with fun and innovations, having carried his laughing character to the company. In analyzing his leadership qualities, Bezos has been described using a wide range of approaches (‘Taking the long view’ 2012). He is a transformational leader. Based on the path he has used to get Amazon.com where it is today, it is doubtless that he has been instrumental in promoting the company’ s performance. He has always made choices based on his desire to move to another level, a reasons he gives for marrying his wife. His visionary has definitely landed him to a place he dreamed, decades ago. He is also concerned in the performance of managers and other company employees. In order to impact his management team, he organizes weekly meeting, reporting on experiences and answering questions from him. The Just Do It program launched by Bezos was highly applauded for promoting participatory management at Amazon (‘Taking the long view’ 2012). According to the program, managers are promoted for their innovative ideas, which are aimed at improving the company’s performance. His perfectionism in performance means that he has to higher new managers consistently, who are intelligent and highly skilled. Skills approach leadership This approach is mainly leader-centered. In other words, it focuses on certain skills, which can be learned and improve the leadershi p potential of an individual. It is obvious that knowledge and skills are essential for one to be recognized as a strong leader. Furthermore, skills denote what is achievable by a leader, while traits mainly focus on a leader’s identity (Leadership Skills Approach 2012). This leadership approach requires a leader to master three important areas, which are conceptual, technical and human. Technical skills determine a leader’s proficiency in performing certain tasks. For instance, Steve Jobs’ skills as a computer scientist were paramount in navigating through the world of computers. Despite his lack of a college degree, he had relevant knowledge in the world of technology (Peà ±a 2005). He also had innovative skills, which transformed several companies including Apple Inc. Mr. Bezos equally has computer skills in science and business, which have been significant in internet business, marketing and cloud computing. Bezos has experience in garage operations, having been a garage inventor during his early years of entrepreneurship. Skills approach of leadership further emphasizes on human skills, which are vital in dealing with people (Leadership Skills Approach 2012). Although Steve Jobs was sometimes considered to be rude autocratic in handing employees, his sense of charisma made him an outstanding leader in handling people. He was a role model and encouraged his employees to exploit their potential. On the other hand, Bezos enhances his human skills through weekly training and hiring of intelligent and smart employees. The last aspect is having conceptual skills, which are necessary in making long-term decisions (Leadership Skills Approach 2012). Steve jobs had a long-term vision and remained focused on the course despite his failure to graduate from university. While serving with various companies, he invested in getting higher. He transformed Apple, making it one of the leading technological companies in the world. Similarly, Amazon cult ure is dominated with long-term strategies. Since its inception, Amazon always invests its short-term profits for long-term benefits. Bezos takes risks, venturing into fields, which are less considered. These included cloud computing and the Blue Origin. The question we need to ask is how Steve Jobs and Jeff Bezos would lead a conservative industry like banking or construction. As mentioned before, the contingency theory of leadership focuses on external and internal factors, which determine the kind of leadership necessary. In other words, it may require the application of several styles in order to achieve reputable skills. The success of the two would not be limited, by the fact that their leadership styles are more diverse. For instance, Steve Jobs had several leadership styles, which would be important in taking a contingent approach. However, they would be limited in innovation; their success stories revolve around innovative ideas, which might not have a place in a conservati ve environment. While starting a company like Apple or Amazon with five employees, it would be important to apply transformational leadership in order to realize success. This is because transformational approach focuses on having a vision to advance to higher levels in future. It further nurtures talents and skills among employees for maximum performance (Bass Riggio 2006). Transformational leadership was highly employed by Jobs and Bezos. This helped in changing their small businesses into multinational companies. Nevertheless, this styles wastes a lot of time since leaders have to share their goals with follower. It can also be misused especially by dictatorial leaders. Conclusion From the above report, it is clear that leadership is a major concept in the society. Additionally, the success of leaders largely depends of their leadership qualities and styles. Leadership theorists argue that every leader can be grouped into a particular class of leadership. In this case study, it was revealed that several leadership styles contributed to the success of Steve Jobs and Jeff Bezos, to become world leading CEOs in the 21st century. To thrive in this competitive environment, they adopted several leadership styles. Moreover, transformational leadership qualities were key in developing their success story. It is worth noting that different companies may require varying leadership styles for their success. List of References Bass, B Riggio, R 2006, Transformational Leadership, Routledge, London. Bolden et al. 2003, A Review of Leadership Theory and Competency Frameworks. Web. Gallos, J 2008, Business Leadership: A Jossey-Bass Reader, John Wiley and Sons, New Jersey. Grint, K 2010, Leadership: A Very Short Introduction, Oxford University Press, London. Kramer, D 2010, Leadership Behaviors and Attitudes of Steve Jobs. Web. Leadership Skills Approach. 2012. Web. Peà ±a, M, 2005, Steve Jobs to 2005 graduates: Stay hungry, stay foolish. Web. ‘Taking the long vie w’ 2012 The Economist (US), vol. 402, p. 1-3.

Car pooling scheme is effective argue against this statement Essay

Vehicle pooling plan is compelling contend against this announcement - Essay Example While there appear to be numerous focal points to it...