The Industrial Revolution Of Maryland By Lewis W. Hine And...

Following the end of the American Civil war, the Industrial Revolution came rushing in and brought with it tremendous changes – the mechanization of agriculture, the invention of steam and electricity used machinery led to mass production factories, and the emergence of a massive railroad system. Change in the economy and society brought great wealth to the United States. Consequently, it was a giant magnet for immigrations. However, the distribution of wealth across the population was not even. The American working class in the last half of nineteenth century suffered from poverty and oppression. Several documentations and stories were written in response to the people suffering. Two of them - â€Å"Child Labor in The Canning Industry of Maryland† by Lewis W. Hine and â€Å"Maggie: A Girl of The Streets† by Stephen Crane - vividly described the living and working conditions for the working poor. In the period of 1860-1900, the majority of the working class, incl uding native born and immigrants, clustered in two largest industrial areas: the North East industrial cities and the West agriculture farms. In the West, agricultures were dominated by land and railroad companies. Although the farming industry grew simultaneously, workers life did not improve. In fact, they faced many hardships such as severe oppression from their owners, unfair payment for their work, and serious lack of education for their children. In his 1909 report, Lewis H. Hine revealed the harsh working condition

Aristotle and Plato Death Action and Justice - 1284 Words

Aristotle and Plato: Death, Action and Justice Ancient philosophers wrestled considerably with the questions of right and wrong, good and evil, just and unjust. The struggle to understand and define these various dynamics was cast into constant debate, especially in the context of the pagan and imperial Athenian state. Here, thinkers such as Socrates, Plato and Aristotle would continually advance the discussion on how best to define man, both practically and ethically. In the two prompting statements provided for this discussion, we find that Aristotles Nicomachean Ethics and Platos The Trial and Death of Socrates are at once contradictory and compatible. First, a discussion on their contradictions is appropriate. Perhaps what is most compelling in the distinction between the two statements in question is their differing perspectives on the level of dynamism which a man must show in the face of decision or crisis. Particularly, we find that Aristotles comments suggest a man should be judged according to his actions, with the nature, intention and outcome of these actions further define how we might accurately judge the man. For Aristotle, this means that man is proven by the manner in which he behaves and responds to an attendant scenario. Moreover, Aristotle continues on to argue that, in fact, the manner in which one responds to an attendant scenario shares some level of reciprocity with the characteristics of justice, temperance or bravery. On this point,Show MoreRelated Aristotle vs. Plato Essay1408 Words   |  6 PagesAristotle vs. Plato Excellence is a function which renders excellent the thing of which it is a function is Plato’s definition of virtue. What does this definition really mean though? Plato and Aristotle both had their own unique arguments devoted to the topic at hand, and their own ways of describing what virtue really is. Defining virtue may seem to be an easy taste, but to truly understand the arguments behind the definition can prove to be very challenging.   Ã‚  Ã‚  Ã‚  Ã‚  Before discussing virtueRead MoreAnalysis Of The Book The First Ones 1562 Words   |  7 Pages â€Å"What is justice?† and â€Å"How do we justify what is just or good?† have popped up in human minds and Plato and Aristotle were the first philosophers to answer these questions. 2. Plato 2.1. His Life To many people, Plato was known as the first writer of philosophy. Plato was born in Athens in 429 BC (Plato-Biography, egs.edu). His birth name was Aristocles and gained the nickname Platon later on. He had two brothers named Adeimantus and Glaucon (Plato-Biography, egs.edu). When Plato met SocratesRead MoreThe Notion of the Good in the Ethical Views of Plato and Aristotle1232 Words   |  5 PagesGood in the Ethical Views of Plato and Aristotle 1. Discuss the notion of the good in the ethical views of Plato and Aristotle. State which of potentiality would lead to normal life. Plato explored such subjects as beauty, justice, and good government. Platos ethics were ethics of happiness. He based his ethical theory on the proposition that all people desire happiness although, of course, people sometimes act in ways that do not produce happiness. Plato believes that they do thisRead MoreComparing Plato s Republic, The Philosopher And Plato965 Words   |  4 PagesIn Plato s Republic, the philosopher is sitting having a discussion with his fellow peers and friends. During this conversation each character except Plato offers their opening and reasoning on the question, what is justice. For the majority of the book Plato outlines almost every aspect of his ideal city. Within this city Plato has set up many rules in order for the city to remain just. All the way from mating rituals to who should rule, virtually all factors have been thought of and serves a specificRead MoreThe Philosophy of Thomas Hobbs Essay1748 Words   |  7 Pageswar where there everyone ha ve insecurity and fear violent death and human cooperation. Hobbes himself had complex view of human motivation that most researcher accept. He see that human beings are much more self-interested. (Hobbes) 17th Century English philosopher Hobbes is one handful and truly great political philosopher as widely regarded person. Leviathan Rivals is the masterpiece of writing political implication of Plato, Aristotle, Locke and Kant. He is very famous for the early age thatRead MorePlato And Aristotle s Theories Of Utilitarianism And Kantian Ethics1408 Words   |  6 PagesThe ancient theories of Plato and Aristotle differ greatly from the contemporary theories of Utilitarianism and Kantian ethics. Plato and Aristotle focused on the importance of virtue in an individual’s life. Plato believed that purity of the soul was the most important thing in life and can be achieved by mastering the four virtues: justice, wisdom, courage, and moderation. Aristotle believed that the goal of human life was to achieve happiness, which is made possible by the cultivation of a justRead MoreAristotle : The Good Life1708 Words   |  7 PagesAristotle: The Good Life Aristotle along with Plato and Socrates are three of the first and arguably the most important philosophers when it comes to modern day philosophy and ethics. Aristotle’s work extended beyond ethics and philosophy into scientific thought where he was a very important figure in that field as well. One of Aristotle’s greatest works was the Nicomachean Ethics. In Nicomachean Ethics, Aristotle explores how people should live and concentrates on the individual’s ethical responsibilitiesRead MoreEssay about How Greek Philosophers Affect our Learning Today1403 Words   |  6 PagesAnalysis†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦4 E. Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦6 F. Works Cited†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..6 A. Plan of Investigation: The topic, Greek Philosophers, could be a very broad topic to write a research paper on. However, the plan of action, which will occur to create this report, will ensure that the end product will be different from the rest. The topic is not just about Greek Philosophers, but rather how it affects our learning today. There were many Greek Philosophers who producedRead MoreIs Happiness A State Of Mind?846 Words   |  4 PagesQuestion 1 Aristotle supports the idea that although happiness is a state of mind, it is directly affected by external sources. External goods are important since it is impossible to perform noble acts when one is not prepared with the proper equipment. As such, one is not genuinely happy when we are involved in activities that make us happy, but we do not include our friends, wealth and political power, which are all instruments to happiness. Aristotle, therefore, advocates for the incorporationRead MorePlato Vs Aristotle : Determining Good1668 Words   |  7 Pages Plato vs. Aristotle: Determining Good In this paper, I will present both Plato and Aristotle’s arguments for what their personal views are on determining good. Plato believed that knowing good was equal to doing good. He said that if a person knows the right thing that will automatically lead him to do the right thing. Aristotle on the other hand believed that knowing good was not enough to be good. He believed that one had to practice good if one is to be good. Plato was idealistic. He believed

FC Arsenal †A brief history Free Essays

West Ham Wembley As of the 2012-13 season, there are fourteen professional football teams in London, six play in the Premier League and eight in the Football League. Wembley is also shown. Football is the most popular sport, both in terms of participants and spectators, in London. We will write a custom essay sample on FC Arsenal – A brief history or any similar topic only for you Order Now [l] London has several of England’s leading football clubs, and the city is home to fourteen professional teams and more than 80 amateur leagues regulated by the London Football Association. [2] Most London clubs are named after the district in which they play or used to play. Fulham is London’s oldest club still playing professionally, having been founded in 1879. Royal Arsenal were London’s first team to turn professional in 1891. Arsenal, Chelsea and Tottenham Hotspur are London’s most successful teams in domestic and European competitions. Between them, they’ve won a total of 84 titles and trophies. Wembley Stadium, England’s national stadium is in London. It is the home venue of the England national football team and has traditionally hosted the FA Cup Final since 1923. On 19 May 2012, Chelsea became the first London club to become European champions after winning the 2011-12 UEFA Champions League. History The playing of team ball games (almost certainly including football) was first recorded n London by William FitzStephen around 1174-1183. He described the activities of London youths during the annual festival of Shrove Tuesday. The playing of some form of football in London has been well documented since its creation in 1314. Regular references to the game occurred throughout the fourteenth and fifteenth centuries, including the first reference to word â€Å"football† in English when it was outlawed by King Henry IV of England in 1409. Early games were probably disorganised and violent. In the sixteenth century, the headmaster of St Paul’s School Richard Mulcaster is credited with taking mob football and transforming it into rganised and refereed team football. In 1581 he described in English his game of football, which included smaller teams, referees, set positions and even a coach. Royal Engineers A. F. C. , 1872 The modern game of football was first codified in 1863 in London and subsequently spread worldwide. Key to the establishment of the modern game was Londoner Ebenezer Cobb Morley who was a founding member of the Football Association, the oldest football organisation in the world. Morley wrote to Bell’s Life newspaper proposing a governing body for football which led directly to the first meeting at the Freemasons’ Tavern in central London of the FA. He wrote the first set of rules of true modern football at his house in Barnes. The modern passing game was invented in London in the early 1870s by the Royal Engineers Prior to the first meeting of the Football Association in the Freemasons’ Tavern in Great Queen Street, London on 26 October 1863, there were no universally accepted rules for the playing of the game of football. How to cite FC Arsenal – A brief history, Papers

The Vietnam War Politics free essay sample

The Vietnam War There was a connection between the students and the Vietnam War and it affected them as well. Before the Vietnam War began the American population held Congressmen, Universities, and all other official institutions in high regard. In the 1960s the views began to change, there were two simple view points between students. One side felt as though the U. S. didn’t need to get involved in the War at all, they felt as though it was a losing battle which continued to put burdens on both social and economic and the U. S. eeded to back out. However there is always an opposing side and that side saw it fit for the U. S. to be in the War, the students felt that the U. S. got involved for a reason so they need to stay there and finish the job. A lot of protests for the War happened on college campuses. We will write a custom essay sample on The Vietnam War Politics or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page During the years of the War the draft to enlist in the War was instituted in 1942, which states that men and women from the baby boom era were able to go and fight in the War. The men soldier’s and the women nurse. This draft reinforced the concern of the U. S. being involved. Draft and exemptions were available to college students, which stated that if young men and women weren’t in college they could enlist. If students were trying to avoid the War just by attending college, were told about the injustice of the situation and protested as a way to communicate to the government. When graduated from college you could then also enlist in the draft to fight. Two million Americans fought in the War and fifty-eight thousand or more died. As the War continued finances in the U. S. grew. Students protesting showed the emotions of Americans and since there was a lack of support from Americans with protesting it made matters worse. The political and social outcomes of the Vietnam War, between the years of 1964 and 1968 there were a lot of changes of government in South Vietnam. With all the changes it made it impossible to accommodate any stability or reforming. There was an election being held in 1967 for a new South Vietnamese government. On the communist side the Vietcong the political arm over them was the National Liberation Front or (NLF) which was established in 1960. Their headquarters was in the jungle near the order of Cambodia. The Vietnam War cost the U. S. thirty billion dollars a year. Paris Peace Talks develop as well during this time. Paris Peace Talks were about finding ways to end the Vietnam War Politically. North Vietnam had shown no evidence of willing to negotiate, so March of 1968 President Johnson ordered more bombing on North Vietnam only on a specific area after that North Vietnam decided to negotiate. During this time the U. S. we’re preparing for their national elections. During the time of the elections the divided feelings about the war had become a political factor; it was affecting the U. S. position throughout the World. When President Johnson decided not to reelect it showed a reflection of the opposition to the War. In the year of 1969 the U. S. had a new president Richard M. Nixon who announced that he was pulling troops out of the War and implementing a new strategy which was called Vietnamization. This new strategy meant for the South Vietnamese troops would have to bear the burden of the War. In 1972 the rest of the U. S. ground combat troops left Vietnam. In the same year, North Vietnam set off an attack which overran South Vietnam, in a response to the attack the bombing of the north was resumed and Haiphong Harbor was mined. The Peace Talks continued and in January of 1973 there was an agreement signed, but neither North or South Vietnam wanted to stay true to the agreement with the military and political terms and because, of that they were unable to bring peace to Vietnam. December of 1974 North Vietnam persecuted a final attack on South Vietnam which to led the surrender of South Vietnam and the country was under communist control. The Vietnam War cost the lives of fifty-eight thousand Americans, some killed, some classified and then others are still missing in action to this day, after the war Vietnam suffered economically. REFERENCES www. oppapers. com/history The new book of knowledge (pgs. 336 – 338)

Stephen Sondheim Biography

Table of Contents Introduction Early Life Career Honors and Awards Personal Life Conclusion Works Cited Introduction Born in 1930, Stephen Sondheim is a renowned composer and lyricist with an American origin. Throughout his career, Stephen has scooped numerous awards that have made him very popular in the music industry. The numerous lyrics and scores that inundate the music industry are just but the result of his great work. No wonder Scholars say that if not the greatest, then Sondheim is one of the best artists ever known in the theatre of music. The awards he has scooped range from the Academy Award to the Pulitzer Price.Advertising We will write a custom research paper sample on Stephen Sondheim Biography specifically for you for only $16.05 $11/page Learn More Early Life Sondheim’s Jewish parents, Herbert Sondheim and Etta Janet bore him in the city of New York back in the year 1930. His parents brought him up in Manhattan and divorced l ater in Pennsylvania. The career of Sondheim’s mother was the design of clothes while his father used to manufacture the same. Since he was the only son in a well-off family, Sondheim suffered so much emotional neglect in his upbringing (King 118). While in New York, he attended Fieldston School among other schools as George school. While in Fieldston School, Sondheim wrote his first music and later graduated in the year 1940. When Sondheim’s father abandoned him, his mother ill-treated him psychologically; something that Sondheim hated so much that he refused to attend her funeral when she died. Career When he was only ten years old, Sondheim met a man who had a great impact in his career. The man was none other than the famous lyricist Oscar Hammerstein II who later became his surrogate father. It is during a ceremony marking one of Hammerstein’s music production centres that Sondheim met Harold Prince who in later years played a major part in directing Sondhe im’ shows (Secrest 120). During the period when he was in George school, Sondheim made a breakthrough in music through a comic that reflected on the happenings in his school. Though greatly appreciated by Sondheim’s peers, Hammerstein did not like the piece and took it as an opportunity to teach him what according to Sondheim, would keep other lyricists learning in their entire lives. Since that time, Sondheim has been active in the music theatre and this has made him collaborate with successful lyricists like Hal Prince, James Lapine and others. Besides songs, Sondheim has written many books, and anthologies. He has also played a major role in the production of many films and articles that have appeared in television world all over. Honors and Awards On his birthday as he turned eighty, Sondheim’s works received a major positive boost; numerous concerts that mainly included Sondheim’s songs and music marked the day (Suskin 697). Some of the original perf ormers were occasioned the birthday party, ready to perform the music and songs that Sondheim wrote.Advertising Looking for research paper on art and design? Let's see if we can help you! Get your first paper with 15% OFF Learn More Some of his work also got a boost in the film industry. Through his lyrics, songs and films, Sondheim has won many coveted awards including the Academy Award and Pulitzer Prize. He has also won several Grammy Awards, Tony Awards, Drama Desk Awards and OBIE award. Sondheim has also received honors like Kennedy Center Honors, the Hutchinson Prize, the Special Award and the Algur H Meadows Award. Personal Life At about the age of 40, Sondheim’s life had circulated in public circles. According to King, â€Å"Sondheim was a gay, but he did not cohabit with his partner, Peter John the dramatist, until he turned 61’ (310); however, when they came together they stayed together for many years. Sondheim’s practice as a gay did n ot bother him in any way; he was very free and could not mind discussing that issue with the media. Conclusion Stephen Sondheim is a successful dramatist and lyricist. Despite having many challenges in his life ranging from abandonment by his father, financial challenges in his career and a bumpy social life, he managed to scoop several awards, honors and collaborations with other successful lyricists. Works Cited King, Robert. The Psychoanalytic Study of the Child. New York: Yale University Press, 1985. Secrest, Meryle. Stephen Sondheim: A Life. New York: Alfred A. Knopf, 1998. Suskin, Steven. Opening Night on Broadway: A Critical Quotebook of the Golden Era of the Musical Theatre. New York: Schirmer Books, 1990. This research paper on Stephen Sondheim Biography was written and submitted by user Ahmed Hodges to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Cathcer in the Rye essays

Cathcer in the Rye essays In 1919 Jerome David Salinger was born to Sol and Miriam Jillich Salinger. This man would have a moderately normal childhood attending the private McBurney School in Manhattan, and afterwards the Valley Forge Military Academy in Pennsylvania, where he graduated in 1936. He then attended New York University for an unsuccessful summer session in short-story writing. This 20th century novelist would later come to be known as J. D. Salinger and write many short stories. This impressive list of books include Nine Stories, Franny and Zooey, Raise High the Roof Beam, Carpenters and Seymour: An Introduction, and For Esme- With Love and Squalor, and by far his most impressive composition and only novel, The Catcher in the Rye. The Catcher in the Rye is a novel told in a first- person perspective by Holden Caulfield, a cynical, reclusive teenager who, among many other things, is taking an arduous voyage from childhood and innocence to experience and maturity. Catcher in the Rye's setting somewhat parallels Salinger's environment during his early life. This novel takes place in the 1950's and starts out in the autumn at Pencey Prep a private boy's preparatory school and later in New York City, while the last chapter takes place in an insane asylum. The protagonist and antagonist Holden Caulfield is a cynical, melancholy teen who is a very dynamic personality in this book. He is the only character, which appears throughout the book. He comes in contact with many other characters that have a strong impact on the decisions he makes. Stradlater, Holden's athletic, popular, rich roommate at Pencey is the exact opposite of every characteristic that Holden possesses. Even though they are so contrasted, t hey seem to get along most of the time. Allie Caulfield, is a character used off-stage to bring out qualities in Holden. Allie was Holden's brother who died at an early age due to leukemia. Holden ...

Environment assignment Example | Topics and Well Written Essays - 500 words

Environment - Assignment Example Soft energy sources are more sustainable however, as they rely on inexhaustible sources of power compared to hard energy. Once established, soft energy sources are more environment friendly as they do not rely on the burning of fossil fuels or produce deadly by-products like oil-fed engines and nuclear power plants. Soft energy development looks at energy efficiency and utilizes less power as those produced from hard energy sources. To reduce energy use from conventional sources on the property, the first step is to insulate my house to improve heating and lessen the need for heaters. The next step is to install solar power cells on the roof of the house for electricity. A solar water heater (NREL) will also be installed to heat water. Larger insulated windows will be installed in strategic areas of the house to reduce the need for the use of electric light sources during daytime as the windows will serve brighten the interiors of the house. A study of the direction of prevailing winds will be done and some tree will be cut down to clear wind channels in the forest towards windmills which I will construct near the house. These windmills can power generators and can be set-up to pump water from water wells. I will set aside an area where I can cut down trees to use for fuel in the winter months to power the heater and for cooking. Cut down trees will be replanted. Construction of dams have associated environmental impacts such as loss of farm lands, loss of vegetation and biodiversity, sanitation and solid waste disposal, air, water and noise pollution, and impact on river ecology (Byaruhanga et al.). In order to minimize these effects, safeguards and mitigation measures must be applied during the construction phase. Some mitigating measures which could be undertaken during construction is the replanting of vegetation in other areas to minimize vegetation loss; avoidance of environmentally critical

PORTFOLIO ASSIGNMENT Essay Example | Topics and Well Written Essays - 1000 words

PORTFOLIO ASSIGNMENT - Essay Example The article defines the adolescent depression as a disorder that affects teenagers. According to the author, such a disorder mostly leads to sadness, a loss of self-worth and interest in the activities and discouragement. It further elaborates the different causes and symptoms of depression in teens. Some of these symptoms are loss of but sometimes an increase in appetite, loss of concentration, decision making, fatigue, feeling upset, restless, and irritable, worthless, hopeless, self-hatred, thinking or talking about suicide or death and trouble sleeping. If the behavior of a teenager changes for more than the period of two weeks, then it is also considered as a symptom of depression. True depression in teens in most of the cases is difficult to diagnose, therefore the author emphasizes to gather the information from friend and family members to identify depression in teenagers. This article doesn’t only throw light on the medication and therapy for treating the depression b ut it also considers the possible complications and prevention techniques. (Berger) Depression can be a response to many situations factors and stresses. However, the author argues that in teenagers, depressed mood is common because of the normal process of maturing, the influence of sex hormones and independence or more freedom conflicts with parents. It may be cause of death of a friend or relative, a breakup with a boyfriend or girlfriend and failure or poor grades at school. The author considers two mains factors that contribute to the depression in teens, the hormones and social pressures. By explaining the biological and hormonal causes of the problem, the article takes into account the epigenetic approach and by throwing light on the school performance and environmental stress the author takes a socio-cultural approach to this problem. However, the author did not approach this problem on the basis of other theories

The Most Prominent Events in World History Case Study

The Most Prominent Events in World History - Case Study Example The situation angered the Germans and through Adolf Hitler, they were able to ignite the Second World War. The treaty also created irreparable damage to the Germans economy for a long time (Friedman, 56). Communism in Russia came into place following the abolition of Serfdom in 1861, Serfdom was a kind of slavery in which all the peasant were tied to a piece of farmland. The peasant is allowed to use the farm for the purpose of providing for the families and themselves but at the same time are forced to comply with their masters' needs and requirements in all manner of sense which included military services. Abolition of Serfdom let to the mass migration into the cities leading to the neglect of agricultural as many people moved to the city. In the cities, they got involved in working in the factories during the industrial revolution in Russia. This group of people was exploited in terms flong working hours with low wages since they had the formal association. This led to poverty epidemic and people became open to the communist idea, the situation was also accentuated by the fact that Russia had lost to Japan in 1905 in the Russo-Japanese war, the two situations made it possible for R ussia to accept communism as a way of governance. Fascism was a way of believing that one race is better than the other is and these were manifested in Italy and Germany. In this regard, fascism in Italy and Germany were characterized with the following beliefs; the importance of struggle and will, Militarism, Organic state, instance authority and discipline, rule by an elite, mystic faith in the leader, and Nazism which is a violent racism. The impact of fascism in the two countries led to the execution of masses that were considered lesser race. For instance, the holocaust period in Germany in which Adolf Hitler killed the Jews in masses. In Italy, the fascist party led to the banning of all political parties and trade unions.  Ã‚  

Determinants of Effective Leadership

Determinants of Effective Leadership Leadership is the behavior of an individual when he/she is directing the activities of a group towards a shared goal. A leader is seen as someone who sets the paths in an effort to influence people to adhere to those paths. Leadership is an action and not just a position. It can be shown via different people in various situations. A person is not born to be a leader but cultured through the upbringing and environment. A leaders personal characteristics are also vital for the developments and motivations of the organizations. True leaders such as the teachers who illustrated that leadership is an action (teaching and leading the students) and not a position. Touching the lives and affecting the outcome of many different expectations, a teacher is the epitome of a leader. A leader has his or her own style of motivating the people in the organizations. A leader must find the best skills in order to provide directions, motivations and purposes. Effective leaders are flexible. Organizational Leadership Model The effective leadership influence is not the same for everyone. It depends on their ranks in the organization and abilities which are required in leaders. The three basic leadership roles identified: initiation, speech, and management. 1. Initiation Initiation refers to planned decision making on policy formulation or structural change. These vital decisions are the determinants of the organizations culture and mission. 2. Speech Strategic decisions and methods designed for implementation within the establishment. It includes adjusting or adding on to the present structure towards new policy demands. 3. Management Management is putting into practice the policies and measures that are available to maintain the operations of the organization efficiently. These three kinds of Leadership are naturally executed at diverse ranks in the company with different abilities and skills. The top level management would initiate new policies that involve a change in the businesss structure or understanding the companys mission. An understanding of the entire organization, culture, mission, vision and how it correlates with the external parties is mandatory for these top level individuals. They represent the organization and what the business stands for. Understanding the policy decisions and practicing them to the existing organization via utterance or speech is usually made by the intermediate-level managers. They must uphold a two-way point of reference by taking orders from the above management and adapting them for the lower groups of people in the organization. Type of Leadership Process Typical Organizational Level Cognitive (Knowledge) Affective (Emotion) Initiation: Change, creation and elimination of structure Top echelons System perspective Charisma Speech: supplementing and piecing out of structure Intermediate levels: pivotal roles Subsystem perspective: two-way orientation Integration of primary and secondary relations: human relation skills Management: use of existing structure Lower levels Technical knowledge and understanding of system of rules Concern with equity in use of rewards and sanctions EXHIBIT 16.1 Three Leadership Patterns, Their Location in the Organization, and Their Skill Requirements  [2]   The companys policies and procedures will be administered by the Lower-level supervisors. These personnel must possess both the technical knowledge and a clear perception of the organizations rules in order to be successful. They have to continually deal with issues such equity, rewards and punishments in leading others. Leadership plays a crucial role in an organization since it always makes the difference between effective and ineffective organizations. Leadership is when a person manipulates others to perform a task at their own will which they would not normally do. Leadership is a vital process to an organization and it can be deliberated on three different stages; i.e. the individual, group and organization. Analysis at the individual stage: the leadership studies have paid attention on the successful leader personalities. Behaviors of both formal and informal leaders are focused at the group level. The effectiveness of an organization is decided by the relations between the leader, follower and circumstances. The studies have caused an emergence of situational theories or contingency theories of leadership. In Search for Leadership An organized search for leadership qualities first began after the turn of the century. The requirements in selecting and training efficient leaders were emphasized during the World War I and the quarter century between World War l and World War II; numerous studies were made to examine the personal characteristics of good leaders. These studies are usually referred as characteristic studies since the primary goal was to classify the traits and personal characteristics of successful leaders. The diverse methods used to study these leadership traits could possibly be the reason in the irregularities of the results. The manner of studies was not consistent in identifying the leaders. A majority of the studies was in comparing efficient with inefficient leaders or leaders with non-leaders. Some were identified by external observers, others selected by the group by way of recommendation or voting, nominated by observers such as teachers while some were chosen because they are in a leadership status such as student-body president or team captain. The studies were also conflicting in the way they deliberated on the traits. Some traits were measured by mental tests; others relied on viewers to spot the traits they have seen while some depended on the persons to report their own personality traits. The trait studies were quite unsatisfactory as a whole especially since they had hoped to cultivate a measure of leadership that predicted leader effectiveness accurately. The spotlight on the leadership research moved because of the flimsy results, to contingency studies which investigated more than just traits of a leader. Numerous traits formed an important divergence in leadership effectiveness and they interrelated with other conditional variables to stimulate the effectiveness of the leader. Physical Behaviors Physical factors such as height, weight, physique, energy, health, and appearance are also examined in the studies. It was concluded that there is a relationship between the above features and leadership. Apparently leaders have the tendency to be taller, heavier, better fitness, greater physique, higher energy output and more attractive in appearance. For example, executives in insurance companies were taller than policyholders, bishops were taller than clergymen, university presidents were taller than college presidents, sales managers were taller than sales representatives and railway presidents were taller than station agents. However, these types of results were not always reliable and consistent. The results neither are too weak in general and not consistent to be effective in selecting leaders nor are they helpful for training functions since not much can be made to alter most of these physical traits. Intellect It was generally agreed that leaders are more intellectual than non-leaders and the relationship was shown in the various studies. The relationship could probably begin from the reality that leadership functions largely depend upon careful problem solving. All three leadership roles initiation, speech and management necessitate great mental ability. In general, it is safe to assume that leaders are more intelligent than non-leaders but the relationships are small. Many other variables other than intellect inspire leadership effectiveness. It was also suggested that leaders should not be too intelligent than the group because associates who are notably brilliant than others are rarely chosen as leaders since the other members tend to snub them. Individuals with high IQs are inclined to have different sets of vocabulary, networks and aspirations that would create communication and inter-relations problems. Leaders do extremely well generally at school/college/university and score better grades. It is important for effective leadership to know how to do things. Thus general and practical knowledge are essential. Some studies have revealed the positive relationship between general knowledge and leaderships ability. Characteristic Traits Only a partial of the characteristic traits seem to be related to leadership and most are not especially convincing. It was suggested that the average leader is more used to social displays, greater initiative, persistent, knows how to get things done, self-confident, displays greater cooperativeness and adaptability, and possesses greater verbal skills to facilitate communication.  [3]  Leaders were found to be more emotionally mature than non-leaders in the personality integration or emotional adjustment. It can be concluded that personal characteristics are related to leadership. Effective leadership does not depend on a mixture of personality traits only because situational variables are also important since they always decide whether a character was associated with effective leadership either positively or negatively. Leadership must be considered as an interface of three variables: leaders characteristics, subordinates and nature of the task. Many styles of leadership were defined as a result of the studies of leaders behaviors. One of the earlier studies compared three leadership styles: authoritarian democratic and laissez-faire. The finest researches on the styles of leadership are made together at the same time; i.e. The Ohio State University and the University of Michigan. The researchers acknowledged two leader behaviors that were similar although the investigations were conducted separately. These two dimensions of leadership have been to form an instrument, called the Managerial Grid  [4]  , that has been used for research and training. Authoritarian, Democratic, and Laissez-faire  [5]  Leadership The diverse political systems in the United States and Germany before World War II inspired studies of leadership which evaluated the effects of three leadership styles: authoritarian, democratic, and laissez faire. In the democratic leadership style, decisions were made by vote of majority; equal participation encouraged; criticism and punishment minimal. In the autocratic leader, the leader made all the decisions and others must follow the set procedures strictly. In the laissez-faire leader, there was minimal actual leadership and others were permitted to work and play as usual without proper directives. Initiating Structure and Consideration The two leadership factors were initiating structure and consideration in which consisted of leadership behaviors associated with organizing and defining the work, the work relationships, and the goals. A leader who has structure assigned people to do specific jobs, expected workers to follow set routines and meet deadlines. The consideration factor is showing friendship, mutual trust, warmth and concern for subordinates. Production-Centered and Employee-Centered Leader Behaviors Production centered behaviors were akin to initiating structure in which leaders would establish targets, gave directives, checked on operations and planned the group Employees work. Centered behaviors were similar to the considerations dimension in which the leader would develop a caring personal relationship with the subordinates and encouraged a two-way communication with them. The relationship between production-centered and employee centered behaviors are found to be independent scopes of leadership. A leader with strong production orientation does not mean that he is disinterested in the employees. Managerial Grid  [6]   A conceptual framework combining a concern for task accomplishment and a concern for people was created by Robert Blake and Jane Mouton called the Managerial Grid. Blake and Mouton assumed that the most effective leadership style is demonstrating both concern for production and concern for people. There are leaders primarily more concerned with accomplishing the production and task not concerned about people. This person wants the job done and schedule followed at all costs. There is also individual who is not concerned whether the group produces anything but concerned more about the members personal needs, interests and inter-personal relationships. An ideal leader wants to meet schedules and get the job done but at the same time is highly concerned about the feelings and interests of the group members. The Managerial Grid  [7]  is popular among managers. It is used extensively as part of a training program to assess their leadership style. However, the effectiveness of the Managerial Grid is not consistently supported. The burden of the situation, expectations of other group members and nature of the work performed interact in complicated ways that call for a variety of leadership styles. The leadership style is not always the most effective. SITUATIONAL LEADERSHIP The effectiveness of the different leadership styles must be combined with different organizational factors to assess their effect effectiveness. Paul Hersey and Ken Blanchard developed a situational leadership model that combined three variables: (1) the amount of guidance and direction (task behavior) a leader gives; (2) the amount of emotional support (relationship behavior) a leader provides; (3) the readiness level (maturity) that follows, exhibit in performing a specific task or function Four potential leadership styles are created by combining different amounts of task and relationship behaviors. S1: Telling Give instructions and supervise performance closely. Suited for followers who are unwilling but of low maturity. S2: Selling Decide and provide opportunity for explanation. Appropriate for followers who are not able but willing. S3: Participating Sharing ideas in making decisions. Suited for followers who are able but not willing. S4: Delegating Responsibility handed over for decisions and performance. Appropriate for groups who are able and willing. Contingency Theory of Leadership The interaction of the leadership style and the situation. Fiedlers major contributions consist of: (l) identifying the leadership orientation of the leader and developing a way to measure it; and (2) identifying three situational factors influencing leadership and developing a method of measuring them. Leader Orientation Leaders were identified as either relationship-oriented or task-oriented. Relationship-oriented: look at others as coworkers and see close interpersonal relations as a requirement for accomplishing the task. Task-oriented: show a strong emotional reaction against people with whom they have difficulty working. Situational favorableness (1) whether the relationships between the leader and the members are good or bad; (2) the task is relatively well planned or not; and (3) the leaders authority is relatively strong or weak. The second most important situational variable was the task structure which was evaluated by judges who examined four aspects of the task structure. Clarity: which the requirements of the job are clearly stated, Multiplicity: which the problems encounter can be solved. Verifiability: which the correctness of the decisions can be ascertained. Specificity: which there are generally more solutions involved in performing the task. Group effectiveness Relationship-oriented leaders excel in situations of intermediate favorableness where concern for the group members is apparently a necessary prerequisite for motivating them to perform well. In these situations, people want to have leaders who care about them. Task-oriented leaders however are more effective when the situation is either very favorable or very unfavorable. impossible situation. Path-Goal Model Directive leadership: subordinates are told what to expected and specific guidance, standards, and schedules of work provided. Supportive leadership: subordinates are treated equally and concern for their well- being, status, and personal needs; develop pleasant interpersonal relationships among the group members. Achievement-oriented leadership: challenging goals are set and subordinates are expected to perform at their highest level, improvement in performance always. Participative leadership: subordinates are consulted on suggestions and ideas in making decisions. Situational factors Situational factors-the characteristics of the follower and environmental factors. Three characteristics of the followers have been identified as significant variables determining the appropriate leadership style: (1). Locus of control: Internal believe their rewards are based on their own effort. External believe their rewards are controlled by external forces. (2). Authoritarianism: an individuals willingness to accept the influence of others. (3). Abilities: The followers ability and experience influence a leader whether they are able to work with an achievement oriented leader or a supportive leader who patiently encourage and instruct them. The path-goal model identifies three environmental factors moderating the effects of leadership styles: the nature of the task, the formal authority system within the organization; and the group norms and dynamics. These environmental factors can influence the effectiveness of different leadership styles in a variety of ways. Normative Decision-Making Model of Leadership The normative decision-making model is a contingency theory of leadership. It does not assume any leadership style as appropriate for all situations. Leaders must develop a range of leadership styles and take on the style that is most appropriate to the situation. Leaders need to know when to consult others and when consultation is a waste of time. Although the leader may serve as the chairman of the group, the leader is simply one of the groups and does not try to influence the group to adopt a particular solution. Criteria for selecting a leadership style. The criteria used for assessing the efficiency of a leadership style: quality and acceptance. The quality of the decision refers to its accuracy and the extent to which it will achieve some objective. The quality of decisions depends on accurate and relevant information Conferring with other group members often provides additional information. Diagnostic decision rules. Managers choose the most autocratic of the styles to save time and minimize costs. If the aim was to further the subordinates personal development, the participative style is selected. In some strategies, the manager decides alone. At times, the manager makes the decision alone after consulting with the subordinates as an advisory group. Comparing the leadership models. All situational leadership models contribute to our understanding of the leadership by emphasizing the effect of external factors on a particular leadership style. Different leadership styles suggest styles that are determined by various situational factors. The models focus on different methods: different situational factors and different criteria for selecting the best style: task-oriented versus relationship-oriented. The four leadership styles: directive, supportive, participative, and achievement-oriented The normative decision-making model identifies three leadership styles: autocratic, consultative, and participative. The situational factors influencing the effectiveness of leadership are quite different in each of the models. An important reason for some of this difference is that the normative decision- making model equates leadership with making decisions and looks at only this function of leadership. In addition, the models use rather different criteria for evaluating the effectiveness of leadership. DETERMINANTS OF LEADERSHIP EFFECTIVENESS Although deciding what makes an effective leader seems as if it should be a simple decision, however, individuals who are in the positions of leadership are faced with the practical question of deciding which leadership pattern to adopt. Choosing a Leadership Style One of the most popular models for selecting an appropriate leadership style is one that describes a variety of leadership styles along a continuum from highly autocratic to highly participative at the other. The forces in the situation include the culture of the organization. The successful leader is one who is aware of the situational forces and responds accordingly. Effective leaders must understand themselves, the group, company and social environment. Strategies for Improving Leadership Leaders capacity to reward the behavior of followers should not be overlooked and the ability of the followers responds otherwise. For example, organizations reward managers according to the performance of their group. As a result, the managers of high- performing groups are highly rewarded by the organization. Leaders who were more considerate created greater satisfaction among their subordinates; at the same time, changes in the behavior of the leaders could be caused by the performance of the subordinates. Constraints on leader behavior. Leaders have limited opportunities to influence others. Leadership effectiveness is inhibited by a variety of factors. For example the extent managerial decisions are pre-planned due to structure, technological specifications, laws and the absence of available alternatives. Leadership can also be forced by a variety of organizational factors limiting the leaders capability to either communicate with or to reinforce the behavior of the subordinates. The constraints imposed on leaders include external factors organizational policies, group factors, and individual skills and abilities. External factors. Leaders are constrained in what they can do because of various economic realities and a host of state and federal laws. Leaders who have unskilled followers will have difficulty leading irrespective of their leadership style. The availability of skilled followers is subjected to the external labor market. Organizational policies. The organization may limit a leaders effectiveness by hampering the amount of communication between leaders and followers and restricting the leaders ability to reward or punish followers. Group factors. Created by the dynamics of the group. If the group is highly unified and determined, it can limit the leaders ability to influence the group. Individual skills and abilities. The leaders own skills and abilities may act as constraints since leaders can only possess so much expertise, energy, and power. Some situations may simply require greater skills and abilities than the leader may possibly hope to possess. Substitutes for leadership. While some situations constrain leaders other situations make leadership unnecessary. These variables are referred to as substitute variables because they substitute for leadership either by making the leaders behavior unnecessary or by neutralizing the leaders ability to influence subordinates. Leadership is an extremely important function. It has an enormous influence on the value of groups and organizations. The complexity of the situation, however, may prevent us from knowing in advance which will be the most effective leadership behaviors. SUMMARY 1. Leadership refers to increasing influence which occur when an individual manipulates others to do tasks voluntarily which they would not do otherwise. The basic leadership roles include initiation of policy and structure, speech, and management. A need for leadership within organizations stems from the incompleteness of the organization design and the dynamic nature of the internal and external environments. 2. The studies of leadership were mainly studies on traits that tried to identify the characteristics of effective leaders. The studies focused mainly on physical traits, intellect and characteristic. The results were usually weak and inconsistent although some personal characteristics were always related to leadership. Most studies concluded that the characteristics of the subordinate and the nature of the task were as important as the characteristics of the leader in determining success. 3. Another approach to studying leadership set on leader behaviors; i.e. how leaders actually behave. One of the studies compared three leadership styles: authoritarian, democratic and laissez-faire. Although democratic leadership produced the greatest satisfaction, autocratic leadership had the highest levels of productivity. 4. Research conducted simultaneously at two universities identified two similar leadership behaviors. At The Ohio State University the researchers labeled these two leader behaviors initiating structure and consideration. At the University of Michigan the same two factors were labeled production-centered and employee-centered leader behaviors. These two leader behaviors appear to identify leadership functions essential to the effectiveness of a group. The two Factors have been used to form a matrix called the Managerial Grid which places a concern for production on one side of the grid and concern for people on the other. The research evidence does not support this conclusion consistently. 5. The unsuccessful research to identify leadership traits or universally superior leader behaviors caused an emergence of development of four situational theories of leadership. The theories suggest that the most effective leadership style depends upon situational variables particularly the characteristics of the group and the nature of the task. 6. A situational leadership model that matched different combinations of task behavior and relationship behavior with the maturity of the followers. As the followers increase, the appropriate leadership style is telling, selling, participating, and finally for highly mature followers, delegating. 7. The most appropriate leadership style was determined by assessing three situational variables: whether the relationships between the leader and the members were good or poor, the task was structured or unstructured, and the power position of the leader was strong or weak. When these three situational variables created an extremely favorable or extremely unfavorable situation, the most effective leadership style was a task-oriented leader. However, where there were intermediate levels of favorableness, a leader with a high concern for interpersonal relationships was more effective in these situations. 8. The path goal model theory is derived from expectancy theory. It suggests that effective leaders must clarify the target paths and increase its attractiveness for followers. Four distinct leadership styles are proposed in the model: directive, supportive achievement-oriented and participative leadership styles. The style most appropriate depends upon two types of situational factors: the characteristics of the follower and characteristics of the environment. Three of the most important follower characteristics include the locus of control, authoritarianism, and personal abilities. The three environmental factors include the nature of the task, the formal authority system within the organization, and the group norms and dynamics. 9. The three leadership styles include autocratic decision making, consultative decision making, and group decision making. The decision titles determining which style is most appropriate include such questions as whether the leader has adequate information to make the decision alone, whether the subordinates will accept the goals of the organization, whether subordinates will accept the decision if they do not participate in making it, and whether the decision will produce a controversial solution. 10. The influence of the group upon the leader should not be overlooked. The relationship between the leader and the group implies a reciprocal influence. Groups have the capacity to influence the behavior of their leaders by responding selectively to specific leader behaviors. The influence of a leader can also be constrained by several external factors, such as organizational policies, group norms, and individual skills and abilities. Other variables have been found to neutralize or substitute for the influence of a leader, such as the skills and abilities of followers and the nature of the task itself. POSITIONING ON LEADERSHIP CRISIS There are many leadership theories. Arthur G. Jago (1982)  [8]  had proposed a framework that organizes leadership theories based on each theorys focus and approach. Focus refers to whether the leadership is seen as a set of traits or actions. There is a universal formula of traits or behavior for an effective leader. However, effective leadership also depends on specific situations. The kinds of behaviors that leaders can actually perform in a group. The two leader behaviors that have been consistently observed including task-related activities, called initiating structure or production-centered activities, and interpersonal relations activities, sometimes called consideration or employee-centered activities. The incremental influence that one individual exerts upon another and that causes the second person to change his or her behavior voluntarily. Three leadership roles include origination of the structure by top-level managers, interpolation or adapting the structure by middle-level managers and administration or implementation of the policies and procedures by lower-level supervisors. I concur with A. Ange on the presence of leadership crisis but I also foresee the resolutions taken and are still being taken to resolve the problem. Many organizations are spending money in sending their employees to be groomed and trained for future growth of the company whereby they are exposed to different methods of management and how to be great leaders. Leaders are born to leaders but in some circumstances, situations and environments also play a huge role in creating a leader. Leaders come and go and new ones are always on the threshold to take over the empty space. The qualities of the leaders and their leadership styles vary but they are vital in the development and motivation processes of the organizations. There is

Essay --

Pit Bull Dog Fighting Throughout the years society has sought many different forms of entertainment. For instance, in ancient roman times there were many different forms of entertainment. One form was chariot racing where they used a set of four horses on about seven different teams and raced. There was also Gladiators, which were usually prisoners who would fight to the death. Then came along dog fighting. Dog fighting is a cruel sport that people do illegally. Two dogs are faced to fight and try to kill the other, the winner is presented when the other dog can no longer fight, and therefore it dies. Sounds cruel, right? Humans seek entertainment for many different reasons and sadly, fighting, whether it is watching human beings fighting or watching animals fighting it seems to be the most sought after for entertainment. As far as dog fighting goes the main â€Å"fighting dog† is the Pit Bull because of â€Å" their tolerance to pain. They are also very strong and quick moving dogs with extra jaw muscle on the top of their heads giving them a strong bite† (B.R 1). The Pit Bull can withstand massive amounts of pain and tend to heal very quickly, making them the ideal fighting dog. Pit bulls are highly muscular dogs that have large front teeth, which make it easy for them to rip through flesh. Their front legs and back legs are short but powerful making it easy for them to knock a dog out with one hit. They have good endurance therefore they can withstand long matches with another dog. Because of their high pain tolerance they can get bitten multiple times without it affecting them. Pit bulls were originally bred to be hunting dogs. There strong legs make it ideal for digging for small animals. â€Å"They're obsessed with digging in the groun... ...inment and ways to make money in the craziest ways. But does this the type of entertainment really need to be continued? Hurting a poor, innocent animal? An animal that doesn’t know right from wrong, an animal that is worthy enough to give unlimited amount of love to its owner and able to put a smile on any persons face. Yet, some people are so evil and cruel enough to put them in a rink and tell them to â€Å"Kill, kill, and kill!† Telling them to win. But, what is winning to these dogs? Winning is literally killing its opponent. Ripping the guts out of the other, until one lone victor is left standing there with blood trickling down from its face. The poor dog looks up at its owner, hoping for praise but they don’t get it. Instead they get yanked out of the rink, thrown into a cage, only to be trained to fight yet another fight, which sadly could be their last fight.

Roles Responsibilities And Relationships In Lifelong Learning Education Essay

This assignment aims to analyze my voluntary ESOL Tutor function, duties and boundaries following with facets of statute law, advancing equality and diverseness in womb-to-tomb acquisition. Review points of referral ; measure my duties in relation to other professionals and explicate how to advance behavior and regard. Gravells writes that the function of a instructor is varied. Aside from learning he or she may happen oneself training, reding, preparation, measuring, mentoring, promoting and back uping scholars as and when necessary ( Gravells 2010, 8 ) and besides recommend instructors the learning rhythm activities including: Identifying demands, Planning, Designing, Facilitating, Assessing, and Evaluating. Students, particularly grownups wo n't appreciate a hostile or nerve-racking environment ; they will go forth the class at the first java interruption! I will take attention to fix the acquisition environment safe, secure, gratifying and guaranting it is suited and accessible for all scholars, both physically and emotionally, adhering to the Health and Safety at Work Act ( 1974 ) . To maintain their attending, I need to happen the right balance between the function theoretical account and the authorization figure in a manner that they feel respected and so esteem me and â€Å" puting land regulations helps everyone cognize their bounds † ( Gravells 2008 ) . The instructor promotes to all scholars ethical and societal values, irrelevant of their coloring material, sex gender, nationality or cultural beginnings. When â€Å" acquisition is the procedure whereby cognition is created through the transmutation of experience † ( David A. Kolb, 1984 ) , successful accomplishmen ts are based on affecting and including scholars to show their point of position, collaborate and portion thoughts. Why are they making this class? What do they anticipate from it? What is their motive? â€Å" As a individual matures the motive to larn is internal † ( Knowles 1984:12 ) .Some grownups will make further surveies for a societal intent and others as a personal or professional development. The construct of motive based on demands was developed in 1943 by Abraham Maslow. His theory defines that † our endurance needs must be satisfied first † ( A.Maslow, 1943 ) . After that we are motivated to make our high degrees of demands. In Maslow ‘s hierarchy represented as a pyramid are included five ends: physiological demands, safety demands, love demands, esteem demands, and the demand for self-actualization. Using Maslow ‘s theoretical account when learning we approach and understand scholars ‘ demands. It is of import to place the scholar ‘s demands, so I can plan the class ( ESOL ) to reflect the single differences as: societal ( how the scholar ca n interact with others ) , physical ( how a scholar can entree larning holding cut down mobility ) , rational ( how a scholar addition new accomplishments ) , cultural ( might impact values and beliefs ) , emotional ( ability to concentrate ) . Once the demands of the scholars have been identified I would be after and plan the ESOL class stuffs and resources which meet the demands and the demands of the scholars, integrating a scope of relevant activities within the length of clip allocated to each Sessionss. Petty ( 2009 ) provinces, that scholar expect to be treated reasonably with no favoritism shown to any pupils. As a instructor I adhere to the Equality Act 2010 delivering or facilitating Sessionss to advance equality through inclusion of everyone, valuing diverseness utilizing distinction, avoid favoritism, and demo regard to all my scholars, whilst moving as a function theoretical account at all times. I will prosecute and actuate scholars, utilizing unfastened duologue to promote scholars to take part. I will be courageous and ambitious to make and develop effectual programs, clear purposes and aims and all records and paperwork up to day of the month and filled firmly, following with Data Protection Act ( 1998 ) . I will measure scholars reasonably utilizing multiple appraisals steps as: written trials, unwritten interview, category presentation, function drama, fill in the clean trial, multiple pick tests, observation and reexamine their advancement on an on-going footing, given them an accurate, concise feedback. This will assist me to find any single support required, to guarantee scholars development throughout the class. Their advancement and accomplishments can be recorded utilizing a scholar ILP or on a portfolio. After each session I would completeA a lesson rating ( study ) which includes: strengths of the session and countries for development and betterments. As a instructor I make certain that all press releases, lesson programs, presentations and any other authorship I use, is spellchecked as any spelling errors will reflect on the scholars! I understand that as a demand, I must guarantee to hold the cognition and attributes suited for the teaching place: being adaptative, effectual communicator, resourceful, empathic, compromising, confident, originative, dedicated, enthusiastic, flexible, patient, organised, professional, receptive, respectful, responsible, antiphonal, trusty, supportive and â€Å" the instructor ‘s ain uninterrupted professional development ( CPD ) † , ( Gravells 2010,8 ) . Teachers must move in a professional mode, understanding about learning and larning, keeping professional relationships ; adhere to the regulations, ordinance and statute law, codifications of pattern, respect pupil ‘s right to decline to unwrap sensitive information and maintain scholar ‘s personal information confidential. Other functions of a instructor are to intercede with external organic structures, mentioning scholars for reding and non at last to advance behavior and regard. Our purpose is to handle another with regard, portion our duties, moving as a function theoretical account, working alongside with the constabulary, local governments, and households to guarantee that good behavior and regard are promoted and everyone has the tools they need to stand against anti-social behavior.

Using examples to illustrate the perceptual errors that indi essays

Using examples to illustrate the perceptual errors that indi essays Using examples to illustrate the perceptual errors that individuals may make in organisations, describe the potential consequences of these errors, and define what steps you would advise to reduce their impact. Perception is the selection and organisation of environmental stimuli to provide meaningful experiences for the perceiver (Hellriegel, D. et al. 1995). Individuals mostly perceive things differently, depending on what they selectively perceive and how they organise and interpret the things perceived. The process of how we receive stimuli from the environment happens through our five senses: taste, smell, hearing, sight and touch. The perceptual process however may result in errors (perceptual errors); especially in our working environment we have to cope with perceptual errors. Three of perceptual errors we have to deal with in our daily life, are stereotyping, perceptual defence, and the halo effect. One of a common perceptual error in organisations is stereotyping between men and women, also called gender stereotyping. Stereotyping is defined as the tendency to assign attributes to someone solely on the basis of a category in which that person has been placed (Hellriegel, D. et al., 1995). The reason for this perceptual error is to be due to the fact that we were taught and some may have been grown up with the fact that men and women play different roles in our society. For example the woman has to be at home taking care of the household and the children. However the man is responsible for making money. In addition to that there are certain jobs which are labelled to be suitable for women only, such as nurses or jobs in social care. Because of that and due to little acceptance from male managers, women face difficulties in climbing up the career ladder and getting the recognition they may deserve. A survey by Online Recruitment (September 2004), shows that over half of male manag...

Change management essay on McDonalds The WritePass Journal

Change management essay on McDonalds Change management essay on McDonalds IntroductionOverview of the companyScope of changeProblems in implementing changeRecommendationsConclusionReferencesRelated Introduction Change management can be defined as ‘the process of continually renewing an organisation’s direction, structure, and capabilities to serve the ever changing needs to external and internal customers’ (Moran and Brightman, 2001).   As per Burnes (2004) change is a feature which is always present in the life of organisation. It exist both at operational and strategic level. The organisation is aware about where the change is required and is fully capable of planning and implementing these changes in its structure .According to Burnes 2004; Rieley and Clarkson, 2001, the organisations strategy and organisational strategies are something which goes hand in hand and cannot be separated. In the words of Graetz, 2000, ‘Against a backdrop of increasing globalisation, deregulation, the rapid pace of technological innovation, a growing knowledge of workforce, and shifting social and demographic trends, few would dispute that the primary   task of   management tod ay   is leadership of organisational change.’ In early times the theories believed that if the organisation keeps changing management system then it can no longer run effectively nor can it make any improvement in performance (Rieley and Clarkson, 2001). It was believed that the company had to bring new management theory into routine in order to achieve efficiency and improvement in the performance. This Means that an organisation has to give ample time for a particular change to be adopted and settle down in daily routine so that it can be run in efficient manner (Luecke, 2003).However in today’s time It is believed that staff of the organisation should go through continuous change to achieve efficiency (burnes, 2004; Rieley and Clarkson, 2001) According to Grundy, 1993 ‘change which is marked by rapid shifts in strategy, structure or culture, or in all three.’ Senior, 2002 adds to it saying that this kind of sudden change or implementation can be caused only due to malfunctioning of the internal structure or it can be caused due to external pressure. Every organisation is looking to move forward by implanting a management system with will boost organisations strength and capability, enhancing its competitiveness. An organisation has to deal with unforeseen situations in today’s highly competitive environment and to deal with this it has to be more flexible and ready for any situational changes that it will have to make, like adoption of new technology or some latest development in theory for current market. In the fast moving economic environment there continuous changes in the type of technology, the way the product is marketed, trends etc. the organisation has to be more flexible to adopt changes in order to remain competitive in the global market. Change can be good in a way; it can make complex work very simple and helps to improve lives through new innovations. Organisations bring change in their working structures to be more competitive and providing the best to their customers. As per Carlpio (1998) change is something to do with implementation of new innovative ways of doing things, enabling the room for improvement in the system through practice. Number of changes can be introduced in the system but the one which brings success to the organisation is considered to be the most important one of all. A change in management system is important specially when a particular system which the running organisation is facing difficulties or has some problems with it. Changes are brought in to improve the organisations performance.   Changes are mostly brought due to forces which can be internal or external yee, 1998.   Changes can be brought at different level of an organisation (Swenson, 1997) The modification needed or which can be done maybe many or quite a few (Reigeluth, 1994). There could be various factors for change (Bamford and Forrester, 2003). Change can be either internal or external. External include new technology which is current requirement of the industry or trend in the current economy which may have direct impact on profitability of the business. A structured method of change was adopted in 1946 by Lewin (Bamford and Forrester, 2003) what lewin had to say was something different than the old theories, he mentioned that in order to apply any new theory or change management an organisation will have to first discard it’s old management structure or system. Management of changes pays a role in identifying objectives of the organisation and then sets goals accordingly. Its role is to implement new changes in the organisation in which it can be noticed that these changes ultimately bring innovations. The first step towards organisational change is to understand the requirements of the organisation and issues with the current management structure. The purpose of the paper is to provide insight of change management process in the chosen company which is McDonalds and provide solution and recommendation for the same. Overview of the company McDonalds is a company with mile stones of success which was started in 1954 by Ray Kroc as a burger shop which was then turned through extensive marketing planning and campaigning making it a global brands in today’s time. It is renowned fast food brands all over the world with more than 32,000 branches in 117 countries.McDonald’s trade mark was a carefully created and was a successful hit which was a clown with a smile. The big Mac is one of the most successful products of McDonalds. McDonalds offers a menu which is almost the same all cross the world. The menu includes burgers, hamburgers, cheese burgers and drinks include soft drinks with fries. McDonalds target customers includes kids, teens and families. It is now the most renowned brand in fast food that sells ready to eat and quickly served fast food. In spite of being a famous brandMcDonaldsis still facing some issue and needs to change its management structure and image as the people in current time have a bit different expectations then those in previous days (McDonalds 2010) In today’s time people have become more diet and health conscious and are now moving towards food which is healthy and has more nutritional values. Fast food has always been known as junk food with no nutritional value and the popular opinion was that fast food results into obesity by increasing fats in the body. Today’s generation is more figure conscious and are looking forward for food which is low fat and high in proteins. McDonaldsis facing problems as it is a well established fast food brand and fast food is always related to unhealthy and fattening food, while competitors ofMcDonaldshave already made a move towards health conscious products by introducing entire new range which is healthy and non fattening. McDonalds needs to change the way it markets itself and also need to introduce a new line of products, as per expectations of new generation’s customers. Scope of change Advertising and marketing places an important role in establishing an image of the company in the eyes of the society in which it operates. The scope of change widely lies in the implementation of integrated marketing strategy. In this paper the importance is given to marketing and advertisement part as to launch new range of healthy products, the company has to implement new marketing practises. The new marketing campaign will adopt a new health conscious process which will flow along with a trend of fitting with health related issues like obesity in young children’s and create awareness about health eating practises. The main objective of this campaign is to promote its new products which are healthy and contains low fats. This will help create positive image of McDonalds among the customers and make them aware of new products which are healthier than the earlier once. To execute these plans the company has to plan its new strategy of advertising and marketing ideas and put a team in place to implement this strategy. The company has also introduced new smoothes and shakes along with healthy breakfast which is available before 12 in all the branches in UK. The marketing integrated campaigns main aim to reflect company mission and new attitude is been seen by the public through companies new promotion and marketing plans. Problems in implementing change When implementing change, conflicts will always follow. There are always conflicts on the route towards changes either before or after it has been initiated. Change in management can be the reason to bring success or failure to an organisation; however conflicts can bring problems if there are not resolved in time as they can bring obstacles in the new management structure introduced. The management has to be aware that it should be capable of not only introducing necessary changes but also be able to implement them effectively clearing all the obstacles. The main reason to bring changes in the organisation structure especially through marketing campaign is to improve the image of the organisation and to make the company more competitive in its industry.   The company might have to face many obstacles in doing this and these obstacles can be both external and internal. It is important to know the consent of the stakeholders of the organisation as they are very important part of the organisation. Stake holders include share holders, customers, supplier and employees. It is important for an organisation to keep all its stakeholders happy because if they are happy then it’s beneficial for the organisation. But there will conflict due to changes as there will be resistance from the side of employees or customers themselves as often people resist changing. There may be employees or customers who would accept the change happily but the problem is with those who do not agree with new management system which is to be implemented. Most of the time they may think that the change which has been brought is nothing to do with the issue or it may worsen the situations. I it may also happen that within employees they might not trust people who are in charge of this new change. Employees are not the only one who creates obstacles for change sometimes even the customers are not ready for change. If they do not take to change positively then this may create issue for the company to achieve its goal for the change. Along with this another problem that McDonalds may face is finding the right staff to drive this change that will be responsible to deliver these changes in department of marketing and communication. In addition to from employees and customer’s resistance there can be other barriers this may affect the process of change. The strategic implementation is important part of changes; complications in this can be problematic for the company. There can be many other issues which can create barriers in changes such as conflict in view of share holders or the problem in finance and lack of budget of the company another problem can be sustaining the process of change. As per carlopio 1998 innovation is something that does not happen in a day it takes series of phases to finish the process of change. Staff involved in this change management process must undergo some kind of training and learning procedure to make them competent to sustain the series of change until it attains success. Inability to handle or lack of experience and knowledge in implementation of strategic change may not be able to achieve integrated marketing and communication strategies. So to overcome the problem of negative response the management of the company should make the staff go through necessary training and development programmes. The training programme should be such that it should provide complete understanding of the programme to the members of the staff. It should make sure that none of the information is missed in the training programme. After the programme there should be a follow up to check if all the members have understood and have sufficient information to support change. There can be internal conflicts between the members of the staff due to cultural issues. This bring problem in harmony of the members in the organisation, leading to conflict within the company. McDonalds must understand the cultures of its employees and should identify the problem that may be caused because of the conflicts if any (wikins and Dyer, 1998) McDonalds should incorporate governance in the system to enhance the quality of staff and the time spent by them at the work place. Different appraisal policies can help to boost employees. Working environment can also be improved so that staff members can have a good time while working for the company which at the same time also benefits the organisation. Strong organisation culture along with good management team is needed to solve such internal conflict issues. The second most important change is to sustain the success that had been achieved through implementation of new management process. Change is part of the society and it comes again in regular interval of time (Carlopio, 1998). For the success of change management it is important that all the stakeholders know or are made aware that current change has been brought for the betterment of them. The management of the organisation should constantly analyse the current market trends and predict future scenarios, so that it can prepare itself for next set of change that will be required for the success of the organisation. Recommendations The success of the new changes in management cannot be correctly predicted as it completely depends on the attitudes of the young generation and the society. Changing the image from fast seller to a company who provides healthy meal is not a easy process, but with strong marketing campaigns and advertisement the message can be sent to people and there is a chance that this message will be delivered. It is imperative that the new image of McDonalds reaches all 117 countries. After this message has been promoted there is a chance of getting rid of the critic’s comments that McDonalds brands have unhealthy and fattening. In other words innovation can be explained as a bunch or new ideas which have been successfully implemented (Kuhn, 1993). Innovation can be led by two factors which is technology based innovation and the second one is demand based innovation. However most of the innovations are charged up realisation of demand instead of technology. Changes are mainly driven by constant research and development, performed by companies and RD is given a lot of attention. Apart from RD there can be other ways of bringing innovation and one of the simplest ways to keep improving working practises while in the daily routine. Combination of knowledge and extensive work experience can help to innovate a new a better way of doing things. Radical innovation always come from the RD department of the company but innovations which are incremental can only come from through practice (Lundvall, 1992). McDonalds will have to plan and implement its new marketing campaigns effectively with effective ways of doing it. The company has to take care that its internal staff is competent in delivering the outcome and that is minimum resistance from the internally. There is a good chance that McDonalds can change its image in food industry from junk food supplier to a health conscious meal provider.    Conclusion As per beverage 2003, the management of the organisation has to be on toss all the time to keep the organisation up to the market expectation. They have to continuously analyse and monitor current market conditions so that that they are aware of the current standing of the company in the market. To bring innovation the management will have to keep a check on which ideas are working and which are not doing well when implemented and accordingly change the management structure. To implement a management change the leader must create a environment which is safe and will support new changes in the organisation. A above all It can be said that a change in management is good only if that particular change has potential to improve companies competitiveness in the market and bring more success to the organisation. The organisation should keep monitoring current situations and make changes only if it is felt necessary, as change in organisation is a complex decision and has direct impact on the image of the organisation. With proper care and preparation and organisation (McDonalds) can survive the toughest competition. References Carlopio, J., (1998), â€Å"Implementation: making workplace and technical change happen†, McGraw-hill publication, Sydney. Yee, J.A., (1998), â€Å" Forces motivating institutional reform†, ericdigests.org/1999-1/reform.html. Accessed March 2011. Swenson, D.X., (1997), â€Å"Requisite conditions for team empowerment†, empowerment in organisations, Vol. 5 No. 1 Reigeluth, C. M. (1994). The imperative for systemic change. In C. M. Reigeluth R. J. Garfinkle (Eds.), Systemic change in education (pp. 3-11). Englewood Cliffs, NJ: Educational Technology Publications. Wilkins, A., Dyer, W. Jr (1988), Toward culturally sensitive theories of cultural change,  Academy of Management Review, Vol. 13. Kuhn, R.L., Ed., (1993), â€Å"Generating Creativity and Innovation in Large Bureaucracies†, Quorum Books, London Lundvall, B.A.,   (1992), â€Å" National Systems of Innovation: Towards a Theory of Innovation and Interactive learning†, Pinter, London. Beverage, w. M., (2002), â€Å"slow change in fast culture†, Educause review, pp. 10-11. Moran, J. W. and Brightman, B. K. (2001) ‘Leading organizational change’, Career Development International, 6(2), pp. 111–118. Burnes, B. (2004) Managing Change: A Strategic Approach to Organisational Dynamics, 4th edn (Harlow: Prentice Hall). Rieley, J. B. and Clarkson, I. (2001) ‘The impact of change on performance’, Journal of Change Management, 2(2), pp. 160–172. Graetz, F. (2000) ‘Strategic change leadership’, Management Decision, 38(8), pp. 550–562. Luecke, R. (2003), â€Å" Managing Change and Transition†,   Harvard Business School Press, Boston Burnes, B. (2004) Managing Change: A Strategic Approach to Organisational Dynamics, 4th edn (Harlow: Prentice Hall). Bamford, D. R. and Forrester, P. L. (2003) ‘Managing planned and emergent change within an operations management environment’, International Journal of Operations Production Management, issue 23, Vol. 5 McDonalds, (2010), â€Å"about McDonalds†, aboutmcdonalds.com/mcd, viewed on 5th march 2011.

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