Principles of Health Care Practice Code of Conduct Essay

1.1 Introduction I am writing this report as a requirement for my HNC Health Care course which will be submitted to Christine Hughes. In this report I will be comparing and contrasting two health care professions, the two health care professions I have chosen to compare is nursing and social work. The report will be highlighting the principles of healthcare, such as Education and Registration, (still to finish) 1.2 Nursing Education & Registration To train to be a qualified nurse you undertake either a pre-registration diploma or degree at university this is normally a three year programme. Degrees and diploma programmes comprise of 50% theory and 50% practice, with time split between the higher education institute. Nursing is organised into four branches – Adult, Children, Mental Health and Learning Disabilities. During the first year of nurse training you are introduced to all of the key areas as part of the Common Foundation Programme. In the second and third year you focus on a specific branch, which runs the course. Registered nurses and midwives are responsible for assessing the needs of individuals, planning and implementing their care, and evaluating the effectiveness. The Nursing and Midwifery Council (NMC) is the statutory regulatory body for nursing, midwifery and health visiting in the United Kingdom. All nurses working in the UK, including those trained abroad, need to be registered with the NMC in order to practice as a nurse in the UK, of that care. All qualified nurses, midwives and health visitors are required to be members of the NMC in order to practice. If nurses, midwives or health visitors are found guilty of misconduct, the NMC has the authority to strike them off the register. www.nhscareers.nhs.uk, www.planitplus.net/careerzone/ www.nursingnetuk 1.3 Social Work Education & Registration Social work requires a professional qualification, currently a three year undergraduate honours degree or a two year Masters degree in social work that has been approved by the General Social Care Council (GSCC)). The course involves a combination of course work and a minimum of 200 days spent in practice settings providing the opportunity for lots of practical experience before you actually qualify. The social work qualification is suitable for social workers in all settings and sectors. As a student and once qualified you will need to register with the General Social Care Council (GSCC) which is responsible for regulating the workforce. Previous qualifications in social work including the diploma will continue to be recognised as valid social work qualifications. There are a variety of ways to enter the social work profession, according to age and previous experience. www.socialworkcareers.co.uk, www.planitplus.net/careerzone 2.1 The Nursing & Midwifery Council The NMC is the regulatory body for nursing and midwifery; there purpose is to improve the standards of nursing and midwifery care in order to protect the public through professional standards. NMC register all nurses and midwives to ensure that they are properly qualified and competent to work in the UK. They set the standard of education; training and conduct that nurses and midwives will deliver high quality healthcare consistently throughout their careers. NMC also makes sure that nurses and midwives keep all their skills and knowledge up to date and to uphold the standards of their professional code. They also investigate allegations made against nurses and midwives who may not have followed the code. Every registered nurse, midwife or health visitor must renew their registration every three years. Post-registration education and practice (Prep) is set by the NMC which is designed to help nurses and midwifes provide a high standard of practice and care. There are legal requirements set which must be met in order for there registration to be renewed. 2.2 General Social Care Council The General Social Care Council (GSCC) sets standards of conduct for social care employers and workers, this regulates the social care workforce including regulating social work their training and education. The GSCC is responsible for codes of practice for employers and employees in the care sector. Social Care Register is a register of qualified social workers, the registration will ensure that those working in social care meet rigorous registration requirements and will hold them to account for their conduct by codes of practice. Registered social workers are also required to complete post-registration training and learning activities before renewing their registration every three years. Post-registration training and learning requirements that all registered social workers must meet are every social worker registered with the GSCC shall, within the period of registration, complete either 90 hours or 15 days of study, training, courses, seminars, reading, teaching or other activities which could reasonably be expected to advance the social worker’s professional development. To keep a record of post-registration training and learning undertaken, and failure to meet these conditions may be considered misconduct. Continuing Professional Development in Nursing All registered nurses and midwives are required to take part in continuing professional development (CPD) in order to maintain their professional registration. This is part of the post-registration education and practice (PREP) requirements, set by the Nursing and Midwifery Council NMC. There are two types of PREP, 1. Practice standards and Continuing professional development standards. CPD is fundamental to the development of all health care practitioners, as it is important that nurses keep there knowledge and skills up-to date, to improve standards in the practice and to gain more qualifications. To meet the CPD standards nurses must undertake at least 35 hours of learning activity relevant to their practice every three years, to maintain a personal professional profile of their learning activity and to comply with any requests to audit how they have met these requirements. Nurses and midwives who do not comply with the Prep requirements will cause their registration to lapse and can no longer work as a registered nurse or midwife. These requirements must be met every three years, and are declared at the point that registration is renewed. 3.1 Clinical Governance Clinical governance is the framework through which the NHS is accountable for the continuing improvement of quality of professional standards whilst still safeguarding high standards of care, thereby creating an environment which aims for clinical excellence. It is to ensure that high quality and professional standards are being maintained, and that health professionals are competent to deliver care safely with the right training and skills. This protects the patients from risks and mistakes allowing them to have confidence and faith in their care providers. Clinical governance also ensures that practitioners are accountable for the quality of patient care they provide meaning that they are more likely to question their practice and seek to make it of more benefit to the patient’s health. If it is found that those standards are not being met or they have got complaints from individuals about there delivery of care, there will be someone answerable for the failures to maintain standards. Nurses are responsible for their own competence and if they carry out treatments or procedures then they will be deeming themselves to do so.

Reflective practice Essay

Reflective practice is improving the quality of service provided, thinking back over a situation or activity, developing a different approach and gaining new insight into a new way of learning. The importance of reflective practice it to aim to continually progress to improve or change approaches, strategies and actions. To focus on what has worked well and what needs to be improved, provides clarity, to consider new approaches and learning, enables everything to be taken into account, to develop great awareness and benefit to pupils and setting and individual of improved performance. Standards such as the Essential Standards, the Code of Practice for Social Care Workers etc. tell us how we should be working. We can use them to think about the way we work and measure ourselves against them. Informing own learning, helping one to think about professional development and providing a way of identifying what is required for good practice. Own values may affect working practice by not respecting others who do not share your values, belief systems and experiences. Conflict with own values, belief experiences affecting approach to support teaching and learning e.g. motivation, respect, fairness , creativity. By favouring those who share your values, belief systems and experiences. Fostering understanding of others views and perspectives. People will respond and react different ways to constructive feedback such as agreeing with what is being said, expressing desire to improve, asking questions, looking for reassurance, being defensive and expressing anxiety over what is being said. The importance of seeking positive feedback to improve practice and inform development is to evaluate own performance. To raise awareness of strength, identify areas for improvement, what actions is to be taken to improve performance, to show you are able to learn and listen to others and to identify what works well. 2.3 The importance of using feedback to improve own practice is to ensure it meets the individuals needs, shows respect for the views of others and that you have listened to there views. Enables you to develop new approaches and ways of thinking also enables you to apply the insight you have gained. Effective feedback develops confidence, competence and motivates. A personal development plan will record information such as regular view of personal development, use reflective journal to consider progress made, evidence of achievement e.g. certificates, review goals and actions, agreed objectives for development. Sources of support for planning and reviewing own development could be mentor, teacher, local authority, training provider, awarding organisations, further or higher education institutions, appraisals, learn direct, training development agency for schools. The role of other will help us to provide grater insight, think about the impact practice has on others,working with others may also give development opportunities such as training, qualifications, shadowing experience colleagues. provide us with information and new ideas and these can come from other who may include carers, advocates, supervisor, mentor teacher and other professional. The benefit of using a personal development plan is to focus on what one wants to achieve and how to do it, to develop greater self-awareness of training needs, using reflection and structured planning on how to meet own goals and to increase own understanding of how to meet identified needs.

Nigerias Business Environment Essay Example | Topics and Well Written Essays - 1250 words

Nigerias Business Environment - Essay Example Misrule compounded by corruption and uncertainty are wrecking chances for development in Nigeria (Iba, Louis; 2009). The image of Nigeria is one of poverty and anarchy. This is largely due to unemployment and political uncertainty. Except for oil and gas the country is known for little else although natural resources are in abundance. Population below poverty line is shown as 70%. The country keeps showing results and returning to shambles in turns. Nigeria has not shown consistency in economical reforms although it has made attempts to project oil and other natural resources for potential foreign investments (Doing Business in Nigeria, 2007). There is inconsistency in the business environment. It has not shown any progress in clearing IMF debts. IMF had instructed stringent measures to revive economy that included reforms in the banking sector (Nigeria Economy 2010). Well-informed Nigerians rue the years of instability since the 1950s when oil was discovered in Nigeria. However, people are poor and spend more time on earning for their daily necessities. Revenues from oil are spent on balancing for various loans taken for infrastructure. Talking of infrastructure, the country's aspirations for establishing railway network has not resulted in any concrete action. This has given rise to facilitating transportation by roads. However, majority of the roadways are in poor shape resulting in traffic snarls. The civilian government of the day is doing all it can to project the country as a safe and conducive destination for business. However, their clarion call is not yielding the desired effects. Western powers are cool to investing in a nation where political status is still seen as unstable (Nigeria Economy 2010). Western economies have shied away from directly doing business in Nigeria leaving it to Asians. Asians have been more forthcoming from the 1970s and enjoyed the fruits of doing business in Nigeria. Japan has showed some interest in doing business in Nigeria (Bala, Dr Julius J; 2003). Today, Nigeria is a progressive economy. However, the country is experiencing setbacks so it is unable to meet projected economical targets. The country needs to act on its initiatives for economical turnaround with gender-based schemes to attract greater foreign investment and participation (Nwoye, May; 2007). In spite of the political and economic status, Nigeria has a vibrant and innovative population. It is this effervescent attitude that provides the best hope for appropriate business environment in a country torn by decades of mistrust among its two main communities Islamic and Christianity. Business Prospects in Nigeria When President Olusegun Obasanjo was sworn in on 29 May 1999 his reformative measures instilled confidence and attracted foreign investments. Obasanjo quietly

IB economics commentary (Section 5 - Development Economics) Essay

IB economics commentary (Section 5 - Development Economics) - Essay Example Protectionism is the practice of protecting domestic goods and service industries from foreign competition with tariff and non-tariff barriers (Answers). This economic commentary discusses the article ’Buy American’ feud exposes European double standards. During tough economic times it seems that countries become more conscious of the needs of its local industries. The European Union recently brought back its subsidies program to protect the nation’s dairy industry. A subsidy is a form of financial aid given to a business or industry by the government (Varian). It is considered the opposite of a tax. In Europe other more subtle measures are occurring that are not good for free trade. Some European nations such as Greece are forcing developing nations which are beneficiaries of their aid programs to purchase goods and services from them (Polack). Despite the help Greece is providing the agreements hurt the economic growth of developing nations by limiting their options and increasing their costs of doing business. The Greek contracts being tied to financial aid increases the costs of goods and services by 20%. This implies that actually value of the financial aid is deflated due to the loss of purchasing power as a consequence of inflated contract prices. Two of the factors that are causing the prices of these contracts to go are consultant fees and expensive materials. According to ActionAid the average costs of consultants working in developing nations is $1000 per day (Polack). Bilateral agreements are a common international occurrence that can have both positive and negative impacts on the nations involved in the treaties. A bilateral trade agreement is pact in which two countries in which the countries agree to lift most tariffs, quotas, and other trade barriers. The good thing about these agreements is that it promotes free trades which increases business activity between the nations.

THE REASON WHY TEENAGERS RUN AWAY Research Paper

THE REASON WHY TEENAGERS RUN AWAY - Research Paper Example Teenagers run away from their home due to many reasons and the consequences are usually very severe. There are basically five kinds of runaways, though there may be variations and overlapping within: situational, recidivist, street, chronic, and thrown away. Situational runaways constitute the largest group of youths who leave home. They usually are away for a day or two following a quarrel with parents before returning home. Chronic runaways constantly run from home and remain away for longer stretches of time, often progressing to street youth. Recidivists or repeat runaways leave home more than once, sometimes staying with friends, others living on streets or shelters. Studies show that recidivists’ runners are more likely than non-recidivists runawys to leave home due to problems involving family dynamics, substance abuse, transportation, and judicial systems among others. Street youth runaways leave home permanently and as the term suggests, tend to literally live on the streets and must fend for themselves. Some street kids also spend time staying in transitory housing such as shelters or abandoned building, and are most at risk for victimization. Thrown away leave homes as a result of dispute with parents or guardians, or are abandoned. Some thrown away youths also fall into other categories of runaways (Barri, 9). A big problem in the American household today is child abuse. Abuse comes in a variety of ways; physical, sexual, and mental. Children who experience abuse are more likely to run away from home than children who are not exposed to it. With any kind of abuse a child goes through it immediately starts to affect them psychologically. Children try to cope with the abuse at first; some are able to push it away while others wear the abuse on their face and it shows to everyone around them. Around the world an estimated forty million children suffer from

Poem Explication Essay Example | Topics and Well Written Essays - 500 words

Poem Explication - Essay Example There are six stanzas in it, but none of them follow traditional poetic forms or a set meter. Instead, Hughes allows the lines to be choppy, like how he imagines a hawk might think. The animal's self-impression is given as he seems to judge his body, "on falsifying dream / Between my hooked head and hooked feet: / Or in sleep rehearse perfect kills and eat" (2-4). The thoughts are presented as fragments only loosely connected to each other. As the hawk surveys his land through these choppy thoughts, it becomes clear he considers himself the master of his domain, â€Å"Nothing has changed since I began. / My eye has permitted no change. / I am going to keep things like this† (22-24). The mind of the hawk is flighty, but shows two primary drives -- an appreciation for beautiful detail and a deadly purpose. Hughes demonstrates a strong understanding of the hawk's world as something that is both beautiful and terrible. He says, "the earth's face is upward" (8) as he talks about th e trees poking into the sky, the buoyant air of the mountain and the warm sunshine. These details bring to mind a beautiful spring day glittering with promise.

Services Marketing Assignment Example | Topics and Well Written Essays - 500 words

Services Marketing - Assignment Example Westin Hotels and Resorts' ad displays a quieter and more relaxed atmosphere that is implied by showing more of nature - the sea and the sky. MGM Grand Hotels shows otherwise. Its advertisement demonstrates more of a different kind of fun - active interaction with other people, party, clubs, and loud music. The service package that Westin Hotels and Resort wishes to offer its market is one that involves a quieter lifestyle. Its style includes more of a relaxed kind of fun that is in extremely distant from the noise and the pressure of a city life filled with diverse groups of people. The ad, though does not show the cost of being able to enjoy such kind of atmosphere, implies simply that the target market may not spend as much to be able to experience such a serene atmosphere. Westin Hotels and Resorts sell its products directly to its customers through its ads. Utilizing the publishing industry as its channel upon reaching its potential customers is one way. Thus, it can be inferred from these companies ads that Westin Hotels and Resort's target market are those who wishes to commune with nature, to find serenity and relaxation. This market involves people who are probably tired of the life in the city - the noise and the pressure of interaction with diversified group of people.

Creative Writing Proposal Assignment Example | Topics and Well Written Essays - 1250 words

Creative Writing Proposal - Assignment Example Tamara’s grandfather had tried to raise his voice against such fatally dangerous customs and, as a result of it, had been banished from the tribe. I will give background on how he makes it to England and raises Tamara’s father in accordance with the culture of his forefathers but omitting all harmful practices of that culture. Tamara is a typical western teenager with average looks and a few beautiful features, but she is a victim of an identity crises inflicted by the strong pull of two opposite forces; Tamara’s mother and Tamara’s grandfather whose character I shall explain later. I will trace Tamara’s development from a meek girl into a strong woman who decides to build her own identity in face of heavy opposition by her best friend, Agatha, and her mother. Mrs. Odua Brown and the eventual transition she inspires in their respective views. She travels along with Rajab, her lover, and Agatha to Kenya to work on a thesis she decides to write for he r university degree. This is an intentional choice by her as she wants to fulfill her grandfather’s desire of saving the unique culture of their ancestors from the damage some of the customs are inflicting upon it. I will write in some detail the interesting travel stories through Africa that these friends will experience and how they change some of their views and strengthen others. Then she travels back to Birmingham and highlights the plight of her people through a book she writes based on her thesis. Agatha initially tries her best to make Agatha believe that she should try and blend into her environment instead of looking for and showing her ancestor’s, according to her, obsolete way of life. Maasai shave their head in order to show a transition in their lives, and Tamara does the same to show her friends and family that this is who she is and wants to stay. This signifies the start of the transition in her life. Agatha’s character is a soft and understandi ng one, so she accompanies Tamara to Kenya where her views are changed. She is also a loyal friend who does not leave Tamara even when she falls into some serious trouble with the Maasai chief. Mrs. Brown is another such character who opposes Tamara’s choice of Maasai traditional religion and culture but comes around with time, although she is still not strongly satisfied even till the end. Rajab and Youssef are two Muslim brothers who fight a lot amongst themselves but their fights are not of a serious nature. They fight because Youssef keeps motivating Rajab to be a little closer to their religion Islam while Rajab is a free soul who came on earth merely to enjoy and marvel life. The brothers provide comic relief and their conversations provide different perspectives on the perception of religious identity in the west after 9/11. But there is another interesting twist to the story, both secretly love Tamara and have their own unique styles of showing their feelings. Rajab f inds an interesting opportunity to be with Tamara in accompanying her to Kenya but is not motivated by her cause, which is until he experiences the Maasai life firsthand. He helps Tamara significantly in giving awareness to the tribal people. Rajab’s character flourishes into the second strongest character after Tamara. The prejudices people still hold based on ethnicity are highlighted through the lack of help Tamara

Social environmental accounting Essay Example | Topics and Well Written Essays - 2000 words

Social environmental accounting - Essay Example The company has employed various internal management accounting systems and techniques in relation to the social and environmental issues facing it (Marinova, Annandale, & Phillimore 2010). One of such system includes acting responsibly. This involves Aviva insurance using scientific research on the social and environmental impacts responsibly and engaging in good governance and management of the organization (Dalal-Clayton & Sadler 2014). It is important for organizations to balance possible environmental, social and economic impacts, risks and opportunities across the economic, social and economic spheres. This is a highly complex task to Aviva, its managers and the society at large. The complexity that is brought about by this is made more difficult through the requirement to identify the significance of various types and even time horizons of the outcomes. There may be instances where there is a positive overall societal, environmental and economic outcome while other activities leads to a positive outcome on one side and negative outcome on the other. Organizations, therefore, face difficulties in coming up with strategy and actions to balance the environmental, s ocial and also their economic sustainability. Managers in Aviva recognize this and ensure that it is highly incorporated in the decision-making processed  making it to be within the organizations acceptable  behavior and impacts of a society (Burritt 2011). The second internal management accounting system is saving for various environmental projects. The organization through its management overseas the Aviva community funds to sustain the economic, societal and environmental aspects of the society (Docherty, Kira, & Shani 2008). The organization is also involved in the management of its environmental costs. The organization is increasingly becoming aware of their environmental sustainability responsibility in the society. This is considering that

Secret Master Ancient and Accepted Scottish Rite Essay

Secret Master Ancient and Accepted Scottish Rite - Essay Example That this knowledge is to be used in the service of all with whom the vows are contracted, needs to be stated. The expectation is not only that Secret 'Woe betide anyone who is striving for a rank and is not worthy of it.' Bearing in mind the secrets, oaths and responsibilities they incur, this warns the candidate that he had better be certain that he possesses the integrity and strength of character to live of up the role of Secret Master. The 'woe betide' may possibly be extended to the penalties, symbolic or otherwise. An individual may aspire to this level as a natural progression, and the Masonic ethos is to assist him in reaching his greatest potential. The final analysis of this warning is 'Do not try to be what you are not, nor to have ideas above your station.' The person considering himself worthy of this position must be of strong character, know his own mind, believe in his abilities and will meet the demands asked of him in the 4th Degree. Pike points out that if the individual has any other goals than to seek the truth and to serve others, then this is the time to stand back. The Threat is an opportunity to take stoc k. In the wider sense, outside the Lodge, a person of such ... rank and is not worthy of it.' Bearing in mind the secrets, oaths and responsibilities they incur, this warns the candidate that he had better be certain that he possesses the integrity and strength of character to live of up the role of Secret Master. The 'woe betide' may possibly be extended to the penalties, symbolic or otherwise. An individual may aspire to this level as a natural progression, and the Masonic ethos is to assist him in reaching his greatest potential. The final analysis of this warning is 'Do not try to be what you are not, nor to have ideas above your station.' The person considering himself worthy of this position must be of strong character, know his own mind, believe in his abilities and will meet the demands asked of him in the 4th Degree. Pike points out that if the individual has any other goals than to seek the truth and to serve others, then this is the time to stand back. The Threat is an opportunity to take stock. In the wider sense, outside the Lodge, a person of such character and ability can only be an asset to society. Vows of duty, fidelity and integrity are part of many ceremonies, (nuptials, Holy Orders and so forth)and when put into action, are positive attributes for any man or woman. To wish to use them to serve God, Nature and Mankind as a whole, is a noble and admirable desire, bringing benefits to he who lives by them and to those he serves. The threat links directly to the integrity demanded in the vows, for a Secret Master. The second Threat, 'Woe betide anyone who makes commitments not being able to cope 3. with' is connected closely to the duty inherent as a responsibility at this level. This duty is not just to Masonic brethren, but to all mankind, God, Nature and the Universe. To help

Capstone to Business Management Final Project Essay Example for Free

Capstone to Business Management Final Project Essay Executive Summary Tim’s Coffee Shoppe is located in Sunnydale, Illinois. Sunnydale is a mid-sized city with a busy business district and a large university and Tim’s is located smack dab in the middle of all the traffic. Tim’s Coffee Shoppe is in need of some much needed improvements and needs things to run more smoothly. Some of Tim’s problems were customer satisfaction, employee loyalty and marketing. The following pages have a detailed review of what Tim needs to become more successful. One of the most important things Tim needs to accomplish is a makeover of his human resource program to address employee training, thus creating better customer service as well as expanding the types of marketing he utilizes. If he follows suggestions he would have the opportunity to obtain his long term goals such as * To double revenue by the end of the current fiscal year. * To receive at least 95 percent positive customer feedback regarding the service we provide. Regulations and Management Summary The attempt is to suggest to Tim’s Coffee Shoppe’s areas of weaknesses where subtle improvement to business strategies which can bring in the much desired and needed revenues and increase customer traffic. It is also an attempt to provide cost effective products through a change in supply and logistics for Tim’s Coffee Shoppe. The market segmentation is also to be altered to expand his customer base. Action Items The vision statement chosen is: â€Å"To ensure that each guest receives prompt, professional, friendly and courteous service. To maintain a clean, comfortable and well maintained premises for our guests and staff. To provide at a fair price nutritional, well-prepared beverages and foods-  using only quality ingredients. To ensure that all guests and staff are treated with the dignity and respect they deserve. To thank each guest for the opportunity to serve them. By maintaining these goals we shall be guaranteed a fair profit that will allow us to contribute to the community we serve† (Missionstatements.com, 2013). There are various things Tim could do to help achieve living up to this vision for his business. The following are Short Term Goals which would be actions that should ideally be completed within the next three months. * Spend the next month analyzing the competition and brainstorm on what they don’t offer that we do or can offer. * Choose one or two high-profile local charity events to sponsor * Redesign the customer service research process to include new questionnaires and incentives, such as monthly drawings for free products or discounts on future purchases for customers who take the time to respond. (Williams, 2013) The next few items are actions that would be Long Term Goals which should be completed by the end of the business’ fiscal year. * To build the companys name recognition within the community through community outreach projects (Williams, 2013) What else could Tim do to help achieve these very important goals? * Create actionable steps within committees to break down workload * Be positive and energetic * Decide how you are going to measure your success and keep track of it at regular intervals. * If your company is achieving its goals, be sure to recognize employees that helped. (Slutsky, 2013) HR Analysis Summary Human resources help the business in many ways. However, Tim has not been taking full advantage of this valuable tool. â€Å"While human resources handle many of the matters pertaining to the employees of a company, such as recruiting and benefits management, they also work with management to help develop long-term strategies for the growth and development of a company. HR departments often act as a middleman between employees and management and should be where employees go for basic company information† (Christensen, 2013). According to the files in Tim’s office most of his employees are  valuable assets. Employees are a critical component of any business. Successfully managing the human resource aspect of business can be important, even for very small businesses such as Tim’s Coffee Shoppe. After all, in a service economy, employees are part of the delivery of the product and service. Their performance, commitment and loyalty to the job are critical and can be boosted through successful HR management. However, there are a few that need coaching to achieve higher customer service and company loyalty standards, such as Darryl. The files also need to be better organized to achieve higher efficiency. It can become the single largest consumer of your time and energy if you dont know how to handle things well. And, its still a big consumer of your time and energy, even if youre adept at handling such things. Action Items There are numerous actions Tim should take to help this area of his business run more smoothly and effectively. These include; to have a staffing plan, find good employees, how to screen potential candidates, conduct personal interviews and the actual hiring process and most important of all, retaining the valuable employees and evaluating their performance as well as maintaining high standards. There are several steps to follow to help stay organized and achieve a highly valuable staff. The following are actions to take to maintain and educate the staff Tim already has. * Put together a human resource guideline handbook that states what policies and procedures you will and expect the employees to follow. This handbook should address issues such as: * at will employment * compensation * perquisites and bonuses * performance reviews * lay offs * terminations * conflicts of interest * disciplinary process * vacation time * sick time * family time * leave of absence * employee behavior * â€Å"To retain employees, your human resource management philosophy should be to eliminate things that push employees out. It should also, within reason, provide a number of things that keep pulling employees into the organization. Both approaches should be successful in retaining good employees as they both counteract the pulls from outside organizations† (Sensible Small Business Ideas, 2013). Some employees will lose interest and need something new to keep their interest in your company. It might be necessary to provide challenges, opportunities for advancement and other rewards. * It is important to remember that everyone including yourself, the owner, is a team. Everyone needs to be quietly evaluated on their performance and their pay should reflect that. Make sure to recognize high performing employees to upkeep their motivation to better your company and take the time to coach your lower performing employees. Also make sure they all know you are there to support and help them with any issues that they come across. Marketing Analysis Summary The competitive environment, also known as the market structure, is the dynamic system in which your business competes (Mack, 2013). It is the part a company’s external environment that consists of other organizations trying to secure clientele in the same market. It is the part of the trade that includes all immediate rivals. Tim has not effectively advertised his coffee shop. He has signage in the office that is not being put to use and the only sign that is noticed in the coffee shop is the Buy 10, Get 1 Free. Also, I believe that Tim heavily relies on his location of being near the university, bus stop and business district to attract customers. It may work well but there is always more that he could do to take his business from being good to booming. Some possibly effective marketing ideas to promote Tim’s Coffee Shoppe might be: * To create a website- Even if it  is just 1-3 pages of general information, it’s better than nothing. Blog sites are best because Tim would be able to easily update. * Neighborhood Marketing- Take advantage of areas that are outdoors like billboards, bus-stops, park benches†¦ anywhere that potential customers might frequent. Also, partner up with other small businesses and exchange flyers to pass out to customers. * Social Sites- Facebook and Twitter * Use Guerilla Marketing tactics- Go pass out coupons at malls, pass out fliers at the college, etc. Take samples of coffee and pastries to churches or community centers. Get reviewers to come in and write an article about the coffee shop. * Celebrate holidays or create a family day with free drinks for kids under a certain age. * Educate your customers- Host a seminar on the use of coffee or on different brewing methods. Have a â€Å"Coffee of the Month† where you can educate on the origin country of the coffee. (Reynolds, 2013) The majority of Tim’s Coffee Shoppe’s customers are the university’s students and also business professionals stopping by on their lunch breaks. A lot of the customers have filled out satisfaction surveys. This is a great tool and lets Tim know what they are doing right or wrong and what they need to improve on to make their business more successful and profitable. Especially when there is space for the consumer to fill in their own suggestion or comment, such as the survey at Tim’s which stated â€Å"I just love Tim’s. I love the special attention, atmosphere and a coffee shop that isn’t a chain for once.† This shows Tim that the customer is extremely pleased and he should be proud of his product and staff. However, the surveys can also show Tim where his business needs to improve to keep people coming back, such as the comment â€Å"The morning staff is RUDE† or â€Å"The coffee always tastes burnt. Don’t know why I come back†. This shows the Tim where there is opportunity for improvement. By making customer satisfaction surveys available, this is another tool they can utilize by taking suggestions to make their company better than the competition. Taking these suggestions and considering them an opportunity to improve will attract more customers to come back as well as giving Tim and his employees a goal to work towards and achieve. Action Items Creating a SWOT analysis identifying the good, bad and potential ugly for your business is essential before moving forward. Strengths: Tim needs to stand out from the rest of his competition. One strong strength would be his location. Being close to the university, Business Park and bus stop is a prime location to attract business. Weaknesses: Weaknesses noted on the marketing surveys are rude staff, old cash registers which make customers order incorrect, cramped seating, slow service, not taking debit cards and so on. Opportunities: Some opportunities for Tim’s might include a coffee of the month club, or adding more items to the menu. Threats: Some of the threats might be, of course, Queequeg’s and even the campus coffee machine. Economic Environment/Finance and Accounting/Financial Statements Summary Looking at the economic situation at Tim’s Coffee Shoppe it is decent but could definitely be better. To have a strong and successful business, you need to have a clear understanding of the financial impact that your most business decisions may have. Tim is expecting an increase in sales volume due to several large businesses moving into the area around the coffee shop. With more traffic going by the coffee shop, one would expect an increase in customers which would mean an increase in income for Tim. Virtually all of your businesss costs will fall, more or less neatly, into one of two categories: variable costs and fixed costs. Variable costs are costs which increase directly in proportion to the level of sales in dollars or units sold† (BizFilings, 2012). Variable expenses for the coffee shop would be some examples would be cost of goods sold, costs of supplies, and salaries of the employees. Action Items The total expenses will increase if the sales volume will increase due the variable expenses increasing. The companys total costs are a combination of the fixed and variable costs. â€Å"Assuming your sales exceed your variable costs, each additional unit of sales volume increases your gross profits and  your net income. If you can lower your costs without impacting revenue and maintain the same sales volume, your profits will go up† (Kokemuller, 2013). This means if Tim’s profits increase so does his net income. â€Å"It is very important for small business owners to understand how their various costs respond to changes in the volume of goods or services produced. The breakdown of a companys underlying expenses determines the profitable price level for its products or services, as well as many aspects of its overall business strategy† (Inc.com, 2013). The salaries of the employees will increase due to the fact Tim will have to hire more employees or increase the hours of existing employees to accommodate the additional customer base. The cost of supplies and goods sold will increase with the more customers and products sold. Fixed cost will remain the same regardless of the level of sales. These expenses would include Tim’s rent, depreciation, the lease on the refrigerator, taxes and insurance. Problem Solving/Recommendations Summary There are several things Tim could do to improve his coffee shop, especially to get it to become more marketable for him to sell. The following are good recommendations to start with: * Redesign the customer service research process to include new questionnaires and incentives, such as monthly drawings for free products or discounts on future purchases for customers who take the time to respond. * Create actionable steps within committees to break down workload * Put together a human resource guideline handbook that states what policies and procedures you will and expect the employees to follow * Expand advertising to other venues * More employee training and recognition References Associates Capstone in Management. (2012). Retrieved from Tims Coffee Shoppe simulation: http://extmedia.kaplan.edu.edgesuite.net/buness/AB299/Tims_Coffee_Shop/index.html BizFilings. (2012). Business Decisions and Finances: Cost-Volume-Profit Analysis. Retrieved June 24, 2013, from

Visual arts Essay Example for Free

Visual arts Essay Visual arts which make use of unusual media and technique, such as collage or origami, tend to both benefit from and be challenged by the medium and technique involved. A viewer is apt to react first to the medium and technique and perhaps, because of this, thematic or expressive ideas may be perceived as secondary to the impact of a given work. For example, a piece from the Origami NOW! exhibition such as Eric Joisels Pangolin is very effective at eliciting a response of admiration and even surprise of wonder at the technique involved in sculpting (or more properly: folding) paper into the shape of a convincingly realistic animal form which suggests an armadillo. On the other hand, although the animal offers a meaningful gesture, as though it is eating or drinking, the overall impact of the piece fails to gain any truly expressive or meaningful energy. It is simply a technically admirable piece. By contrast, Joel Coopers Gemini, is a deeply expressive piece which evokes stone relief carvings in origami. The faces are, themselves, primitive and expressive, but the thematic impact of the piece is much deeper than the surface level facial expression of the pieces central figures. The piece derives important impact from its sub-text of transference: ancient stone to ephemeral paper, which makes a statement about human civilization and history and the ephemerality of human monuments, and arty itself, while simultaneously elevating the ephemerality of the medium and technique (origami) to a sympathetic relationship to ancient art and antiquity. Yet another piece, Spike Sphere, by Thomas Hull, straddles the line between expressiveness and technical precision without ever falling precisely on one side or another. In effect, Hulls piece is the most harmonious of those examples of origami on exhibition at PEM. The overt impact of Hulls piece is that of geometrical expressionism, using a complex geometrical shape to express theme. In my opinion, Hulls Spike Sphere is meant to represent no less than the entire human cosmos in a single figure of origami. I said human because the piece reflects a particularly human concept of wholeness as in other geometrical abstractions: globes, the atom, stars, galaxies and even some scientific models of the multi-verse. Hulls figure is spherical and colored like a budding flower, but spiked suggesting pain, danger, emotional response. This precise configuration of human emotion and abstract form, coupled with organic coloring and an holistic gesture elevates Hulls piece to the highest levels. This work is a masterpiece which reveals the origami, as a medium, embodies much more than the stunned admiration for technique and cleverness associated with folding paper creatively and expressively. Reference Anonymous, PEN. Origami Now! www. pwm. org, 2008. accessed 6-12-08 http://pem. org/exhibitions/exhibition. php? id=65

Tannenbaum and Schmidt continuum

Tannenbaum and Schmidt continuum Executive Summary The following essay will demonstrate the authors ability to understand key theoretical and strategic issues relating to human resource management. The author will take the needs of the organisation and the individual, in order to maximise motivation, workplace practices and culture. These are some examples that are required for effective project management. Therefore, the author will critically compare three contingency situational theories and apply these to the authors own experiences within the workplace or outside commitments. The aim is to exemplify high-quality project management skills and identify what is required to become a successful leader. To begin, when individuals first learn about Fiedlers contingency theory, they generally think of the more readily used form of the word contingency (Envision, 2005). In essence, they assume that contingency is an element that relays upon or caused by another event i.e. leaderships, groups of people or infrequent relationships come into contention. However, at its base, contingency means individuals interacting with each other. This involves the connection or dependence amongst followers and their leaders. Between 1950 and 1960s, psychologists including Fielder, began to study leadership and behaviour styles of managers. However, before Fiedlers study, psychologists focused on the characteristics of successful leaders and believed in an ideal science of organisation. Psychologists believed that there were preeminent methods to run a group or organisation, which had the best decision making and effective business practices. Therefore, Fielders contingency theory was a benchmark to all modern management theories, in contradicting, singular ideal organizational approaches (Envision, 2005). The rationale of Fiedlers contingency is based upon the relationship between a leaders personality and the current environment in which a leader operates. A leader can be defined as, an individual who is given the task of directing or coordinating task-relevant activities, or an individual who carries the responsibility for performing these functions when there is no appointed leader (Envision, 2005). Therefore, the theory is based on determining the orientation of the leader (i.e. relationship or task) and the elements of the situation (i.e. leader-member relations, task structure, and leader position power) (SAC Business, 2007). Although, its worthwhile noting that task-oriented styles are more effective when a leader either has or doesnt has influence upon a particular situation. Relationship-orientated styles are more effective, only when a leader is reasonably favourable to their influence. In Fiedlers view, the appropriateness of the leadership style for maximizing group performance is contingent upon the favourableness of group-task situations (Fielder, 1967). While the theory foresees leader effectiveness upon an individuals characteristics and favourableness of the situation, the significant of effectiveness is anticipated by most variants of contingency theory as choosing the correct style of leader. The style of the leader is anticipated by both external and internal factors within an organisation i.e. a leaders awareness and agreement with other individuals upon a given task. In other words, the organization should match up a particular manager and his style to the demands of the situation or alter the variables within the situation, i.e., the power that goes with the leadership position, so that the situation becomes more conducive to the managers style of influence. Fielder proposes that it would be easier and more effective if an organisation engineers a job to suit a leader and not a leader adapting his own leadership style to fit the job. In essence, an organisation should match a manager and his style to the demands of the situation or alter the variables within the situation (Dean, 1976) i.e. the power associated with a leadership position, which will make the situation more conductive to a managers style of influence. There have been other contingency theories (situational contingency theory), which agree upon the non-existence of a single correct solution within an organisation. Additional similarities allowed the main principles to be amalgamated into one typical contingency theory i.e. group effectiveness requires cohesion between a leaders style and situational demands. Likewise, the theory which Fielder defines as, situational control, would demonstrate how a leader can have an influence on a groups behaviour and actions. Nevertheless, the Fielder theory hypothesises that most situations will have three aspects which will constitute a leaders posture: The Environment i.e. the groups assurance of the leader. Vagueness or clearness of the groups task. A leaders influence will effect on how the group performs on a given task. Therefore, in reference to the authors experiences, there was time when the author was rugby captain for a local Rugby team. Taking Fielders three theory hypothesis into context, the author had the acclaimed respect and confidence from other members of the team. The team were satisfied that they had a leader capable of delivering success and with this in mind; the team were fully focused on the task ahead. Before a league match commenced, the team were fully aware that they needed to work as a unit. All players knew that both the manager and the captain (author) demanded 100% commitment in a match or training. For whatever reason if a player lacked confidence or commitment, they would be dropped until they proved there worthiness. As a leader, the author regards himself as a benevolent dictator (Paul, 2004). The author can be ruthless in many respects, due to the hunger for success. The team understands the way in which the author reacts to particular scenarios i.e. the author has a fun side, as well as a serious side. As discussed, the author respects fellow team members and the team respects the author. Therefore, this is regarded as a recipe for success and could be reflected in the teams outstanding results. In contrast to Fiedlers contingency theory, which anticipates that a leadership style is difficult to change (Wiley, 2010), Hersey-Blanchard situational leadership model proposes that successful leaders adjust their leadership styles. Therefore, instead of utilising one style of leadership, leaders should change their leadership styles based on the maturity of the people theyre leading and the details of the task (Mind Tools, 2010). In essence, this theory allows the leader to judge both tasks and relationships with individuals more effectively, depending on the requirements that are needed to do the job successfully. Hersey-Blanchard devised a model map, which relates a particular leadership style to a maturity level. The table below (figure 1 Mind Tools, 2010), identifies which leadership style Hersey and Blanchard consider the most effective for people with that level of maturity. Hersey-Blanchards Model Map In essence, there are essentially four main leadership styles and these are explained in the examples below: S1 Telling. A leader will tell individuals instructions on what needs doing and how to complete the task successfully. S2 Selling. A leader tends to provide more communication with the individuals, even though a leader will still provide task instructions. Leaders tend to sell their message to get the entire team on board. S3 Participating. A leader tends to focus more on team relations and less on task direction. A leader will become more involved in a teams task and will have an equal say in decision making. S4 Delegating. A leader will become less involved in the decision making process. Although a leader will still monitor team progress, they will pass a proportion of the responsibility onto a follower or the entire group. In essence, leadership styles are split into two main areas. For example, S1 and S2 leadership styles concentrate upon completing a particular task. However, S3 and S4 leadership styles are more focused upon developing an individuals ability to work independently within a team. Likewise, an individuals maturity level will determine the style of leadership to adopt. A breakdown of maturity levels can be found in the examples below: M1 M1 maturity level is at the lowest point of the model map. Individuals who demonstrate at this maturity level tend to lack the necessary skills and knowledge to complete a given task upon their own ability. Its common to push these individuals to achieve something. M2 At this level, followers might be willing to work on the task, but they still dont have the skills to do it successfully. M3 Individuals at this level are well prepared and have the wiliness to complete a given task. However, these individuals still tend to lack confidence in their abilities to achieve something. M4 M4 maturity level is at the highest point of the model map. Compared to other levels on the maturity scale, individuals at this level posses the necessary skills and knowledge to complete a given task i.e. high confidence levels and strong commitment to complete a given task successfully. Essentially, every team which is created from a group of individuals are not equal. A theory behind Hersey and Blanchards situational leadership model argues that a leader will be more effective when they adopt a leadership style that is based upon either individuals or groups they are leading. In reference to the authors experiences, there was a period when the author worked within the Information systems department at Nissan Motor Manufacturing (UK) Limited. The author was given the responsibility of being in charge of a new individual within our resolve group. The author assumed the new individual had some of the required skills to reach the department goals, but not all of them. However, to the authors relief, they had the correct approach and attitude to complete the work. Therefore, the author believed that the individual was at a M3 maturity level (Medium maturity, higher skills but lacking confidence), which is linked to the S3 leadership style (Participating/supporting). Over the weeks that followed, the author ensured the individual was trained to the best of the authors ability, pushing and teaching the individual where necessary i.e. training of new systems. The authors main objective would be to ensure the individual would eventually make their own decisions and as a result, the author identified that both our relationships strengthen over the weeks and their own individual efforts are successful. Compared to the two previous contingency-situational theories, Robert Tannenbaum and Warren Schmidt developed a simple model which, developed a continuum of leadership behaviour to describe a range of behavioural patterns available to a manager (Dean, M, 1976). In other words, the model demonstrates the relationship between the level of freedom that a manager chooses to give to a team, and the level of authority used by the manager (Chapman, A, 1995-2009). The model below (figure 2) is based with Fred Luthans Organisation Behaviour (1995). A leaders action identified on the left of the model, typify a manager who maintains a high degree of control. Whereas, a leaders action identified on the right of the model, typify a manager who delegates authority. Tannenbaum and Schmidt felt that a leader should not choose one style and adhere to it strictly but should be flexible and adapt his style to the situation (Dean, M, 1976). Tannenbaum and Schmidt acknowledged that there should be an interaction between a leader and his /her team. There is usually a trade-off between the control exercised by the leader and the control exercised by the team. However, its identified that no one usually has 100% control of a situation. Even though a leader may give a direct order, other individuals may retain control over i.e. how eager an individual obeys an order. Tannenbaum and Schmidt highlight four diverse leadership styles: Telling A tyrannical style, which a leader gives specific instructions and will monitor individuals intimately. Telling style, is useful when individuals cannot deal with a task unaided, are reluctant, are introduced to a new leader or a previous leader who allowed standards to depreciate. This style will only work well, when you monitor key performance indicators closely or be precise about standards and performance targets for example. Selling A manager will make a decision and then sells the decision (Sherwin, 2009). Selling is acknowledged as being influential, in which a leader gives a clear direction upon a given task and supervises a situation very closely. Selling is also regarded in explaining decisions, encouraging suggestion and supports progress. However, this style works well, when team motivation is lacking and more appropriate when a particular task is non-negotiable. Its also appropriate when a teams motivation is critical to achieve task success. Although, for this style to be successful, you need to reward positive attitudes, listen to staff more closely and develop team skills for example. Consulting A manager will present ideas and invites questions. A manager will have hesitant decisions that are subject to change. A manager will present a problem, get suggestions and make a decision (Sherwin, 2009). Consulting, is collaborative in a style which a leader will discuss a task and will listen to a teams collective ideas. A leader will take each idea into consideration and will have to make a key decision. Consulting is appropriate when a team has both the competence and sufficient skills to contribute to a particular cause. However, the leader has the desire to retain control of a situation, particularly when a leader feels there is an imbalance between a teams competency and any associated risks. Although, for this style to be successful, you need to focus on morale, team spirit and encourage team participation for example. Participation A manager will define a team limits and ask a group to make decisions. A manger permits subordinate to function within limits defined by superior(Sherwin, 2009). Participation is a facilitating style, which a leader gives a team maximum responsibility. Participation is appropriate when a team can demonstrate competency and has a positive attitude towards a task. A leader can have the confidence in letting a team get on with a task and utilise this as a crucial part of the development process. Although, for this style to be successful, you need to act as a resource tool, allow individuals to independently develop their learning and identify potential individuals that can show an example to others. Before the author decided to enrol in higher education, there was a period of time when the author was an apprentice electrician with the local council. The role involved attending a variety of jobs in office buildings, factories, schools, hospitals etc. Emergency call outs were frequent and there was one particular job which required urgent attention. The nature of the job involved an elderly couple, which experienced severe flooding from their bathroom and it was leaking through light fittings in the kitchen. When the author and a colleague arrived at the scene, the damage was worse than anticipated. Therefore, the author had been given the authority to contact the depot to ask for additional members of staff including a plumber and a plasterer. When they arrived on scene, the author coordinated the entire job to ensure the power circuits were repaired, damaged pipe work repaired and the ceiling patched where the water was leaking. Although the author maintained partial authority, the author allowed the team to coordinate some activities amongst themselves. Therefore as the situation changed, the author demonstrated a degree of flexibility, which can be highlighted in Tannenbaum and Schmidts Model of Delegation and Team Development If you refer to the model above, the author tends to typify a leader who demonstrates authority. The author tends to gain a range of theories and ideas which are discussed with the group. Once achieve, the author would make an appropriate decision. In essence, all three contingency theories have unique characteristics that are suited around a particular style. The contingency theory which the author believes will benefit a workforce is the Fielder-Contingency theory and this assumption is based upon the authors own experiences. In comparison to the Hersey-Blanchard and Tannenbaum and Schmidt leadership theories, the author particularly likes the way which Fielder justifies that leaders are not just successful or unsuccessful. Depending upon the situation at the time, leaders can be either effective or ineffective. Therefore, any individual can have the potential to become a successful leader if they choose the most appropriate situation to apply their leadership styles. By adjusting certain elements i.e. task structure, relationships; a leader can have a more effective leadership style. Fielders scale can be relevant in determining leadership styles. References Chapman, A (1995 2009) Tannenbaum and Schmidt continuum. Available at http://www.businessballs.com/tannenbaum.htm. (Accessed: 6th April 2010) Dean, E. M (1976) Managerial Styles. Available at www.airpower.au.af.mil//mar-apr/dean.html. (Accessed: 6th April 2010) Envision Software (2005) Fielders Contingency Theory. Available at http://www.envisionsoftware.com/articles/Fiedlers_Contingency_Theory.html. (Accessed: 31st March 2010) Fielder, F. E (1967) A Theory of Leadership Effectiveness, McGraw Hill, New York, p. 147. Luthans, F (1995) Organisation Behaviour, 7th edition, McGraw Hill, New York Mind Tools (1995 2010) The Hersey-Blanchard Situational Leadership Theory. Available at http://www.mindtools.com/pages/article/newLDR_44.htm (Accessed: 2nd April 2010) Paul, L. G (2004) Ruthless Strategies for Succeeding in Times of Trouble. Available at http://www.cio.com/article/32171/Ruthless_Strategies_for_Succeeding_in_Times_of_Troube. (Accessed: 6th April 2010) SAC Business (2007) Fielders Contingency Theory. Available at http://docs.google.com/viewer. (Accessed: 31st March 2010) Sherwin, L (2009) Styles of Leadership Available at http://www.lindsay-sherwin.co.uk/guide_team_leadership/html_leadership_styles/4_tannenbaum_schmidt.htm. (Accessed: 12th April 2010) Wiley (2010) What are some additional directions in leadership development and research? Available at http://docs.google.com/viewer. (Accessed: 1st April 2010) Bibliography Chapman, A (1995 2009) Tannenbaum and Schmidt continuum. Available at http://www.businessballs.com/tannenbaum.htm. (Accessed: 6th April 2010) Contingency Models (1997) Contingency Models Website Available at http://www.see.ed.ac.uk/~gerard/MENG/ME96/Documents/Styles/conti.html (Accessed: 31st March 2010) Dean, E. M (1976) Managerial Styles. Available at www.airpower.au.af.mil//mar-apr/dean.html. (Accessed: 6th April 2010) Envision Software (2005) Fielders Contingency Theory. Available at http://www.envisionsoftware.com/articles/Fiedlers_Contingency_Theory.html. (Accessed: 31st March 2010) Fielder, F. E (1967) A Theory of Leadership Effectiveness, McGraw Hill, New York, p. 147. Luthans, F (1995) Organisation Behaviour, 7th edition, McGraw Hill, New York Mind Tools (1995 2010) The Hersey-Blanchard Situational Leadership Theory. Available at http://www.mindtools.com/pages/article/newLDR_44.htm (Accessed: 2nd April 2010) Paul, L. G (2004) Ruthless Strategies for Succeeding in Times of Trouble. Available at http://www.cio.com/article/32171/Ruthless_Strategies_for_Succeeding_in_Times_of_Troube. (Accessed: 6th April 2010) Peters, L. H., Hartke, D. D., Pohlmann J. T. (1985) Fiedlers Contingency Theory of Leadership: An application of the meta-analysis procedures of Schmidt and Hunter, Vol 97 (2), pp. 274-285. DOI [Online]. Available at http://Psycnet.apa.org/doi (Accessed 1st April 2010) Pugh, D.S (1988) Organization Theory, Penguin Books, pp417 424 SAC Business (2007) Fielders Contingency Theory. Available at http://docs.google.com/viewer. (Accessed: 31st March 2010) Sherwin, L (2009) Styles of Leadership Available at http://www.lindsay-sherwin.co.uk/guide_team_leadership/html_leadership_styles/4_tannenbaum_schmidt.htm. (Accessed: 12th April 2010) Wiley (2010) What are some additional directions in leadership development and research? Available at http://docs.google.com/viewer. (Accessed: 1st April 2010) Vecchio, P. R (1988) Organizational Behaviour, Dryden Press, pp286-304

The Political Impact on Humans Essay -- History government Historical

The Political Impact on Humans Humans and Nature It is a proven fact that individuals need an organization of a government. Without order, no one would know how to act and how to behave. There are two different types of people; one group takes control of a given situation while the other lets the power be taken away from them. Without any setup of a government, a few people would be making the choices for many and not let everyone be represented in their government. These setups of government include a republic, communistic, fascist, and socialistic. Each of these examples has a central government but the power of the central government distinguishes the differences between them. Karl Marx and Friedrich Engels both thought about their current government and how they could create a form of government that would surpass their existing one. The Manifesto of the Communist Party politically influenced the Marxist society, other societies of his time, and our modern day society. Marx and Engels were both reform thinkers and philosophers. They wanted to bring about a radical change; they saw the proletariat working for the bourgeoisie, the capitalists. Marx and Engels did not like the economic gap between the two classes; the richer were getting richer, while the working class remained poor. As humans, there is a want to make more money and live more lavishly. Most people get jealous and want to drive the nicest car, live in the largest house, wear the designer clothing, eat at fancy restaurants, and work at the most respectable job. Who wants to live in a shack, eat meagerly, and wear tattered clothing? No one does, it is human behavior that makes us jealous of what we do not have. ... ...ot compare with Russia or China. As a result, the world has proven that capitalism outperforms communism. The United States leads the world in technology, wealth, and knowledge and without capitalism; our country would be suffering economically. It is important to allow individuals control their own financial means and to give them enough freedom to live out their lives. http://eserver.org/marx/ http://marxists.org/index http://www.marxist.com Notes 1. Michael Lowry, â€Å"Globalization and internationalism: How up-to-date is the communist manifesto,† Monthly Review, 50 (1998): 6. 2. â€Å"Attack on capitalism,† Canada & the World Backgrounder, October 1999, 19. 3. Antonio Gilman, â€Å"The Communist manifesto, 150 years later,† Antiquity 72 (1998): 278. 4. Mark Skousen, â€Å"What’s left of Marxism?,† The Freeman, 48 (1998): 8.

The History Of The Industrial Workers of the World :: The History Of The IWW

The Industrial Workers of the World is an ample union who are commonly known as the IWW and the Wobbles. During the time period between 1900 and 1930 the United States focused their attention and was occupied with the Labor Union Movement, which started in the late 1800’s and also World War I which began a later. The IWW stood strong throughout and never gave up for what they were fighting for. This can be seen through their slogan, â€Å"An injury to one is an injury to all.† Their messages were effective and drew a plethora of heads. The IWW accomplished certain goals and acquired a reputation in society during that time even though straight from the start, United States government was not on their side. Founded in 1905 by men with bitter experiences in the labor struggle, the Industrial Workers of the World held their headquarters in Philadelphia, Pennsylvania. They were based solely on the fact that workers should be united within a single union and the wage system should be abolished as stated in the preamble to their constitution. "The working class and the employing class have nothing in common. There can be no peace so long as hunger and want are found among millions of the working people and the few, who make up the employing class, have all the good things of life. Between these two classes a struggle must go on until the workers of the world organize as a class, take possession of the means of production, abolish the wage system, and live in harmony with the Earth. ... Instead of the conservative motto, 'A fair day's wage for a fair day's work', we must inscribe on our banner the revolutionary watchword, 'Abolition of the wage system'.† The IWW proclaimed a challenge to existing unions and social order that was dominated by the rise of copious monopolies. The History Of The Industrial Workers of the World :: The History Of The IWW The Industrial Workers of the World is an ample union who are commonly known as the IWW and the Wobbles. During the time period between 1900 and 1930 the United States focused their attention and was occupied with the Labor Union Movement, which started in the late 1800’s and also World War I which began a later. The IWW stood strong throughout and never gave up for what they were fighting for. This can be seen through their slogan, â€Å"An injury to one is an injury to all.† Their messages were effective and drew a plethora of heads. The IWW accomplished certain goals and acquired a reputation in society during that time even though straight from the start, United States government was not on their side. Founded in 1905 by men with bitter experiences in the labor struggle, the Industrial Workers of the World held their headquarters in Philadelphia, Pennsylvania. They were based solely on the fact that workers should be united within a single union and the wage system should be abolished as stated in the preamble to their constitution. "The working class and the employing class have nothing in common. There can be no peace so long as hunger and want are found among millions of the working people and the few, who make up the employing class, have all the good things of life. Between these two classes a struggle must go on until the workers of the world organize as a class, take possession of the means of production, abolish the wage system, and live in harmony with the Earth. ... Instead of the conservative motto, 'A fair day's wage for a fair day's work', we must inscribe on our banner the revolutionary watchword, 'Abolition of the wage system'.† The IWW proclaimed a challenge to existing unions and social order that was dominated by the rise of copious monopolies.

The Agricultural Adjustment Act :: essays research papers

The Agricultural Adjustment Act   Ã‚  Ã‚  Ã‚  Ã‚  During World War I, England’s agricultural economy was badly damaged. This inconvenience for the English was a blessing to American farmers. Since the invention of the combine, and various other mechanical harvesting machines, American farmers could increase their crop yield. In turn they could export the extra crops to England for more money. Once England got back on it’s feet, American farmers could not find any exports for their crops. As they continued to produce more than the American people could consume, the prices of agricultural goods dramatically dropped. By the 1930’s many farmers were in serious need of help, with heavy farm loans and mortgages hanging over their head’s. Nothing had been done to help the farmer’s during The Hoover Administration. So in 1933 as part of Roosevelt’s New Deal, the Secretary of Agriculture, Henry Wallace devised a plan to limit production and increase prices. Which came to be known as the Agricultural Adjustment Act of 1933, also known as the AAA. The AAA was established on May 12, 1933 it was the New Deal idea to assist farmers during the Great Depression. It was the first widespread effort to raise and stabilize farm prices and income. The law created and authorized the Agricultural Adjustment Administration to: Enter into voluntary agreements to pay farmers to reduce production of basic commodities ( cotton, wheat, corn, rice, tobacco, hogs, milk, etc..), to make advanced payments to farmers who stored crops on the farm, create marketing agreements between farmers and middlemen, and to levy processing taxes to pay for production adjustments and market development. Basically the AAA paid farmers to destroy their crops and livestock in return for cash. In 1933 alone cotton farmers were paid $100 million to plow over their cotton crop. Six million piglets were slaughtered by the government after they bought them from farmers. The meat was canned and given to p eople without jobs. In order for this new bill to work there needed to be money to pay the farmers, this money came from the companies that bought farm products in the form of taxes. While it seemed like a good idea to pay farmers to cut back on crops to lowering the surplus and boost the economy, The Supreme Court found the Act unconstitutional in 1936.

Leadership Theories

Abstract Throughout the history of education, leaders have used many different styles to lead faculty and staff. Leadership within the educational system has evolved over the years to become a more participative rather than a domineering style. The purpose of the paper is to explore in detail educational leadership theories. Educational Leadership Theories Leaders are not born; however, they do have natural traits that affect their abilities. In recent years, Educational accountability has been the focus of state and local governments.Federal and state achievement standards are being created for students as well as educational leaders. Now more than ever school districts are under pressure to increase student achievement. Leaders are being asked to provide specific documentation that student performance is part of the goal and mission of the schools. Educational leaders are being held accountable for the processes they establish as well as the success of their faculty and students. T hey are being required to implement strategies for measuring and reporting student outcomes and connecting those outcomes to the performance of teachers and schools.How a leader successfully runs a school directly impacts how successful students can be, this is second only to classroom instruction. Leadership entwines leaders’ faculty and staff and their influence, organizational objectives, change and people. Everyone is leading someone somewhere, but the question is where and how. In order to be a good leader one must be a good employee. Many scholars define leadership as one who plans, directs, or guides people toward a mutual goal. Leadership has been described as an influence relationship among leaders and staff who intend real changes and outcomes that reflect their shared purposes.The basis for good leadership is a respectable personality and unselfish service to employees and the organization. The best leaders are those who are deeply interested in others and can brin g out the best in them. Great leadership begins by modeling the way, inspiring a shared vision, challenging the process, enabling others to act and encouraging hearts. In order for one to favor a leadership style, one must understand where the leadership styles originated. However, one may wonder if certain characteristics or traits are inherent in leaders.According to research, the 1940’s found that leaders maintain certain traits. These traits were based on physical and personality characteristics as well as intelligence and interpersonal skills (Sahin, 2004). The limitations of trait theory are that leaders cannot be developed through their skills and education (Sahin, 2004). Directive Leadership This style of leadership is considered job-centered. The job-centered (task-initiating structure) behavior focuses on the leader taking control in order to get the job done quickly.It relies heavily on faculty and staff taking orders from the leader instead of the leader offering much clarification or dialogue faculty and staff are inspired through threat of correction and reprimand. The directive leadership style offers several advantages: swiftness of task completion keeps group members from producing alternatives that influence the minority negatively, guarantees the leader is heard and informs staff when their conduct is undesirable. The disadvantages of the directive leadership style are: dissociates staff, non-development of employees and convenience.One might use this style of leadership when the faculty or staff is in danger of not accomplishing a task in a timely manner or in a crisis situation. Laissez-Faire Leadership The Laissezz-Faire leadership style places an emphasis on the staff centered attribute. Leaders who use this style fail their staff because they offer no positive or negative direction nor do they interfere at any time. Laissezz-Faire leaders renounce their leadership, giving staff a wide spectrum of decision-making which could lead to amplifying their power and influence.Leaders assume the staff will make decisions in a timely manner and handle whatever problems that arise. There are some advantages and disadvantages of using this style of leadership. It allows the staff members to develop a working relationship in an informal setting and generates an opportunity to be successful by making their own decisions. On the other hand, a staff member can dominate and take control which could lead the staff to make incorrect decisions and possibly have the staff reprimanded which would lead to negativity within the group; affecting the process and their motivation.Participative (Democratic) Leadership Participative leadership requires and encourages participation from everyone and shares decision-making for the betterment of the organization. Staff motivation is derived through obtaining self-image awards. Leaders reward staff through positive evaluations which in turn increases motivation and morale. There are some a dvantages and disadvantages to using this style of leadership. Leaders who allow employees to participate in decision-making showed improvement in relations and encouraged employee commitment. Coaching LeadershipCoaching theories of leadership assert that people will follow leaders who are inspirational. The leader will develop a working relationship such as teacher/mentor. The overall success of the organization depends on whether the mentor has the knowledge to strengthen the work relationship and create an environment where the mentee feels as though they are respected and valued. Coaching leaders are known to establish performance specifications and make sure they are accomplished by a given deadline, limit the contentment of employees and create a low amount of employee commitment.Collaborative Leadership The affilitative leader has the ability to motivate staff to surpass their own individual aspirations for the greater good of the district. The affilitative leader is a morall y responsible person who focuses on developing the moral maturity, values, and standards of his or her staff and strengthening their devotion to serve the well-being of others, their school, the district and the community. This leader is one who conveys a vision to inspire others sets long-term goals and emphasizes social and interpersonal skills.These leaders must possess high self-esteem, self-regard and self-awareness to effectively transform organizations and employees. Leaders with these attributes are highly admired, respected, trusted, and have a high level of self-confidence, self-esteem, and self- determination. They are usually regarded as role models and demonstrate high standards of ethical and moral conduct. There are pros and cons in using the affilitative leadership style. These leaders place an emphasis on team building, and empowering and developing potential in order to reach long-term goals.An Affilitative leader create and encourage a collaborative learning envir onment, improve morale, embraces accountability and conflict resolution, proactive towards change management, ignites communication and supports empowerment. These leaders also facilitate staff toward motivation and being involved in the vision they produce. Collaborative leadership is leadership shown by acting together to solve issues. It uses supportive and inclusive methods to ensure that all people affected by a decision are part of the change process. It requires a new notion of power†¦ he more power we share, the more power we have to use. The district that I am proud to be a part of has a variety of leadership styles. The leaders in the district are a compilation of Participative (Democratic), Coaching and Collaborative Leadership styles. However, this has proven to be effective at all 11 buildings within the district. My elementary building has seen drastic changed to the administration within the last 6 years. Finally, with a new superintendent as well as a new princi pal, the morale of the faculty and students far exceeds our expectations.References Council of Chief State School Officers. (2008). Educational leadership policy standards: ISLLC Interstate School Leaders Licensure Consortium. Washington, DC. Retrieved October 30, 2010, from www. npbea. org/pdf/ISLLC/PRessRelease. pdf Mitchell, Douglas E. , and Sharon Tucker. â€Å"Leadership as a Way of Thinking. † EDUCATIONAL LEADERSHIP 49, 5 (February 1992): 30-35. EJ 439 281. Retrieved November 1, 2010. From www. vtaide. com/png/ERIC/Transformational-Leadership. htm O’Leary R. , Bingham L. , Choi Y. Teaching Collaborative Leadership: Ideas and Lessons for the Field. Journal of Public Affairs Education. 16(4), 565-592. Retrieved November 1, 2010 from www. naspaa. org/jpaemessenger/Article/vol16-/05_16n04_OLearyBinghamChoi. pdf Sahin, S. (2004). The Relationship between Transformational and Transactional Leadership Styles of School Principals and School Culture (The case of Izmir, Tu rkey). Educational Sciences: Theory & Practice, 4(2), 387-395. Retrieved October 30, 2010. from www. fedu. uaeu. ac. ae/Journal/PDF23/issue23-artical9. pdf Leadership Theories Abstract Throughout the history of education, leaders have used many different styles to lead faculty and staff. Leadership within the educational system has evolved over the years to become a more participative rather than a domineering style. The purpose of the paper is to explore in detail educational leadership theories. Educational Leadership Theories Leaders are not born; however, they do have natural traits that affect their abilities. In recent years, Educational accountability has been the focus of state and local governments.Federal and state achievement standards are being created for students as well as educational leaders. Now more than ever school districts are under pressure to increase student achievement. Leaders are being asked to provide specific documentation that student performance is part of the goal and mission of the schools. Educational leaders are being held accountable for the processes they establish as well as the success of their faculty and students. T hey are being required to implement strategies for measuring and reporting student outcomes and connecting those outcomes to the performance of teachers and schools.How a leader successfully runs a school directly impacts how successful students can be, this is second only to classroom instruction. Leadership entwines leaders’ faculty and staff and their influence, organizational objectives, change and people. Everyone is leading someone somewhere, but the question is where and how. In order to be a good leader one must be a good employee. Many scholars define leadership as one who plans, directs, or guides people toward a mutual goal. Leadership has been described as an influence relationship among leaders and staff who intend real changes and outcomes that reflect their shared purposes.The basis for good leadership is a respectable personality and unselfish service to employees and the organization. The best leaders are those who are deeply interested in others and can brin g out the best in them. Great leadership begins by modeling the way, inspiring a shared vision, challenging the process, enabling others to act and encouraging hearts. In order for one to favor a leadership style, one must understand where the leadership styles originated. However, one may wonder if certain characteristics or traits are inherent in leaders.According to research, the 1940’s found that leaders maintain certain traits. These traits were based on physical and personality characteristics as well as intelligence and interpersonal skills (Sahin, 2004). The limitations of trait theory are that leaders cannot be developed through their skills and education (Sahin, 2004). Directive Leadership This style of leadership is considered job-centered. The job-centered (task-initiating structure) behavior focuses on the leader taking control in order to get the job done quickly.It relies heavily on faculty and staff taking orders from the leader instead of the leader offering much clarification or dialogue faculty and staff are inspired through threat of correction and reprimand. The directive leadership style offers several advantages: swiftness of task completion keeps group members from producing alternatives that influence the minority negatively, guarantees the leader is heard and informs staff when their conduct is undesirable. The disadvantages of the directive leadership style are: dissociates staff, non-development of employees and convenience.One might use this style of leadership when the faculty or staff is in danger of not accomplishing a task in a timely manner or in a crisis situation. Laissez-Faire Leadership The Laissezz-Faire leadership style places an emphasis on the staff centered attribute. Leaders who use this style fail their staff because they offer no positive or negative direction nor do they interfere at any time. Laissezz-Faire leaders renounce their leadership, giving staff a wide spectrum of decision-making which could lead to amplifying their power and influence.Leaders assume the staff will make decisions in a timely manner and handle whatever problems that arise. There are some advantages and disadvantages of using this style of leadership. It allows the staff members to develop a working relationship in an informal setting and generates an opportunity to be successful by making their own decisions. On the other hand, a staff member can dominate and take control which could lead the staff to make incorrect decisions and possibly have the staff reprimanded which would lead to negativity within the group; affecting the process and their motivation.Participative (Democratic) Leadership Participative leadership requires and encourages participation from everyone and shares decision-making for the betterment of the organization. Staff motivation is derived through obtaining self-image awards. Leaders reward staff through positive evaluations which in turn increases motivation and morale. There are some a dvantages and disadvantages to using this style of leadership. Leaders who allow employees to participate in decision-making showed improvement in relations and encouraged employee commitment. Coaching LeadershipCoaching theories of leadership assert that people will follow leaders who are inspirational. The leader will develop a working relationship such as teacher/mentor. The overall success of the organization depends on whether the mentor has the knowledge to strengthen the work relationship and create an environment where the mentee feels as though they are respected and valued. Coaching leaders are known to establish performance specifications and make sure they are accomplished by a given deadline, limit the contentment of employees and create a low amount of employee commitment.Collaborative Leadership The affilitative leader has the ability to motivate staff to surpass their own individual aspirations for the greater good of the district. The affilitative leader is a morall y responsible person who focuses on developing the moral maturity, values, and standards of his or her staff and strengthening their devotion to serve the well-being of others, their school, the district and the community. This leader is one who conveys a vision to inspire others sets long-term goals and emphasizes social and interpersonal skills.These leaders must possess high self-esteem, self-regard and self-awareness to effectively transform organizations and employees. Leaders with these attributes are highly admired, respected, trusted, and have a high level of self-confidence, self-esteem, and self- determination. They are usually regarded as role models and demonstrate high standards of ethical and moral conduct. There are pros and cons in using the affilitative leadership style. These leaders place an emphasis on team building, and empowering and developing potential in order to reach long-term goals.An Affilitative leader create and encourage a collaborative learning envir onment, improve morale, embraces accountability and conflict resolution, proactive towards change management, ignites communication and supports empowerment. These leaders also facilitate staff toward motivation and being involved in the vision they produce. Collaborative leadership is leadership shown by acting together to solve issues. It uses supportive and inclusive methods to ensure that all people affected by a decision are part of the change process. It requires a new notion of power†¦ he more power we share, the more power we have to use. The district that I am proud to be a part of has a variety of leadership styles. The leaders in the district are a compilation of Participative (Democratic), Coaching and Collaborative Leadership styles. However, this has proven to be effective at all 11 buildings within the district. My elementary building has seen drastic changed to the administration within the last 6 years. Finally, with a new superintendent as well as a new princi pal, the morale of the faculty and students far exceeds our expectations.References Council of Chief State School Officers. (2008). Educational leadership policy standards: ISLLC Interstate School Leaders Licensure Consortium. Washington, DC. Retrieved October 30, 2010, from www. npbea. org/pdf/ISLLC/PRessRelease. pdf Mitchell, Douglas E. , and Sharon Tucker. â€Å"Leadership as a Way of Thinking. † EDUCATIONAL LEADERSHIP 49, 5 (February 1992): 30-35. EJ 439 281. Retrieved November 1, 2010. From www. vtaide. com/png/ERIC/Transformational-Leadership. htm O’Leary R. , Bingham L. , Choi Y. Teaching Collaborative Leadership: Ideas and Lessons for the Field. Journal of Public Affairs Education. 16(4), 565-592. Retrieved November 1, 2010 from www. naspaa. org/jpaemessenger/Article/vol16-/05_16n04_OLearyBinghamChoi. pdf Sahin, S. (2004). The Relationship between Transformational and Transactional Leadership Styles of School Principals and School Culture (The case of Izmir, Tu rkey). Educational Sciences: Theory & Practice, 4(2), 387-395. Retrieved October 30, 2010. from www. fedu. uaeu. ac. ae/Journal/PDF23/issue23-artical9. pdf Leadership Theories Abstract Throughout the history of education, leaders have used many different styles to lead faculty and staff. Leadership within the educational system has evolved over the years to become a more participative rather than a domineering style. The purpose of the paper is to explore in detail educational leadership theories. Educational Leadership Theories Leaders are not born; however, they do have natural traits that affect their abilities. In recent years, Educational accountability has been the focus of state and local governments.Federal and state achievement standards are being created for students as well as educational leaders. Now more than ever school districts are under pressure to increase student achievement. Leaders are being asked to provide specific documentation that student performance is part of the goal and mission of the schools. Educational leaders are being held accountable for the processes they establish as well as the success of their faculty and students. T hey are being required to implement strategies for measuring and reporting student outcomes and connecting those outcomes to the performance of teachers and schools.How a leader successfully runs a school directly impacts how successful students can be, this is second only to classroom instruction. Leadership entwines leaders’ faculty and staff and their influence, organizational objectives, change and people. Everyone is leading someone somewhere, but the question is where and how. In order to be a good leader one must be a good employee. Many scholars define leadership as one who plans, directs, or guides people toward a mutual goal. Leadership has been described as an influence relationship among leaders and staff who intend real changes and outcomes that reflect their shared purposes.The basis for good leadership is a respectable personality and unselfish service to employees and the organization. The best leaders are those who are deeply interested in others and can brin g out the best in them. Great leadership begins by modeling the way, inspiring a shared vision, challenging the process, enabling others to act and encouraging hearts. In order for one to favor a leadership style, one must understand where the leadership styles originated. However, one may wonder if certain characteristics or traits are inherent in leaders.According to research, the 1940’s found that leaders maintain certain traits. These traits were based on physical and personality characteristics as well as intelligence and interpersonal skills (Sahin, 2004). The limitations of trait theory are that leaders cannot be developed through their skills and education (Sahin, 2004). Directive Leadership This style of leadership is considered job-centered. The job-centered (task-initiating structure) behavior focuses on the leader taking control in order to get the job done quickly.It relies heavily on faculty and staff taking orders from the leader instead of the leader offering much clarification or dialogue faculty and staff are inspired through threat of correction and reprimand. The directive leadership style offers several advantages: swiftness of task completion keeps group members from producing alternatives that influence the minority negatively, guarantees the leader is heard and informs staff when their conduct is undesirable. The disadvantages of the directive leadership style are: dissociates staff, non-development of employees and convenience.One might use this style of leadership when the faculty or staff is in danger of not accomplishing a task in a timely manner or in a crisis situation. Laissez-Faire Leadership The Laissezz-Faire leadership style places an emphasis on the staff centered attribute. Leaders who use this style fail their staff because they offer no positive or negative direction nor do they interfere at any time. Laissezz-Faire leaders renounce their leadership, giving staff a wide spectrum of decision-making which could lead to amplifying their power and influence.Leaders assume the staff will make decisions in a timely manner and handle whatever problems that arise. There are some advantages and disadvantages of using this style of leadership. It allows the staff members to develop a working relationship in an informal setting and generates an opportunity to be successful by making their own decisions. On the other hand, a staff member can dominate and take control which could lead the staff to make incorrect decisions and possibly have the staff reprimanded which would lead to negativity within the group; affecting the process and their motivation.Participative (Democratic) Leadership Participative leadership requires and encourages participation from everyone and shares decision-making for the betterment of the organization. Staff motivation is derived through obtaining self-image awards. Leaders reward staff through positive evaluations which in turn increases motivation and morale. There are some a dvantages and disadvantages to using this style of leadership. Leaders who allow employees to participate in decision-making showed improvement in relations and encouraged employee commitment. Coaching LeadershipCoaching theories of leadership assert that people will follow leaders who are inspirational. The leader will develop a working relationship such as teacher/mentor. The overall success of the organization depends on whether the mentor has the knowledge to strengthen the work relationship and create an environment where the mentee feels as though they are respected and valued. Coaching leaders are known to establish performance specifications and make sure they are accomplished by a given deadline, limit the contentment of employees and create a low amount of employee commitment.Collaborative Leadership The affilitative leader has the ability to motivate staff to surpass their own individual aspirations for the greater good of the district. The affilitative leader is a morall y responsible person who focuses on developing the moral maturity, values, and standards of his or her staff and strengthening their devotion to serve the well-being of others, their school, the district and the community. This leader is one who conveys a vision to inspire others sets long-term goals and emphasizes social and interpersonal skills.These leaders must possess high self-esteem, self-regard and self-awareness to effectively transform organizations and employees. Leaders with these attributes are highly admired, respected, trusted, and have a high level of self-confidence, self-esteem, and self- determination. They are usually regarded as role models and demonstrate high standards of ethical and moral conduct. There are pros and cons in using the affilitative leadership style. These leaders place an emphasis on team building, and empowering and developing potential in order to reach long-term goals.An Affilitative leader create and encourage a collaborative learning envir onment, improve morale, embraces accountability and conflict resolution, proactive towards change management, ignites communication and supports empowerment. These leaders also facilitate staff toward motivation and being involved in the vision they produce. Collaborative leadership is leadership shown by acting together to solve issues. It uses supportive and inclusive methods to ensure that all people affected by a decision are part of the change process. It requires a new notion of power†¦ he more power we share, the more power we have to use. The district that I am proud to be a part of has a variety of leadership styles. The leaders in the district are a compilation of Participative (Democratic), Coaching and Collaborative Leadership styles. However, this has proven to be effective at all 11 buildings within the district. My elementary building has seen drastic changed to the administration within the last 6 years. Finally, with a new superintendent as well as a new princi pal, the morale of the faculty and students far exceeds our expectations.References Council of Chief State School Officers. (2008). Educational leadership policy standards: ISLLC Interstate School Leaders Licensure Consortium. Washington, DC. Retrieved October 30, 2010, from www. npbea. org/pdf/ISLLC/PRessRelease. pdf Mitchell, Douglas E. , and Sharon Tucker. â€Å"Leadership as a Way of Thinking. † EDUCATIONAL LEADERSHIP 49, 5 (February 1992): 30-35. EJ 439 281. Retrieved November 1, 2010. From www. vtaide. com/png/ERIC/Transformational-Leadership. htm O’Leary R. , Bingham L. , Choi Y. Teaching Collaborative Leadership: Ideas and Lessons for the Field. Journal of Public Affairs Education. 16(4), 565-592. Retrieved November 1, 2010 from www. naspaa. org/jpaemessenger/Article/vol16-/05_16n04_OLearyBinghamChoi. pdf Sahin, S. (2004). The Relationship between Transformational and Transactional Leadership Styles of School Principals and School Culture (The case of Izmir, Tu rkey). Educational Sciences: Theory & Practice, 4(2), 387-395. Retrieved October 30, 2010. from www. fedu. uaeu. ac. ae/Journal/PDF23/issue23-artical9. pdf