Local Color and the Stories of Alice Dunbar-Nelson and Kate Chopin :: Biography Biographies Essays

topical anesthetic illusion and the Stories of Alice Dunbar-Nelson and Kate Chopin Blending the best elements from the French-Acadian market-gardening and from the Old South, the Creole culture of lanthanum is one the richest and most fascinating aras for study. Kate Chopin and Alice Dunbar-Nelson are both writers who have brought this blank and the large number who live there to life through their writing. Because of their strong literary ties to Louisiana and the Creole culture, Dunbar-Nelson and Chopin have both, at times, been sort out as local-color writers, a term not always welcomed by authors and one that is not always meant to be kind by critics. In her essay Varieties of Local Color, Merrill Maguire Skaggs notes that the local-color label has occasionally been used to daub the exceptional fiction of several twentieth-century women (219). The derrogitory break upification as local color writers has at times ensnared Chopin, Dunbar-Nelson and other nineteenth-cent ury writers, both male and female. The local-color label can (and lots is) taken to mean that the work has only a narrow appeal as a novelty composing about the eccentricities of a particular place. What the critics crush to realize, however, is that local-color writers, good local- color writers like Chopin and Dunbar-Nelson, use their fiction not just to record the lives of people in an area, only to show how people in these places come upon issues that have universal value and react to them according to their own values and environment. Some of the local-color short stories of Chopin and Dunbar-Nelson have the harsh undercurrent of naturalism, some are more(prenominal) idyllic in their portrayal of Creole life, but all have a story to tell to the perceptive reader. The stories Kate Chopin tells come from the customs and people she ascertained during the time she spent in Cloutierville, near her husbands family plantation (Rowe 230). The endurance of Chopins work is a trib ute to her understanding of the local-color genre. Jim moth miller expresses what Chopin must have known place is not simply natural terrain, but locale plus the human element (15). Love on the Bon-Dieu is an splendiferous example of how Chopin uses the places and people of south Louisiana to tell a story. Love on the Bon-Dieu is an old fashioned love story, set in the Creole culture where there is a consciousness of class status, a holdover from the pre-Civil War days when Creole aristocrats controlled large plantations.Local Color and the Stories of Alice Dunbar-Nelson and Kate Chopin Biography Biographies EssaysLocal Color and the Stories of Alice Dunbar-Nelson and Kate Chopin Blending the best elements from the French-Acadian culture and from the Old South, the Creole culture of Louisiana is one the richest and most fascinating areas for study. Kate Chopin and Alice Dunbar-Nelson are both writers who have brought this place and the people who live there to life through t heir writing. Because of their strong literary ties to Louisiana and the Creole culture, Dunbar-Nelson and Chopin have both, at times, been classified as local-color writers, a term not always welcomed by authors and one that is not always meant to be kind by critics. In her essay Varieties of Local Color, Merrill Maguire Skaggs notes that the local-color label has occasionally been used to denigrate the exceptional fiction of several twentieth-century women (219). The derrogitory classification as local color writers has at times ensnared Chopin, Dunbar-Nelson and other nineteenth-century writers, both male and female. The local-color label can (and often is) taken to mean that the work has only a narrow appeal as a novelty piece about the eccentricities of a particular place. What the critics fail to realize, however, is that local-color writers, good local- color writers like Chopin and Dunbar-Nelson, use their fiction not just to record the lives of people in an area, but to sho w how people in these places encounter issues that have universal value and react to them according to their own values and environment. Some of the local-color short stories of Chopin and Dunbar-Nelson have the biting undercurrent of naturalism, some are more idyllic in their portrayal of Creole life, but all have a story to tell to the perceptive reader. The stories Kate Chopin tells come from the customs and people she observed during the time she spent in Cloutierville, near her husbands family plantation (Rowe 230). The endurance of Chopins work is a tribute to her understanding of the local-color genre. Jim Miller expresses what Chopin must have known place is not simply natural terrain, but locale plus the human element (15). Love on the Bon-Dieu is an excellent example of how Chopin uses the places and people of south Louisiana to tell a story. Love on the Bon-Dieu is an old fashioned love story, set in the Creole culture where there is a consciousness of class status, a h oldover from the pre-Civil War days when Creole aristocrats controlled large plantations.

American high schools not up to par :: essays research papers

American High Schools Not Up To ParThere are many factors that would lead someone to recollect that high school is a waste of period. High school has too many distractions for kids to try to concentrate on learning. Since the Columbine tragedy police officers defend moved into most high schools and created a distraction for most students. During the daytime students have study h wholes that are a wide waste of time, while this time could be utilized to have more instruction or tutoring for kids. Every student is different and has a different learning style. Yet schools dont separate kids by their learning style to help maximize their curriculum intake. Students are also forced to take classes that they have no interest in and will not be used in their future. All these reasons show how school has too lots wasted time and is not doing what it school is think to do. During the school day students are faced with many distractions that may keep them from doing their best. Since al l of the school shootings in recent years schools have beefed up bail across the country. Students are faced with metal detectors as they walk in the school doors. Dogs are used in the schools to conduct random searches and some students disclose this very controversial. Students are violent and are bringing weapons to school and making bomb threats. These can cause lockdowns that can take hours to search the whole school. This is all valuable time taken from the school day. Police officers are also a new presence in the school system that intimidates students. School is speculate to be a place of learning but now students have to worry if they are safe when they go to school. All these distractions have some students shake to go to school. Every one of these distractions creates an environment that is not conducive to learning.Almost every student has had a study hall. Study halls are a huge waste of time because students end up just sitting around getting themselves into troub le. How is one to study when these are quiet study halls? Studying is much easier with a partner where each can quiz each other aloud. With block scheduling students can waste eighty minutes a day if they have a study hall. Thats an hour and twenty minutes where a class of importance could be put in.

Western Civilization Essay -- essays research papers

Modern European WeaponryShaping Changes in WarfareThe human being has always gear up a way to inflict harm in the name of defense or unsophisticated destruction, for survival, or for the annihilation of the enemy. All within the realm of warfare, we have found a way to make sticks and stones break bones, and everything between simple technologies to the advent of gunpowder, has changed civilization and the way we live. Throughout this essay we will look at the simple truths that come from an evolution in weaponry. How it affected the social connections of those times, and the way society was forced to wage war with each other. By the time men had reckon out that a piece of rock can mean the difference between life and death, weapons became an important part of human kind. Dating back to prehistoric times, men could only use the tools they could find within their room of symbiotic existence with their surroundings. It wouldnt take long, relatively speaking, until we would figure out how to sophisticate our means of defense and battle. After the Neolithic Age, men were able to ascertain the effectiveness of metal versus the effectiveness of such crude weapons like those made of wood and/or stone. People realized that it was easier to attack the enemy with precision with such advances as a dagger that would pierce through skin as opposed to shattering the enemy with larger chunks of weapons.According to the Bible, the Israe...

An Analysis of Representing Representation Essay -- Fried, Michael

The Studio of the Painter portrays the social and cultural position of the artist. The center group consists of a nude effeminate model, a young peasant boy, and Courbet himself working on a landscape. To the left is a group of people who represent a cross spectrum of society and the diverse social classes while to the right are some of the artists friendsincluding the well-known essayist Baudelaire. This picture, along with several others, was hung in Courbets Pavilion of world the exhibit was created after Courbet refused to paint to the rules of the French Academy in order to be shown at the Exposition Universelles des Beaux-Arts. Rather than portraying a cleaning lady as the traditional allegory, Courbet uses her as the inspiration behind the landscape painting thus creating a connection between the standard female nude and nature. The painting has connections to the theory of absorption by Courbet portraying all of the figures being absorbed in their own thoughts so that t he security guard is being ignored and is rendered unnecessary. Like a play at a theatre, the scene portrayed can be seen as a theatre production being performed for the viewer and essentially makes the viewer believe that they are uninvolved. Overall, the painting is a statement of Courbets desire to go beyond traditional painting and viewer roles and create a vernal way of separating art from the collective eye.Michael Frieds article Representing standard focuses on the central group of Courbets Studio of the Painter as a desire to reduce to an absolute minimum all sense of distance between the painting and beholder. As his introduction, he states that he will compare the panther in the Studio to one of Courbets well-known self portraitsThe Man with t... ...s from what he is actually trying to say and could frustrate a reader who equitable wants to learn ab come forward Courbets Studio. If Fried had covered only one of the topics that he writes about the essay could have b een much stronger and more focused than what he has produced rather than a conglomeration of several ideas that the reader has to process in order to get the main idea of what the author originally set out to do. Frieds analysis is well-written and well-supported and in the beginning he clearly sets out what he is going to cover, but overall it is a lot of education being covered in a portentous style that disconnects the reader from the writingmuch like Courbet set to disconnect the viewer from the painting.Works CitedFried, Michael. Representing Representation On the Central Group in Courbets Studio. Art in America, September 1981, 127-133, 168-173.

Van Morrisons Brown Eyed Girl Song Essay -- Music Compare Contrast Es

Van Morrisons Brown Eyed young woman Song When we hear the tune Brown-Eyed Girl, it is safe to assume the majority of us think of the Van Morrison version that was first introduced in his album Blowin Your Mind, released in 1967. Since that time the songs legend and popularity have grown to unprecedented heights. Many artists have redone the song, some with a similar music style to Morrison (like Jimmy Buffet), and others of a completely different writing style like the punk rock band Green Day. In my essay I will argue that the stylistic differences between the two songs are not a barrier. Rather, in combination with the similarities associating with cover songs, they form a bridge between two genres. In this case, it is achieved by expanding peoples tastes that are use to soft rock, to punk rock, and visa versa. By illustrating the similarities and differences between the two works, I will show how the appeal of the two songs is possible between two different listening gr oups. Morrison has been a very prolific and popular artist ever since the late 1960s. He has released nearly one album per year since his first pilot recording, following the breakup of Them. Morrison has recorded with a number of labels, which has allowed his albums to fall primarily into two time periods. For the early part of Morrisons career, his songs were less developed due(p) to his inexperience and lack of individualism. During the later part, he gained increasing control over his music to the point where he essentially became his own label. Morrisons version of Brown-Eyed Girl was produced during this time of independence. The inspiration for the song came from one of Morrisons friends, who was the husband of the famous Brown-Eyed Girl. She w... ...I would like to acknowledge those who where instrumental in helping me put this topic together. A special thanks goes out to my classmates and even more specifically my group members Benjamin Mickle, Andrew Wallace, a nd Jeffrey Sheely. From their advice in varying my sentence structure, to the pushing of more description, I was able to enhance my paper. Thank you all.End Note1. The Van Morrison Website. Sept. 15, 2002. SourcesEngel, Edo. Green Day Home Page. Sept. 14, 2002. Gray, Brian. WWW.GREENDAY.NET. Sept. 15, 2002. Hayward, Michael. The Van Morrison Website. Sept. 15, 2002. Van Morrison Praise Page. Sept. 14, 2002.

Van Morrisons Brown Eyed Girl Song Essay -- Music Compare Contrast Es

Van Morrisons Brown Eyed Girl Song When we hear the song Brown-Eyed Girl, it is undecomposed to assume the majority of us think of the Van Morrison version that was first introduced in his album Blowin Your Mind, released in 1967. Since that prison term the songs legend and popularity get grown to unprecedented heights. Many artists have redone the song, some with a similar music style to Morrison ( exchange qualified Jimmy Buffet), and others of a completely different genre like the punk rock band Green Day. In my essay I will argue that the stylistic differences between the two songs are not a barrier. Rather, in combination with the similarities associating with cover songs, they form a bridge between two genres. In this case, it is achieved by expanding peoples tastes that are used to cushioned rock, to punk rock, and visa versa. By illustrating the similarities and differences between the two works, I will show how the appeal of the two songs is possible between two div erse audience groups. Morrison has been a very prolific and popular artist ever since the late 1960s. He has released nearly one album per year since his first solo recording, undermentioned the breakup of Them. Morrison has recorded with a number of labels, which has allowed his albums to fall primarily into two time periods. For the early part of Morrisons career, his songs were less developed due to his tenderness and lack of individualism. During the later part, he gained increasing control over his music to the point where he essentially became his own label. Morrisons version of Brown-Eyed Girl was produced during this time of independence. The inspiration for the song came from one of Morrisons friends, who was the husband of the famous Brown-Eyed Girl. She w... ...I would like to acknowledge those who where instrumental in helping me put this paper together. A special thanks goes out to my classmates and even more specifically my group members Benjamin Mickle, An drew Wallace, and Jeffrey Sheely. From their advice in varying my sentence structure, to the pushing of more description, I was able to enhance my paper. Thank you all.End Note1. The Van Morrison Website. Sept. 15, 2002. SourcesEngel, Edo. Green Day Home Page. Sept. 14, 2002. Gray, Brian. WWW.GREENDAY.NET. Sept. 15, 2002. Hayward, Michael. The Van Morrison Website. Sept. 15, 2002. Van Morrison Praise Page. Sept. 14, 2002.

Understanding Marketing and Marketing Process

Understanding commercializeing and merchandise Process merchandising Is the organizational function charged with defining client stone pits and the surmount way to satisfy needs and wants competitively and profitably. Since consumers and business as misdirecters face an abundance of suppliers seeking to satisfy their every need, companies and nope FLT organizations cannot survive today by manifestly doing a good job. They must do an excellent Job if they argon to remain in the increasingly competitive global marketplace.Many studies pull in demonstrated that the give away to profitable performance is to know and satisfy stooge customers with imitatively superior offers. This dish out takes place today in an increasingly global, technical, and competitive environment. The Marketing Process The merchandise process is the process of analyzing market opportunities, selecting come in markets, educateing the merchandise liquefy, and managing the trade effort. Target custome rs stand at the center of the market process. There are adjacent steps in Marketing Process l.Analyzing marketing opportunities II. Selecting target markets Ill. Developing the marketing Mix IV. Managing the marketing effort l. Analyzing marketing opportunities First step of the marketing process is analyzing market opportunities and availing these opportunities to satisfy the customers requirements to have competitive advantage. The marketing function of analyzing market opportunities is important in the marketing planning process. Any marketing carriage must analyses the long-run opportunities In the market to improve the business units performance.To evaluate its opportunities firms needs to operate a reliable marketing Information system. Marketing research is an indispensable marketing tool for this purpose. researching the market allows the company to gather intimation about their customers, compete y environmental changes to determine the market opportunities. II. Selec ting the target Market To succeed in todays competitive marketplace, companies must be customer centered. They must titers and an win customers from competitors and keep them by delivering greater value. Sound marketing requires a careful, discuss analytic thinking of consumers. Since companies cannot satisfy all consumers in a given market, they must divide up the total market (market segmentation), choose the best segments (market targeting), and sign strategies for profitably serving chosen segments better than the competition (market positioning). Ill. Developing the Marketing Mix Once the company has decided on its overall competitive marketing strategy, it is energetic to begin planning the details of the marketing mix.The marketing mix is the set of control lovable marketing variables that the firm blends to produce the response it wants in the target market. The marketing mix consists of everything that the firm can do to influence the demand for its yield. These variab les are often referred to as the four AS. 1). Product stands for the goods-and- Irvine combination the company offers to the target market. 2). Price stands for the amount of money customers have to pay to obtain the product 3). rear stands for company activities that manipulate the product available to target cons mummers. ). Promotion stands for activities that exceed the merits of the product and persuade target consumers to buy it. An effective marketing program blends all of the marketing mix elements into a coordinated program designed to strain the companys marketing objectives by delivering value to consumers. Some critics feel that the four As omit or underestimate certain important activities. 1. Where are services? they ask. 2). Where is publicity? 3). The 4 As seems to take the sellers view rather than the buyers view. 4).Perhaps a better classification would be the 4 CSS a). Product = Customer Solution. B). Price = Customer Cost. C). Place = Convenience. D). Prom otion = Communication V. Managing the Marketing Effort The company wants to design and put into action the marketing mix that will best achieve its objectives in target markets. This involves four marketing management functions. The four functions are analysis, planning, implementation, and control a. Marketing Analysis Marketing analysis involves a complete analysis to the companys situation.The company performs analysis by Identifying environmental opportunities and threats. Analyzing company strengths and weaknesses to determine which opportunities the company can best pursue. Feeding information and other inputs to each of the other marketing management functions b. Marketing Planning Within each business unit, functional plans must be prepared, including marketing Pl mans. Such plans include marketing plans which are aggregate plans consisting of plans for product lines, brands and markets.Marketing planning involves deciding on marketing strategies that will help the company t o attain its overall strategic objectives. A detailed plan is needed for each business, product, or brand. A product or brand plan should contain the following sections executive summary, current marketing situation ,threats and opportunity analysis, objectives and issues , marketing strategies, action programs, budgets, and controls. C. Marketing Implementation Marketing Implementation is the process that turns marketing plans into marketing a actions in order to accomplish strategic marketing objectives.Whereas marketing planning addresses the and why of marketing activities, implementation addresses the who, where, when, and how. One firm can have essentially the same strategy as another, yet win in the market- place through faster or better execution. Successful implementation depends on an action program that pulls all of the people and activities together and forms sound formal organizational complex body part its decision and reward structure (HARM functions and procedures) and the firms marketing strata shies fitting with its company culture (the shared system of values and beliefs). Marketing Control Marketing control is the process of measuring and evaluating the results of marketing strategies and plans, and taking corrective action to ensure the marketing objectives are attained. 4 Marketing Opportunities 1 . Market Penetration Market penetration meaner trying to increase sales of an organizations lively products or services in its breathing markets. This can be accomplished by strengthening current customer relationships to increase their rate of product/ service utilization or trying to attract competitor customers or current non-users. . Market Development Market increment meaner trying to increase sales of an organizations current products or services in new markets. Market development may also involve identifying new uses for an existing product or service. 3 Product Development Product development meaner offering new or improved products or services in an organizations existing markets. 4. Diversification Diversification meaner moving into entirely different lines of business-unfamiliar products, services or markets. All organizations must find new attractive marketing opportunities to grow.But the dispute lies in determining which marketing opportunity offers the most long-term success. Strategic Marketing Services is available to help your organization through this basic marketing opportunity assessment and any other relevant market research activities specific to one of the four marketing growth strategies. Contact us to tattle with one of our experienced project managers about your organizations unique marketing opportunity. Develop a marketing strategy Effective marketing starts with a considered, well-informed marketing strategy.A DOD marketing strategy helps you define your vision, mission and business goals, and outlines the steps you need to take to achieve these goals. A marketing strategy sets the over all military commission and goals for your marketing, and is therefore different from a marketing plan, which outlines the specific actions you will take to implement your marketing strategy. Your marketing strategy could be developed for the next fewer years, while your marketing plan usually describes tactics to be achieved in the current year.Write a successful marketing strategy 1. Identify your business goals To develop your marketing strategy, identify your overarching business goals, so that you can then define a set of marketing goals to support them. 2. State your marketing goals Define a set of specific marketing goals based on the business goals you listed above. These goals will motivate you and your team and help you benchmark your success. Make sure your overall strategies are also practical and measurable.A good marketing strategy will not be changed every year, but revised when your strategies have been achieved or your marketing goals have been met. Also, you may need to amend your strategy if your external market changes due to a new competitor or new technology, or if your products substantially change. 3. Research your market Research is an essential part of your marketing strategy. You need to gather information about your market, such as its size, growth, social trends and demographics (population statistics such as age, sex and family type).It is important to keep an eye on your market so you are aware to any changes over time so your strategy remains relevant and targeted. 4. Profile your potential customers Use your market research to develop a profile of the customers you are targeting and identify their needs. The profile will reveal their buying patterns, including how they buy, where they buy and what they buy. Again, regularly review trends so you dont miss out on new opportunities or become irrelevant with your marketing message.While you try to find new customers, make sure your marketing strategy also allows you to maintain relationships with your existing customers. 5. Profile your competitors Similarly, as part of your marketing strategy you should develop a profile of your competitors by identifying their products, supply chains, pricing and marketing tactics. Use this to identify your competitive advantage what sets your business apart from your competitors. You may also want to identify the strengths and nakedness of your suffer internal processes to help improve your performance compared with your competition. . Develop strategies to support your marketing goals List your target markets and devise a set of strategies to attract and retain them. An exercising goal could be to increase young peoples awareness of your products. Your corresponding strategies could be to increase your online social media presence by posting regular updates about your product on Twitter and Faceable advertising in local magazines targeted to young people and offering discounts for students. 7. Use the 5 As of market ing Identify your tactical marketing mix using the 5 As of marketing.If you can choose the right combination of marketing across product, price, promotion, place and people, your marketing strategy is more likely to be a success. 8. Test your ideas In deciding your tactics, do some online research, test some ideas and approaches on your customers and your staff, and review what works. You will need to choose a weigh of tactics in order to meet your customers needs, reach the customers within your target market and improve your sales results.

Omega Case Study Report Essay

This report is based on the human face study of ezed. With external pressure, the play along is now encountering internal problem, like steep disorder and absenteeism calculate. Personnel manager adopts attitude survey to analyses current situation. Job attitudes and trade performance ar by chance the two most central and enduring sets of constructs in individual-level organisational research (David, Daniel and Philip, 2006305). Organisations increasingly tend to use attitude survey to analyses their employees attitude and opinion towards employers (Paul R, 1988145). Omega case provides an attitude survey questionnaire and relevant data. This report is based on these data to analyses the current situation of Omega, alike discuss the reason of proud absenteeism and turnover rate among professional staff using organisational behaviour theories, and propose recommendations for Omega to step off the dilemma.1. The questionnaireBefore deep discussion, it ought to go into the qu estionnaire Omega adopts, Questionnaires can provide turn let out of patterns amongst large populations(Louis and Gravin, 20101). However, the design of the questionnaire has several(prenominal) problems. The questionnaire is consist of closed questions and open questions, including five atomic number 18as in attitude evaluation, but the order of each question is randomly presented, which could smutch respondents when they do the questionnaire and easily get bored due to mis downstairsstanding the purpose. In terms of open questions, their existence is to check the close questions are enough or not. Actually, experienced researchers choose open questions to understand respondents motivations and feelings in depth (Babara, 1965175).2.0 Current situation of OmegaIt can be describe the current situation of Omega as internal revolt and external invasion. Due to limitation, this report analyzes internal revolt of Omega. This lineament begins with a review of the literature on low theorize satisfaction. In addition, low organisational inscription, inefficient parley system, improper exsertership are also included.2.1 offset bloodline satisfactionIn order to analyze the blood line satisfaction level, it is firstly should make assure what is job satisfaction. James (1992) defines job satisfaction as the extent to which employees like their take in. And Luthans (2011141) suggests job satisfaction is a result of employees perception of how well their job provides those things that are viewed as important. After explain job satisfaction, the measurement is put forward beneath .There are six facets of job satisfaction, which are the plump content, financial rewards, hierarchical satisfaction, oversight, peers, and working conditions (Paul, 1997 12). In terms of work content, Bozionelos (2007 13) suggests five aspects to consider work itself, such as, skill variety, task identity, task significance, autonomy and feedback, which according Omegas situation, they are low. It is a little better of the financial rewards aspect than the work content but still is low. Employees do not hold the shares of Omega and they presuppose federation underestimate their effort and their value and just 34% employees think they are paid fairly.Hierarchical satisfaction is not very clearly discussed in this case. Management satisfaction in Omega is mediate. Nevertheless, 89% of respondents think their conterminous superiors treat them fairly. Other factor, namely, level of support, is low. Coworker satisfaction is not high as well because only 42% of respondents stay in community due to coworkers. contribute condition in Omega supposes to be low because employees think manager does not care about the work condition, so work condition power be low. Through analyses to a higher place, job satisfaction of Omega could be judged as low.2.2 Inefficient communication systemDavid (1997, 42) defines communication process as the infection of information, an d the mass meeting of meat. Robbins (2010 290) points out six main parts of communication process, such as the information giver, encoding, the information, the channel, decoding, information receiver,interference and feedback. Omega lack channel and feedback of communication process, so the process is not seriously exist in Omega.There are many directions of communication in organisation, namely vertically up and down, horizontally with coworkers (Katherine, 201231). Robbins (2010291) also points out the main role of downward communication is to explain the reasons of diametrical decisions. In Omega nevertheless the result of questionnaire is sent to the home deal out of employee not through companys internal mail system. This could demonstrate the communication in company is really weak.David (1997, 42) defines communication process as the transmission of information, and the exchange of meaning. Furthermore, Cal and Allison (20046) say feedback could be an important facet to assess communicational efficiency and different company pull up stakes study different fierceness on communication process. In Omega, they seldom receive feedback from their superiors. Furthermore, employees even do not know what happened in different regions of company or some issues tinct to Omega. Through these analyses the communication system in Omega is really inefficient.2.3 Low organisational commitmentOrganisational commitment is one of attitudes employees have towards organisation. Allen and Meyer(1991,) suggest organisational commitment consist of iii parts a desire (affective commitment an emotional attachment to organiasation) to stay in a company a hire(continuance commitment consider cost of go away the company) to stay and an obligation(normative commitment moral and ethical consideration) to stayThough the questionnaire of Omega is not very clearly include organisational commitment questions, it still can be reckoned by similar questions. The question about belonging to Omega can be recognized as affective commitment question and only 23% of respondents think they have this feeling, which manner the affective in Omega is low. In addition, when ask if any opposite company offered more than 5% salary will you leave Omega, 27% of respondentswill leave. And when it is raised by 10%, the result is 52%, and raised by 15% then 75% will leave.However, 89% of them do not treat financial reward is the most important aspect of their job. In this way, it could be reckoned normative commitment in Omega is low, meaning there is little moral or ethnic factor employees consider when they choose to leave company. Though there is few content of questionnaire relating to continuance commitment, organisational commitment is still low from the other two aspects.2.4 Improper leadershipRobbins (2010316) define leadership as the ability to influence a group toward the achievement of a vision or set of goals. Furthermore, Bozionelos (200714) claims the main role of leader is to egg on his/her subordinates. He also points out leaders could motivate employees by using correct style. According to OHIO style studies, high consideration sometimes is associated with less turnover and absenteeism. Employees in Omega mainly are highly educated, who have interests in company operations and have strong aspirations to get involved in their job, not just finishing the task superiors give them. Nevertheless, leaders in Omega handle the workforce environment and adopt improper leadership, like ignoring their opinions and isolating them from the whole company, furthermore, providing unsatisfied working environment. In conclusion, leadership in Omega is improper.3.0 Analyses high turnover and absenteeismThe relationship surrounded by turnover and absenteeism is overconfident, which means high turnover relate to high absenteeism vice versa (Terry, 1978). There are several reasons to the high absenteeism and turnover rate. Robert (1993) figures ou t job satisfaction and organisational commitment negatively relate to the turnover and absenteeism. In terms of the relationship between the two, there are mainly two different views, one of which is the commitment mediate the effect of job satisfaction (Porter, 1974), the other one of which is the two both have impact on turnover but separately (Dougherty, 1985). This report follows the latter view. In addition, motivation theories are also mentioned below.3.1 Job satisfaction reasonBozionelos (2007 13) implicates the relationship between job satisfaction and absenteeism is talk over strong and Bobbins(2010 72) supports this view and think the relationship is moderate to weak. According to these two scholars, there are many other reasons independent on job-related aspect, like the handicraft situation and family stuff like childs sick, etc. And Bozionelos(2007 ) mentions unsatisfied employees are more likely truancy than satisfied ones participate in work, which means make employ ees satisfying could not make sure low absenteeism, but if employees are unsatisfying they will more likely absent.Tett and Meyer(1993) conclude the relationship between job satisfaction and turnover is also moderate. However, Carsten and Spector (1987) point out job satisfaction will lead to turnover when employees find it easy to find an other similar job. 47% of respondents would leave company if they find a comparable job. In this way, job satisfaction is strongly relate to free.Given the theory mentioned above and analyses of job satisfaction level in Omega, It could make a conclusion that job satisfaction in Omega is low and moderately leading to high turnover and absenteeism rate.3.2 Organisational commitment reasonEmpirical research on organisational commitment generally has shown commitment to be a significant predictor of turnover (Gary, 1987). Also, prank and Dennis (1990) demonstrate organisational commitment could help organisation reduce withdraw behaviour, like abse nteeism and turnover. Furthermore, some scholars support the view that high organisatioanl commitment could lead to high job satisfaction (Batemen and Strasser, 1984).In terms organisational commitment itself, Robbins(201064) demonstrate organisational commitment negatively relate to both absenteeism and turnover, and in particular, affective commitment have stronger relationship than other two type of commitment with turnover and absenteeism. Meyer (2002) after a meta-analyses support Robbins conclusion, and figure outaffective commitment is the strongest lead to high turnover rate( = .17). However, in terms of absenteeism, except affective commitment, the other two commitments have positive relationship with absenteeism.Though there is few content of questionnaire relating to continuance commitment, organisational commitment in Omega still could explain the high turnover and absenteeism rate, because affective commitment is low, which is the strongest aspect influence withdraw beh aviour.3.3 Motivation reasonMotivation theories could explain the high turnover and absenteeism is because lack of motivation will have influence job satisfaction and organisational commitment, which have discuss above to be proved could impact quit and missing the job. Motivation theories used in this report are equity theory. Mullins(2002443) explains equity theory as focuses on peoples feeling of how fairly they have been inured in comparison with the treatment received by others.He points out one of inequity behaviour is leaving the field to find balance. In this way, employees are tend to absent and find other equal job. In addition, Laura (2000) suggests wage equity is related to worker motivation. Employees in Omega believe they are under inequity situation, because of inequity input and output. About 66% of respondents think they are paid unfairly. As a result, employees are tend to absent and change their job.4.0 testimonyThis part is mainly based on motivation theory and motivation applications method. Apart from motivate employees, improving job satisfaction, consummating communication system are also used to propose recommendations.4.1 Motivate employeeMaslows theory and Herzbergs theory are applied to suggestions. Though popular with its criticism, Maslows five level hierarchy theory is alwaysthe basic theory of motivation and is simply applied to real case. Maslow hierarchy need theory consists of five needs of a person, which, from the asshole to the top, are physiological, safety, love, esteem, self-actualization (Maslow, 1954). These needs are satisfied until the lower needs are fulfilled. Mangers need to identify dominant needs during employees then provide incentives to satisfy them in order to improve job satisfaction (Bozionelos , 2007 29). In Omega case, manager should first identify what employees really needs. Except relatively satisfied salary, they also need more control in their work and more communication with superior.Next theo ry using to propose suggestions is Herzbergs two-factor theory, which are hygiene factors and motivators. Hygiene factors are more often than not about work conditions and environment and actually hygiene cannot motivate employees, but if hygiene factors are not filled, they will lead to dissatisfaction. Motivators are mostly about work itself and work content. Robbins (2010143) suggests it is advised to use motivator to motivate people, like promotional opportunities, opportunities for personal growth, recognition, responsibility and achievement. Omega manager or personnel manager can follow this suggestion to redesign the job in Omega.4.2 Improve job satisfactionLocke (1976) says job satisfaction is a positive emotional state, so improving job satisfaction is same as improving the positive emotion of employees. There are several aspects could lead to high level of job satisfaction. One of the most significant aspects relating to high job satisfaction is enjoying the job. Enjoyabl e job should provide necessary training, variety and bureau (Robbins, 201067). In Omega, managers could decrease close supervision when employees working, which probably could increase job satisfaction.4.3 Consummate communication systemAs mentioned above, the communication process is important in anorganisation. Omegas manager should provide a platform for employees to express their opinions, complains and proposals. In addition, frequent feedback is also essential during the whole communication process even though it may be the last step. Formulating new feedback policy in accordance with jobs need.4.4 Improve employee involvementLawer (1986) suggests job involvement has been considered the nominate to activating employee motivation. In addition, employee involvement could also help improve job satisfaction (Steve, 1996). Involving employee can not only help improve job satisfaction but also help improve organiasational commitment. Daily update e-mail could provide latest news o f company as well as satisfy employees need to understand organisation. Furthermore, involving employee could develop a feeling of belonging to organisation.5.0 ConclusionThrough the analyses above, it is clear that there are numerous of problems in Omega. Low job satisfaction, inefficient communication system, low organisational commitment and improper leadership are the key problems. Some of them strongly relate to high turnover and absenteeism rate, some of them moderately relate. Recommendations are based on the problems, which most could be applied to real work. More importantly, taking actions to make ideas into reality is the key.6. Personal reflectionThis part mainly discusses the writers personal opinion on management. Fortunately, this case study gives me a lot of thinking about management and leadership. As a manager in a company especially in a highly educated organisation must pay attention to employees opinion towards company and management. Their involvement not only can level up their job satisfaction but also can help improve efficient of management. In addition, motivation system is another factor that should be taken seriously. Though there are many theories in motivation and many ways to motivate employees, actually,manager could choose one and utilize effectively, then can benefit a lot.Personally speaking, leadership is more important than management. Management could just tackle the implementation of task, but leadership have more function due to different leadership style. In terms of organisational commitment, managers leadership is very significant. Some companies have done a lot to improve organisational commitment but it is still low. That maybe because the improper leadership. Sometimes leadership is not could described in speech just like art, which need talent.ReferenceBatemen and Strasser, A longitudinal analysis of the antecendents of organisational commitment , Academy of management Review. 27.95-112 Bozionelos, N. (2007). W ork motivation and its related processes, in Managing People, shorthorn Business School, University of DurhamCal W. Downs and Allyson D. Adrian (2004), Assessing organisational communication strategic Communication Audits, The Guildford Press, 3-18. David A, Daniel A, Philip L, How importand are job attitude? Meta-analytic comparisions of integrative behavioural outcomes and time sequences David Buchanan and Andrzej Huczynski (1997), Organisational behaviour an introductory text. Prentice anteroom ,Third Eth.Dougherty TW, Bluedom AC, Keon TL. (1985). Precursors of employee turnover A multi-sample causal analysis. Journal of Occupational demeanour, 6,259-271. GARY J. BLAU and KIMBERLY B. BOAL, 1987, Conceptualizing How Job matter and Organisational Commitment Affect Turnover and Absenteeism, Academy of Management Review. 1987, Vol. 12. No. 2. 288-300. James L. bell and Charles W. Mueller (1992), Discriminant validity of measures of job satisfaction, positive affectivity and negat ive affectivity, Journals of organisational Psychology, Vol. 65, 158-196.Lawler, E. E.,III.(1986). High-involvement management Participative strategies for improving organisational performance, San FranciscoJossey-Bass, 45-68.Laura Leete (2000), Wage equity and employee motivation in nonprofit and for-profit organisations, Journal of Economic Behaviour & Organisation, Vol.43, No.4, 423-446.JM Carsten and PE Spector (1987), Unemployment, job satisfaction, and employee turnover A meta-analytic test of the Muchinsky model, ournal of Applied Psychology, Vlo. 72, No. 3, 374 38 whoremaster P. Meyer and Natalie J. Allen A three-component conceptualization of organisational commitment human resource management review, Volume 1, Issue 1John E. Mathieu and Dennis M. Zajac (1990), A Review and M eta-A nalysis of the A ntecedents, C orrelates, and Consequences of Organisational Commitment, Psychological Bulletin, Vol.108, NO.2, 1717-194.Katherine Miller (2012), Organisational communication App roaches and Process, Lyn Uhl, Six Edition. 17-35.Laurie J Mullins (2002), Management and organisational behaviour, Financial Times Pitman Prentice Hall, 6th Ed, 417-455Lois R and Gavin T (2010) Mixing interview and questionnaire methods practicable problems in aligning data Practical assessment, research & evaluation, Vol.15, No.1.Luthans Fed (2011), Organisational behaviour an evidence-based approach, Boston, London McGraw-Hill, 12th ed. 123-156Maslow Abraham H. (1987), Motivation and Personnality . New York Harper Collins. Third Edition, 38-54.Paul E. Spector (1997), Job satisfaction Application, Assessment, Causes and Consequences, SAGE Publications Ltd. 5-21.Paul R, Linda M, Vicino, Kantor, crackling Attitude assessment in organisations testing three microcomputer-based survey systems, The Journal of General Psychology, Vol.116, No.2, 145-154.Porter LW, Steers RM, Mowday RT, Boulian PV. (1974). Organisational commitment, job satisfaction, and turnover among psychiatric techn icians. Journal of Applied Psychology, Vol.59, 603-609.Robert P. Tett and John P. Meyer (1993), Job satisfaction, organisational commitment, turnover intention, and turnover path analyses based onmeta-analyses based on meta- analytic findings, Personnel psychological, Vol.46, 259-293.Steven P. Brown (1996), A Meta-Analysis and Review of Organisational Research onJob Involvement, Psychological Bulletin, Vol.120, No.2, 235-255. Terry A. Beehr (1978), A note on the structure of employee withdrawal, Organisational behaviour and human performance, Vol.21, 73-79.

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Pressure throw picpi c A insisting responsive dislodge senses a change in pressure and responds to such changes by alternately making and good luck an electrical connection. Pressure-sensitive changees are utilise in a miscellanea of applications where it is desired to contrive apparatus on or off at predetermined pressures. These switches are utilized in a wide variety of applications, as in automobiles pic , aircrafts and in various other environments.Pressure switches include set-point pressure switches that actuate when a specified pressure is reached and pressure measuring switches that are capable of measuring the ambient pressure and reacting accordingly. A pressure responsive switch generally comprises a diaphragm responsive to a pressure change, a rigid ring for securing the diaphragm, and a pair of electrically conductive impacts that break contact based on movement of the diaphragm. Mechanical pressure switches typically provide an output predict in the form of a switch closure in response to application of mechanical or atmospheric pressure.A differential pressure switch pic is a device which utilizes differential fluid pressure from down in the mouth and high pressure sources to actuate an electric switch at a pre-set actuation point. Differential pressure switches are commonly employed to assure the subroutine of snap action switches. Flow switch picpi c A go switch is used to sense the flow of a fluid passing through its valve torso and to send an electrical control signal to control the switching unit.In many applications, it is essential to be able to determine whether fluid is flowing in a pipeline, duct or other conduit and to respond accordingly to such a determination. For example, flow responsive devices for producing a control signal which is used to de-energise a pump when the flow rate falls below a preselected minimum are commonly employed in dusts for transferring fluid between reservoirs. silver-tongued flow switch sensing devices have been developed for monitoring fluid flow in pipelines, ducts, and other conduits.A flow switch produces an electrical signal which is commensurate with a preselected rate of flow of a fluid in a conduit. Various flow switches have been developed to be responsive to the flow rate of a fluid within a flow line. Usually the flow switch is connected into the flow line so that the flow lane of the fluid passes through the flow switch. Several such devices rely on the pivotal movement of a rod supported blade which is deflected depending on the core of fluid flow. Limit switch picpi c Switches are commonly employed as input devices to indicate the presence or absence of a particular fix in a system or process that is being monitored and/or controlled. In motorized electromechanical systems, put switches provide the function of making and breaking electrical contacts and consequently electrical circuits. A limit switch is configured to detect when a systems eleme nt has moved to a certain position. A system operation is triggered when a limit switch is tripped.Limit switches are widely used in various industrial applications, and they can detect a limit of movement of an article and passage of an article by displacement of an actuating part such as a pivotally supported arm or a linear plunger. The limit switches are designed to control the movement of a mechanical part. Limit switches are typically utilized in industrial control applications to automatically monitor and indicate whether the travel limits of a particular device have been exceeded.Level switch picpi c Various instruments have found use for applications requiring take aim sensing. Such instruments include float level switches, ultrasonic level switches and capacitance point level switches. Various devices have been proposed for indicating when liquid or other mobile material in a container or channel reaches a particular level. Liquid level sensors are used in a wide variet y of applications to detect the levels of fluids within various forms of reservoirs.For example, such sensors are employed in the automotive industry to sense the level of oil in an oil move or sump, or the level of transmission fluid. Liquid level sensors contain switches to indicate whether a sensed liquid is above or below a predetermined level. Switches responsive to fluid levels have utilized a variety of approaches for opening and closing an electrical circuit. Fluid level switch devices usually take a float buoy for sensing the fluid level, the float buoy being operatively connected to a switch device. Temperature switch picpi c A temperature switch is a switch that is responsive to temperature changes. Temperature switches generally are provided with a temperature responsive element which will open or close a switch when a predetermined minimum pressure or temperature is sensed by the responsive element. For protection against thermal overload, semiconductor switches are p rovided with integrated temperature sensors. The temperature sensors acquire the temperature of the power switch and convert this into a temperature-dependent, analog signal which then can be interpreted in a circuit.Temperature sensitive switches, such as a thermostat, typically comprise a temperature sensor which is used to open or close electrical contacts at specified temperatures. A bimetal strip of dissimilar metals is used as the sensing element for temperature sensitive switches. Temperature sensitive switches are often used for thermal protection purposes. If a device gets too hot, the temperature sensitive switch opens the electrical circuit, thereby eliminating power to the circuit. For example, temperature responsive tip-switches are particularly useful in connection with electric heaters.

Happy Endings by Margaret Atwoods Essay

Every lit tries to make a specific stagecoach. A good writer always associates her opinion, ideas and thoughts in her or his masterpiece. Some lay down literature are purely for entertainment stressing that spiritedness is funny and humorous, some include many ironies highlighting that life is complicated and hard to understand, some literature especially those classics are for the purpose of political movement describeing the kind of values and morality the society has, some are for the purpose of religion and spiritism and some literature was made to emphasize creativity or unconventional way of creating a literature.Happy Ending by Margaret Atwoodswas used by her to portray what makes a literature genius, more authentic and interesting. Most readers consider a literature nice if the ending satisfies them and delight is always in connection to riant ending, giving a social justice to the characters predicaments especially of those protagonists. However Margaret Atwoods illust rates in her short story that it is not the end of the story that is important but how soundly the beginning especially the middle were structured. How and the characters circumstances happened are more significant than what happened in the end.The creation of Happy Endings by Margaret Atwoods is not so much round the how the story ends. The writers give different options on how the story might end and the various possibilities of John and bloody shames neck story. The story is divided into sestet possible life scenarios of John and Marys love story. Atwood sums it up in her concluding remarks. John and Mary die. John and Mary die. John and Mary die. On plot A, it offers the classic boy meets girl story that demonstrates the usual live happily ever after ending. This is the type of story that most readers cute to believe in.However the succeeding version breaks away from the cliche of fairy tales, introducing a more virtual(prenominal) perspective in the midst of dominance, tragedy and cynicism. The point is that the writer compels and reminds us to the basic reality of life, that every body dies and that everybody fades away- that is the real and ultimate ending for every human being. Margaret Atwoods is particularly stressing that the readers should not seek the satisfaction on the ending because the ending will not help them to relate about life because all lives has the same ending.In order to fully compass the importance of literature, one must critically meditate on how and why the characters commit a particular action and decision. The story is not found in the ending but its in what we do while we are alive that gives meaning to our existence. Literature for Atwoods has no ending if the characters did not die. The authors belief that fiction has many beginnings and middles, but only one eventual ending. Margaret Atwoods suggests that we can do nothing about our mortality but we can exactly do something about the quality of our lives.Atwoods says that life is a continuous and never ending journey that there is no concept of happy ending as long as you live in this world. You might end up marrying your dream person but that doesnt already mean and guarantee that your life is a happy ending no one knows what will happen next. Every existing being has only one ending and that is death. This story in like manner takes us through our childhood preconception about how love and life is supposed to turn out based on what has been written in fables and fairy tales. As human being grows older, they slowly realize through experience that most fiction fairy tales ending is unattainable.Obviously Atwoods opens up with various settings, different versions and opportunities that are grounded to reality. Atwoods may also want to redefine the stereotypical characterization of men and women and to the readers who readily accepts such gender typing. Most love stories always utilise women as a weaker sex who is incapable of themselves mo st of the time. But in this story, Atwoods introduces the different facets of women who are both capable of vulnerability, unselfish love and extraordinary capacity just like men. Atwoods employ both the weaknesses and strengths of Mary and John from those various possible plots.It challenges the writers on where to proceed next from the typical and conventional creation of love story with a more realistic endings and scenarios. Writers must not stay to those predictable stories that will not help the readers much. Writers must be more realistic in portraying themes so that the readers life will not lead to destruction. Typical fairy tales as we all know has been destructive, it makes the readers detach to reality, hoping unreasonably that everybody has a happy ending. Hoping of something unattainable will corrupt one person and eventually the society.

Sport Journalism, a view of the world, or a view generated by the dominant male supremacy?

The media is a powerful tool, which shapes the views and ideas of society, the print media is an influential lovingizing agent in that it informs and entertains the reader and encourages social integration and social change by values, ideas and attitudes it presents (Eitzen and Sage, 1995, p78). When the media has such an all important(p) effect on society, is it right that anthropoid journalists dominate the media, in a sense serving to maintain and keep abreast patriarchic relationships.Although there have been many changes in the treatment of fe potents in society in the past, many females are still excluded from numerous concerns. Certain institutions lour upon the entry of females, as advancements made by females in society decreases the amount of men in superior positions in society. This is sh possess by the small number of male preserves (Elias & Dunning, 1986, p268) left in todays modern society. However, nonpareil institution that seems unable to accommodate change , for the sake of protecting its male preserve (Elias & Dunning, 1986, p268) is the print media.The media is increasingly becoming more of a male preserve, due to ever-growing equality females strive for many mens clubs have vanished, as they would rather shut than accommodate females, and erase issues of equality. in that locationfore the print media is an important site for this male preserve, our newspapers are run like old boys clubs (Stratford, 1992, p130). Even when females have broken in to the gamblings news media profession, it is still under the dominant ideologies of a male supremacy.Entry is possible for women, as long as no attempt is made to alter or even question the status quo (Stratford, 1992, p130). The altogether way females can be involved in the sports news media world, is to reject the issues that display feminine power, in addition they also have to adopt the dominant ideologies of a male society. They wanted the jobs therefore played by the rules in orde r to get them, the rules were not changed to facilitate the progress of other female journalists by and by them.Long hours, drinks with the boys and a disregard for childcare remain the norm (Stratford, 1992, p130). Although females do break in to the media profession, this approximately commonly comes in the form if a television reporter. As sports journalism portrays the journalists personal opinions, where television reporters are presented with scripts to shape the ideals of viewers, the only important thing on television is image, which is more very much than not an attractive female.The profession of sports journalism in the print media is one of the most gender specific in modern society. Sport is a male preserve and at the bust it plays, relative to other sources, in the production and reproduction of masculine identity (Elias & Dunning, 1986, p268). The print media has always been run by a dominant male supremacy producing a masculine identity, with jobs of highest prio rity, which shape the views of society such as journalist, more often than not given to men.This dominance of males in the media raises issues, which are constantly raised oer the treatment of females in society, especially over the stereotypical coverage they receive. Therefore, sports journalism in this light can not actually be classed as sports journalism, sports journalism is all about reproducing and portraying the views of society, and giving everyone a equal voice. However, the media is so one sided it clearly cannot achieve this successfully. Although journalists, claim to be reflecting the attitudes of society rather than influence men, recent national trends indicate that, with respect to womens lives, they lag behind dismally (Stratford, 1992, p134). Affect of Bias In Sports One major area, which is affected by the dominance of a male hegemony is sports journalism. A large number of achievements are lost in the media concerning female athletes, due to the stereotypical coverage they receive.This negative coverage is the production of having a print media, which is run by men, as they will never be able to write about females from a female perspective. Their ownership by rich, whiteness middle aged men, and their editorship usually by the same type of men, explains the difficulties they have in reflecting recent changes in society in any but the most stereotypical ways (Stratford, 1992, p130). The media frequently directs the reader away from the success and the strengths of female athletes, and towards the typical stereotypes of women. Journalists achieve this by the use of narratives, which is the forming of a business relationship, narratives provide drama, human interest and call down necessary to attract and keep viewers (Higgs and Weiller, 1994, p234).Narratives often demonstrate traditional qualities associated with females, females successes are seen to be more challenging due to the struggles of their personal lives. Womens sport is furt her denigrated in importance by a heightened focus on the athletes personal lives (Duncan, 1993, p234). Furthermore, females are repeatedly represented as being weak and depending on others, more often than not this figure comes in the shape of a man. This shows how narratives often reinforce inequalities in power and gender relations.These inequalities help to rebuild a hegemonic masculinity, which Humberstone (1990) labels the reproduction of patriarchal gender relations in society (Humberstone, 1990, p235). Therefore, it can be argued that the media is just a site where men are free to oppress females, and are free from criticisms. In essence, journalists can be seen as originators of patriarchy in society, as they help it develop and manifest itself on to the larger stage of society through their own accounts they present to society.People are inevitably affected by what media present them, if the writers of the media are predominately of one gender, then there is potential tha t another side of the story or noteworthy athletic accomplishments are being neglected (Urquhart and Crossman, 1999, p199). Conclusion In conclusion, sports journalism is a flawed profession. The whole concept journalism is to illustrate and construct an equal argument, giving no one group priority over the next.However, many accounts of sports journalism demonstrate that the majority of the time, coverage is biased towards men and their male perspective. This bias is especially evident when it comes to the case of females in the media, often females voices and opinions are lost and unequal arguments are created. Research into the absence of female journalists in sport has previously demonstrated that not one single article was written by a female until 1976 concerning articles surrounding the Olympics, in two Canadian newspapers.There was also only one article written by a female in the 1992 Olympics, this is one example of a male supremacy in the media. Sports journalism is obviou sly a male stronghold (Urquhart and Crossman, 1999, p199). In addition, a recent count showed that in two popular British newspapers, female journalists still mother from oppression due to the dominant male operated media. With 100% of sport articles written by male journalists for the Independent, and 96% written by male journalists for the Times.This justifies the argument that sports journalism is essentially flawed, as the codes of sports journalism are rejected. For example, the practice of sports journalism should revolve around a set of essentially ethical concepts freedom, democracy, truth, objectivity, honesty, and privacy (Belsey and Chadwick, 1992, pXi), yet sports journalism does not. Thus, sports journalism cannot be seen as a democratic and truthful process, sports journalism simply is the production of a dominant male society, trying to hold on to one of its ever-fading male preserves.

Research Real Estate Data Set

Abstract In this paper the team testd one-third scholarly articles relating to our study. Furthermore, the team also analyzed supernumerary selective information sets to include more variables like bedrooms and privyrooms in our investigation to test our hypothesis which shows that the results atomic number 18 consistent with the hypothesis. The population size, primary and petty(a) data, exploitation unsophisticated information and applying ethics are also discussed in detail. Real terra firma Data Set II As we begin the final stages of our project it is in-chief(postnominal) to understand the process of applied explore and how one or more variable put one across an impact on the dependable variable.It is important to understand why research is necessary and how we apply research to get answers to issues. The team analyzed thirty date sets to research signs with or without a pool, with or without a garage, and on the proximity of the house to the city, and how those fac tors affected the change charges of homes. Furthermore, the team also analyzed more data sets to include more variables like bedrooms and bathrooms. Six bedrooms, three bath houses will sell for more than a one bedroom, one bath houses, regardless of whether it has a pool or garage.As we go forward with this assignment and analyze more data collection sets, it seems that the hypothesis that we proposed is the right one. Our hypothesis is based around the concept of human prioritization and its role in home selection. Additionally, the team researched three scholarly articles that are pertinent to our study to help us understand why the research is important and necessary. The first article uses analysis to discuss the partnership amidst the selling price of a home and Time on the Market (TOM) (Sirmans, et al, 2010).It states that the longer the house is on the market the lower the selling price of the house. The study uses data sets to examine single family homes and whether the TOM co-efficient is susceptible to location, income of families, wealth and time. The results proved that the TOM co-efficient is sensitive to the variables and there is a significant relationship between TOM and the selling prices (Sirmans et al, 2010). It also states that selling prices and TOM is a very complicated because ellers / buyers want to maximize the price, while sellers want to sell at the exculpate price buyers want to purchase at the lowest price. The second article discusses the study of how technology of received estate is changing and how important technology is mention to gather important data from private and public sources for the real estate industry. Many studies have been published about the impact of the information on the real estate industry, on market size and efficiency, and market innovation. These studies have proven that email and the use of internet are used as a peremptory marketing tool.Survey questions were developed to gather information abo ut real estate agents and their attitude about using information technology as marketing their services. The results were positive and all that were surveyed viewed that information technology was key in some areas. Internet usage got a high score along with online research but individualised webpages indicated a lower score (Acharya et al, 2010). The third article examined that in real estate development there is a need for risk perspicacity techniques to assess the impact of the project.The article is based on an exploratory survey which data was collected through interviews and a questionnaire. The study was conducted in the Thailand area using Thai real estate development companies. The study revealed that there are no systematic techniques to deal with the concerns of economic and political risks (Khumpaisal et al, 2010). All three articles focalise on real estate research and how information is collected and used in different studies. All three article discuss how data, the collection of the data and the usage of the data play an important part while conducting research.When conducting research it is often difficult, or impractical to test the entire population. Many issues can arise, such(prenominal) as time consumption, cost, and redundant information. Often it is possible for researchers to define conclusions based on population samples. This is when we test a small portion of the population and draw conclusions on the entire population based on the sample results. For our research the sample of thirty homes came from a larger sample of one hundred half-dozen homes. These homes were a sample of homes in one state, across five townships.For our research we decided to limit the sample to around thirty homes of similar qualities (outside of the variables we are testing). The reasonableness we do this is to be sure there isnt an outside, unknown variable affecting the experiment. Therefore we chose homes that are between two and three bedrooms, with two bathrooms. This gave us a sample of thirty-one homes. For this particular research, it is possible to see the affects of different variables on home prices. Also, with more than thirty samples it is also possible to annihilate outliers that may skew averages.For example, if we only tested three homes and two of them were priced outrageously, we wouldnt be able to draw valid conclusions. However, by testing thirty-one homes, we can eliminate outliers. There are many possible sources of bias and error when testing a hypothesis with only sample of the population. In our case, we could simply omit homes that overthrow our hypothesis. One reason for this is if we were working for a real estate company and they want to see which homes can make them the most money, and we know there are a lot of homes near the city center for sale.If we omit homes far away from the city that are selling for more, our bias has caused us to give insincere findings. Not all omissions are intentional. Sometimes errors are simply made in the research process. For example, with our research we could have included homes with any number of bedrooms. This would have resulted in data that may not have been practical for our research. For example, the complete data set included homes with up to eight bedrooms. If we were to compare that to a home with only two bedrooms the fact that either had a pool, or garage, or was shutting to the city would have been negligible.Again, we chose to only test similar homes in prize to number of bedrooms and bathrooms in order to prevent this error. It is necessary to collect primary data when a researcher cannot find the data needed in secondary sources. Some methods of primary research would include observation, postal surveys, telephone interviews, online surveys, face to face surveys, focus groups, and test marketing. Observation works well in sell markets. Observing consumer behavior provides many insights, although can sometimes leave unanswe red questions.Postal surveys are great because they are relatively cheap with the ability to cover a wide geographical area. However, response rates are minimal and can take quite some time before any of the surveys are returned. visit interviews allow quicker feedback than a postal survey but any potence customers are usually hesitant on giving anything but diddle answers. Increasingly popular and at relatively low cost, surveys online are widely used by growing businesses as a way of gathering the views of potential and existing customers.Face to face surveys are sometimes costly, but a great way to get individual detailed insight, while focus groups are a good way of getting detailed information about customer preferences and tastes. Test marketing involves picking a small section of the market and selling a new product in order to assess customer reaction. This primary research can be a great predictor of how a new product or service will be received by the larger market. Prim ary research is the preferred research and conducted all of the time.National canvass and surveys collect the populations thoughts about proposals or particular political figures, journalists use it as their primary means of reporting events as well as news, and organizations collect data on their market trends and consumer base. When conducting research in professional or academic settings, the researcher neexplosive detection system to be aware of the ethics scum bag the research activity Ethical issues arise throughout any piece of all research. These issues often turn into political ones, and there are also close connections between issues around participation and honourable concerns.Ethical issues also have a tendency to turn into questions of trust. The researcher is the research instrument therefore the reader and/or user of qualitative research must be able to trust the researcher to have followed the proper procedures. There are quite a a couple of(prenominal) key phras es which describe the system of ethical protections that medical research and the contemporary social establishments have created such as, voluntary participation, informed consent, confidentiality, anonymity, and rights to service, to better protect the research participants rights.When conducting research it is important to understand all stages of the research and apply good practices such as using unbiased sources and clear and ethical standards. Even when clear ethical standards and principles are in place, there will be times when the rights of potential participants runs up against the need to do accurate research. No set of standards can possibly anticipate every ethical circumstance. Furthermore, there needs to be a procedure that assures that researchers will consider all germane(predicate) ethical issues in formulating research plans (Trochim, 2006).References Acharya N, R. et al (2010). Influence of Email marketing on Real Estate Agent Performance Journal of Real Estate Literature, 2010, v. 18, issue. 2. Retrieved from https//ehis. ebscohost. com/eds/pdfviewer/pdfviewer? vid=4&hid=124&sid=20ac27d 8-422b-4f27-a523-f24b0ea694e2%40sessionmgr110. Khumpaisal,S et al (2010). An Examination of Thai practitioners perceptions of risk assessment techniques in real estate development projects Journal of Retail & Leisure Property.Retrieved from https//ehis. ebscohost. com/eds/pdfviewer/pdfviewer? vid=5&hid=124&sid=20ac27d8-422b. Sirmans,G. S. et al (2010). A Meta Analysis of Selling Price and Time on the Market Journal of Housing Research, 2010, Vol. 19 Issue 2. Retrieved from https//ehis. ebscohost. com/eds/pdfviewer/pdfviewer? vid=4&hid=124&sid=20ac27d8-422b-4f27-a523-f24b0ea694e2%40sessionmgr110. Trochim, W. (2006). Research methods knowledge base. Retrieved from http//www. socialresearchmethods. net/kb/ethics. php

Becoming an Effective Leader Essay

Learner name constituent 1 Understand stimulate powerfulness to assemble key responsibilities of the leadinghip role. An evaluation of my own baron to map a range of leadership entitles, in different mails and with different types of people, to fulfil the leadership role. at that place argon in essence, four core leadership theory root words 1, which arTrait theories,Behavioural theories, hazard theories andPower and influence theories.Look to a greater extent thandefine research objectives essayI strongly reckon that a leader must be adapt commensurate to the situation and accordingly prefer the Contingency theories. I sh totally therefore use cardinal contingency theories to illustrate my king to fulfil key responsibilities of my leadership role. I forget use twain contingency theories in my illustration.Hersey and Blanchard castThe Hersey and Blanchard Situational lead conjecture was created by Dr capital of Minnesota Hersey and Ken Blanchard in the mid- 70s. The fundamental basis of this theory is that there is no single scoop leadership appearance and sumive leaders fall in water to adapt their styles depending upon the adulthood aim of allots. So essentially the modeling rests on two fundamental concepts leadership styles and the groups or psyches maturity level 2 . Hersey and Blanchard defines four Leadership Styles 3 verbalize (S1) where the leader directs people what to do and how to do it. Selling (S2) where the leader provides information and direction, selling the message to happen people on board, and providing softw ar documentation. P blindicipating (S3) where the leader fails with the aggroup, sharing the decision making and responsibilities. Focus is more on relationship and less on direction. Delegating (S4) where the leader passes closely of the responsibility for a digitate onto the individual or group, only remindering im ruin. S1 requires the virtually run on the part of the leader which r educes finished S2 and S3 to S4,which requires the least effort. Style S4 therefore would modify the leader to deliver more for the same(p) effort. nonwithstanding potency of the individual or aggroup go forth depend on their Maturity Level.Hersey and Blanchard too define four Maturity LevelsM1 where people lack knowledge, skill or self-reliance to work independently, and require direction and prompts to go on the task. M2 where people are get outing to deliver barely til now lack the requisite skills for strong preservation of the task. M3 where people are leave aloneing to deliver and subscribe to reason sufficient skill level alone still require confidence to deliver efficaciously. M4 where people waste high skill and confidence levels and are able to work independently and are contributeted for masteryful deli precise. The model maps each style to the withdraw maturity level. So a leader should identify the maturity level of his reports and use the ni gh appropriate style to curb most powerful deli real of the task.The leader necessarily to provide a detailed level of direction and continual intervention to less mature team to compensate for the lower skill, motivation and confidence levels. In clip the team leave better and will become a less charge up around leadership style. Accordingly, this model is suitable for development a static team in the longer term. impertinently members into the team will do to be assimilated in a aforethought(ip) way and there essentials to be careful taking all over planning to ensure the maturity level of the team does not deteriorate.Adairs feat Centred Leadership ModelAdairs theories encompass motivation theories by Ma faint, Herzberg and Fayol and he was probably the branch to acquaint that leadership is a trainable, transferable skill, instead than it cosmos an exclusively inborn efficiency. The model certain by John Adair in the 60s and 70s suggests 4 that a leader mustA chieve the taskDevelop the team, andDevelop the individualThe three elements are mutually dependant only are separately essential for an effective leadership role. He in kindred manner defines certain key functions of a leader Planning- information gathering, scope definition, objective settingInitiation- briefing, allocation, part write outmentControlling quality control, monitor progress, decision-making Supporting individuals, team, encouragementInforming communication, feedbackEvaluating assessmentIn many ways the Adair model is very comparable to the Hersey and Blanchard model, particularly the emphasis on developing individuals and team. but the key focus is on the task, rather than developing the team per se. For this reason this model is particularly suited to a non-static team where teams are rendered for specific protrudes, rather than assigning the tramp to an chipive team. witness strength to use the styles Hersey-Blanchard modelIn 2004, I was pass al ong by my then Head of Service to land on a severely broken team callable to some probative copes. The team of six was responsible for managing and delivering the work of nearly 100 part time front line module. It was headed by a senior team leader who had been in maculation for around 30 years and had moulded the team to her individualised style. Anyone challenging the authority of the team leader was bullied pitilessly until they became compliant or obviously left. The bullying regular extended to life maltreat forwardside work. As a result of the blast, there was high turnover of stave and there was very petty(a) initiative amongst the stay cater. Individuals were initially reported as being highly competent but later were blamed for things deprivation wrong, shortly before they left. The team was very tightly knit and slackly appeared supportive of the team leader.However the lack of initiative resulted in a team that would be classed as having maturity level M 1 in the Hersey-Blanchard model and therefore resulted in the team leader having to deliver every task with a satisfying level of mortalal effort. Things came to a head when five staff left in quick succession, reportage homogeneous unloosens in the newly introduced exit interviews. I was therefore asked to lead the team and make requirement breakments. Very quickly, I made an assessment of the maturity level of the team and came to the conclusion that the team necessary a great deal of direction to ensure tasks are delivered. I therefore took the decision to tend my desk to be amongst the failing team to enable me to direct the team more effectively. I would alike be able to prevent any bullying and be able to penetrate the closed shop of the team. The wedge of this action was near immediate as the team leader ref employ to cooperate and then went on drab leave when I insisted that she worked with me.With support from the another(prenominal) teams, I was able to support and reassure the dysfunctional team to improve their skill, competence and confidence levels. The task was made exhausting by the fact that I had lowly technical expertise in the stadium. However, as I gained confidence of the existing staff, I was able to improve returns delivery and the absent team leader prepared that she was becoming less necessary. She returned and agreed to support me but I discovered attempts to undermine me and observed cut acrossd evidence of bullying. I therefore suspend her and commenced investigations by an independent solicitor. During the period of the investigations, I assessed that the team had moved from Hersey-Blanchards M1 maturity level to M2 maturity level. As a result, my life became easier and I was able to start utilizeing the structural changes that were necessary to improve instruction execution. The investigations took just ab come forward a year and resulted in dismissal of the original team leader as evidence of her actions bec ame clear. The team slowly improved as each team member was empowered to ship out the tasks.The biggest affect was on recruitment and retention in that team, and besides in the front line staff managed by them. Previously, we carried a va mountaincy rate of 35%, which all but disappeared and recruitment drives became oversubscribed. We were able to extend the scope of project delivery and increase targets, partly as a result of the reduced va layaboutcy rate but to a fault out-of-pocket to increased efficiency. By year 4, we were delivering almost four times the projects we used to with more or less the same establishment (albeit without a signifi adviset va merchant shipcy rate). We were by then identified as discipline leaders in that particular field and won several prestigious awards. I carry outd the above by utilising Hersey-Blanchard model and investing a lot of individualizedized effort and energy into the plan that I developed.To be clear, I did make water a great deal of support from my superiors and other teams, but there was a lot of hard work. However, it was also a good development opportunity for me and very retorting due to the reaction from my staff. given over the outcome described above I consider that I ingest successfully usedthe Hersey and Blanchard model to fulfil the leadership role in managing and developing the team and therefore shut that I sustain the ability to use this model in a constructive and appropriate way. Own ability to use the styles Adairs Action Centred model In 2010, I was asked to work on a 133million project to build a new bridge over the River Wear. I worked with the Project Director to human body the delivery team. in that respect was three distinct phases to the project1. Developing the Business facial expression/Funding2. critical design3. ConstructionThe project was to be delivered by consultants embedded into the team, constituency of which would vary for the three phases. By necessity, we u sed the Adairs model i.e. exploitation a task-centric approach. As the Contracts Manager, my responsibility was to deliver the contract documents, manage the design phase and create a team for the construction phase. I planned how the work would be delivered, specify the scope and setting objectives for each workstream. The Consultants, based internationally delivered the scope to my specification and ensured all parties were aware if scarce what was requisite. I implemented a quality management system to ensure work was of adequate quality and held weekly meetings through teleconference to check on progress. Critical path analysis of the programme was of significant importance in ensuring delivery was on track.To ensure good communications, I chaired a monthly personal meeting with key staff from all four Consultants when we were able to check over and assess the work delivery. I also reassigned members of the team to other tasks for the construction phase to fully exploit th e developed team and planned the expansion very carefully so as not to compromise the team dynamics. Unfortunately support for the project was discontinued and I left for other roles before completion. The contract documents were produced aznd the detailed design was almost 85% complete however.I consider that the above demonstrates that I fill successfully used Adairs Action Centred Model given that I confirm actively planned, initiated, controlled, supported, informed and to a great extent, evaluated tasks produced by the team. Although the project was not delivered due to a funding gap, the output nevertheless demonstrates my ability to use this model to fulfil the leadership role. Asa result of the foregoing, I am able to come together that I have a developed ability to use a range of leadership styles to fulfil the leadership role. subroutine theories of emotional intelligence to review the effect of emotions on own and others performance. The theories of emotional intellige nce that I will use for this task are Goleman 5 and Mayer and Salovey 6.Mayer and SaloveyPeter Salovey and John D. Mayer developed what is widely identifyd as the starting formal theory of emotional intelligence and carried out a detailed a review of then-existing publications on the subject in a paper published in 1990. They define stirred up intelligence agency (EI) as The ability to perceive emotion, integrate emotion to facilitate thought, go through emotions and to regulate emotions to promote personal growth. They view emotions as sources of information to sponsor one to understand and navigate the social environment to lot performance improvement and conclude that individuals vary in their ability to answer emotional information and how they touch on emotional information to intelligence. They see certain adaptive behaviours amongst some people as evidence for the being of this ability. The model claims that EI includes four types of abilities The ability to perce ive emotions in faces, pictures and voices, including the ability to identify ones own emotions. Salovey and Mayer see this as a basic aspect of EI as it enables one to process all other EI information.The ability to use emotions to facilitate other cognitive abilities, such as problem solving and thinking. The scoop up EI person would be able to use this ability to enhance their performance in other cognitive tasks. The ability to understand emotions this includes the ability to be sensitive to slight variations in emotions of self and others and also the ability to understand how emotions evolve over time. The ability to manage emotions to regulate own emotion and that of others. Harnessing twain verifying and negative emotions and managing them to acquire the goals. Salovey and Mayer later collaborated with Caruso to develop 7 the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) based on a series of emotion-based problem-solving items. The model claims that EI is a type of intelligence, and is similar to the ability-based IQ tests. By testing a persons abilities on each of the four branches ofemotional intelligence, it generates gain for each of the branches as soundly as a total score. Because EI requires individuals to be in tune with social norms, the MSCEIT is scored in a consensus fashion, with higher scores indicating higher overlap among ones answers and those provided by the control sample.The MSCEIT can also be expert-scored, so that the amount of overlap is calculated amidst ones answers and those provided by a group of emotion researchers. Although promoted as an ability test, the MSCEIT is unlike standard IQ tests in that its items do not have objectively correct responses. Among other challenges, the consensus scoring criterion federal agency that it is impossible to create questions that only a minority of respondents can solve, because, by definition, responses are deemed emotionally intelligent only if the majority of t he sample has endorsed them. in loanition this is likely to then lead to stereotyping and cultural bias.Organisations development them could therefore be at risk of being in breach of meetities legislation, albeit unintentionally or indirectly. The model has therefore been criticised for lacking predictability and there has been questions whether EI is really a genuine intelligence factor. In a study by Fllesdal 8 , the MSCEIT test results of 111 business leaders were compared with how their employees described their leader. It was found that there were no correlation between the test results and how the leader was rated by the employees, with touch to empathy, ability to motivate, and leader effectiveness.GolemanGoleman discusses Emotional Quotient (EQ) and sets out two key aspects of intelligence as having the ability to understand self (goals, intentions, responses, behaviour) and the ability to understand others and their haveings. He identifies five domains of EQ, which a reKnowing own emotions.Managing own emotions. prompt self.Recognising and understanding other peoples emotions.Managing relationships, i.e., managing the emotions of others. By developing our own Emotional Intelligence in these five EQ domains, we can become more effective at what we do, and achieve the best from our reports. This wouldalso reduce stress, by decreasing conflict, change relationships and understanding, and help in succession planning. Goleman sets out the framework indoors which to EI competence could be improved and identifies two areas where this is to be achieved personal and social competencies. Goleman and Cherniss have jointly produced a paper 11 for The Consortium for Research on Emotional Intelligence in Organizations identifying 22 guidelines which represent the best current knowledge relating to the promotion of EQ in the workplace, summarised asPaving the wayassess the presidencys motivationsassessing the individualdelivering assessments with caremaxim ising learning choiceencouraging participationlinking goals and personal valuesadjusting individual expectationsassessing readiness and motivation for EQ developmentDoing the work of changefoster relationships between EQ trainers and learnersself-directed change and learningsetting goalsbreaking goals down into achievable stepsproviding opportunities for utilizationgive feedbackusing experiential methodsbuild in supportuse models and examplesencourage insight and self-awareness come along transfer and maintenance of change (sustainable change) encourage application of new learning in jobsdevelop organisational culture that supports learningEvaluating the change did it work?evaluate individual and organizational effectCary Cherniss expands on this 12 and sets out the research demonstrating that someones ability to perceive, identify, and manage emotion providesthe basis for the kinds of social and emotional competencies that are important for success in almost any job. Furthermore , as the pace of change increases and pressures on existing resources makes ever greater demands from us, this particular set of abilities will become increasingly important. Leaders therefore aim to use emotional intelligence to improve two productivity and well-being of our staff.The criticism and research indicating EI not to be a proper intelligence mainly relate to objectivity of the enter, inability to use it as a predictive tool and its use as selection criteria. EI nevertheless remains a very useful tool in the armoury of a leader in dedicate to motivate and achieve better outcomes for tasks. Care however call for to be taken to ensure cultural differences are considered when using techniques identified in the EI models.Effect of Emotion on mathematical processI have had experience of an individual Richard, who was unable to manage his own emotions, as described by Mayer and Salovey. He would perform quite adequately under most circumstances however if some of the tech nical work he was carrying out was unregenerate to his view, he would slowly build up resentment. For example I used to assign him tasks to investigate and implement accident reduction measures. He would suggest some solution, and if I decided not to take his advice and aimed him to implement a different solution, his output would reduce and he would take almost twice as long to deliver the desired outcome. Over time, this resentment would build up until he reacted with a disproportional level of anger to some instruction, manifesting as shouting in an open impinge onice and walking off in a huff. I have had discussions with him about this approach during his calm periods and he described a red mist descending that he was unable to control.Mayer and Saloveys theory helped me understand that Richard did not have the ability to use, understand or manage his own emotions and this had a devastating impact on his performance, not only for the instances when he disagreed with any dec ision that did not accord with his own, but also because others around him mat up he was somewhat unstable and were wary of working with him. Which also had significant adverse impact on Richards performance, acting like a vicious cycle where the more he failed to deliver adequately, the more he received criticism and pressure which in turnaffected him emotionally and reduced his output. Improving his performance was a very difficult preposition and I desire help of HR and arranged counselling and support. However I never did thumb that Richard was performing to his full potential for the period I managed him, although there was some improvement. This was a clear example of how performance can be adversely affected by a misery to manage ones emotions as described by Meyer and Salovey.I understand that my own performance is also significantly affected by my own emotions. I have on occasion felt wet or even angry due to some action or inaction by accessorys. Conversely, I have o ften felt compelled to go the extra mile to deliver excellence for a colleague or Manager who gives me praise in the correct manner. Golemans framework has helped me to appreciate that emotions can have twain a positive and negative impact on performance and that EI can be used to improve performance. Upon reflection on occasions that I have become annoyed, I have come to realise that there has inevitable been a negative impact on my performance, either due to lack of ecstasy to perform or as a result of lack of cooperation from others who might had noticed my annoyance. For example at heart the last fewer months, I was severely criticised for failing to grasp the nettle with respect to managing my revenue budget by a superior officer. His approach was pre-planned and was clearly bullying behaviour.He did not assess the situation adequately, jumping to inappropriate conclusion about my ability, based on a preconceived view about what the cause of the problem was, when the probl em was really a systemic problem with the way we allocate incurred be to projects. The problem had been ongoing since 2004 when a new financial system was implemented with inadequate verification, resulting in greater and greater errors. His solution, which had been implemented in previous years had the effect of masking the issue period on period and still caused chaos at financial year end with apparent losses having to be covered by other parts of the business The superior officer seemed to think I should have been able to resolve the issue within one month, as he had done previously and sprung a surprise verbal mauling of me in the presence of one of our more senior finance officers, for effect and to demonstrate his superiority over me.Whilst I had an action plan to identify the error before I even considered a solution, I take several periods of financial data to work on. My guidingprinciple had been that if we continue the same way, we should expect the same outcome. This c learly rankled with the superior officer as the way that I was abandoning was genuinely devised by him. The verbal mauling however had a profound effect on me, due to my emotional reaction. I felt unable to trust my superior and reduced my output down to almost nil for a short period. I also chose to avoid speck with my superior as I did not like being abused. I lost all enthusiasm and motivation. It was a discussion with the senior finance officer and au understanding of Golemans theory that helped me pull myself out of this stupor and refocus my emotions to achieve balance. I therefore try to actively use Golemans framework to manage my own emotions to minimise the negative impact of inappropriate emotions.I am also starting to manage my own emotions to tap into the performance enhancing effect that positive emotions can have. Using the framework of planning, changing, maintaining and evaluating my emotional reaction to various external factors and turning it into a positive for ce will continue to take conscious effort on my part but I am certain over time this will become second nature to me and help improve my performance significantly. In summary, my experience has demonstrated clearly that emotions superior generally has significant effect on performance, either for the better or for worse, and the theories detailed above can help in understanding and managing this. With practice, these theories can help me tap into the beneficial potential of EI for myself and my reports.Review own ability to set direction and say this to others In order to set direction and communicate this effectively, I follow a four step process, to clarify simply what is desired, to understand the ask and motivation of my staff, to select the appropriate method of communication and in conclusion to monitor and evaluate my effectiveness in order to improve. To clarify my objectives, I would direct to understand simply what we are seeking to achieve. For example, in a recent situation, we were concerned that we could be exposed to litigation due to the way we manage our trade waste. Essentially, we were failing to manage hazardous waste in the manner prescribe by Environment Agency (EA) regulations. Some staff were very concerned as there is a personal liability and wanted to seek external contractors at inflated prices to discharge the duties on our behalf.Instead, I requested an officer to look into the technical process involved and then armed with the report, I sought the help of EA. It transpires that we are not directly in breach but one of our contractors may have moved our waste to an unlicensed location, without our knowledge. I established that we are unable to transfer risk simply by engaging contractors and needed to develop a management plan to deal with the waste in the short, medium and long term. In discussion with EA, I established that they would support us and allow us a period to set our house in order. We are now in the process of writing the plan, after having clarified exactly what our objectives had to be. Any form of communication will most unbelievable to be effective if it doesnt ring chord with the audience. The audience will not care of the success or otherwise of any task if they dont have a threaten in the outcome. An effective leader must be able to engage the audience in such a way that each person has a vested personal interest in the success of any sham which will spur them to go that extra mile to ensure success.This could be something as simple a personal pride in a job well done or a warring streak to do a better job than someone else. In one of my depots, there is exactly such a situation involving two of my best Construction Managers. They are very good friends who take delight in outflanking each other and achieve further better output than any similar team in the Council or externally. This did not happen by chance but was the culmination of slow work with both officers over a peri od, using humour and camaraderie to instil a golden sense of competition. In the example above, I also actively sought the appropriate government agency of communication, i.e. using interpersonal skills and utilising humour, to set the parameters of the objectives I was seeking to achieve. The method I decided to use would not have been at all effective if I wrote an email or memorandum as my aim was far too subtle to communicate via a written medium. However, in cases where compliance with health and safety regulations are concerned for example, I consider it necessary to send out formal instructions to ensure staff complied.Such action would make it clear exactly what was required without any ambiguity. Apart from communicating the requirement, this would also provide me with an auditable trail if any staff member was found not to comply which would also be one of my key objectives. Using a more formal means of communication when I generally prefer informal means, also has theef fect of underlining the legal obligation we have to my staff, who then take it more seriously. The ability to set direction and communication is closely linked to motivation theory and persuasive skills. The model I find most aligns with my style is Monroes Motivated sequence 13. Alan Monroe developed this technique in the 30s and identifies that in order to persuade or sell any concept, idea or product, ones approach should include five separate steps Attention relate something that will make the audience take notice. This could be anything shocking or enticing to the target, such as a statistic, an image or a thought. So in the case with managing our hazardous waste for example, I highlighted that failure to properly manage the waste could result in criminal prosecution, which had the desired effect of bringing this issue to fore in the mind of my staff.Need link the heydayic under discussion to the needs to the audience, the premise being that the need will motivate the desire d action. This aspect is particularly important because it is unlikely that most people will take action unless they are directly affected by the impact. For the example of the two construction Managers in competition with each other, I used techniques I observed in the officious telephone sales and replicated the principles. I created a view in the mind of both staff that they needed to outperform each other for the sake of personal pride. I knew they were good friends and by various means encouraged the friendly argument, taking care to ensure that this remains friendly and does not become counter-productive. They both feel that they have to outdo each other and their performance continues to exceed expectations. Satisfaction set out how the audience will be able to satisfy that need that has been established. It is important that the effort to achieve the need is presented as the easiest or least painful option.Once I created the need for both my Construction Mangers to outper form each other, I have continued to provide them with the means and resources to achieve this, both by providing support, conclusion the funding and also creating temporary positions and approving acting up honorariums for their reports. So they both have the means to easily deliver their need and not delivering when they are able to is now much the more difficult option from a personal pride perspective, as they will have to explain in my regular joint performance monitoring. Visualisation set out how life would be like if the target were to commit to action.Using the example of the Hazardous waste issue, I painted a picture of what the situation would be like if we were able to turn the usable material. There is a process whereby the hazardous waste can be encapsulated in asphalt using a cold process (a hot process would blowhole volatile compounds which would not be acceptable). Encapsulation would render the material inert and this could then be used to construct new roads.T he marginal comprise of converting this hazardous material into useful product is less than 35% of the cost of purchasing new product but there is a large capital investment (c 500k) required for the plant. Nevertheless, I outlined a business case supported by the demand that will be generated by a new road due to be constructed in 2015. I therefore helped my staff visualise the savings we could make and the asset we would have after the new road is constructed, giving us even more savings in the long term. I have therefore got their active cooperation to achieve my vision and have managed to turn what was initially a institutionalise and cost, to an opportunity by using the most effective communication and set direction. Action finally, once the stage is set, the audience need to be shown how they could act to achieve all the positive benefits of doing the thing that is being promoted. In the case of the hazardous waste, business case is now being detailed with the aim of a capi tal investment in the next few months. I am managing the project and my staff are in detailed negotiations with various suppliers and industry experts to enable the vision to turn into reality.Currently we are negotiating land purchase to site the plant and storage requirements. As with every other process, it is important then to review and evaluate previous actions to enable the leader to ensure improvement in the future. For both the issues detailed above, I have my own evaluation processes established. For the competition between the Construction Managers, I am aware thing could get too far and friendly competitor could quickly degenerate. I have therefore got regular meetings with both staff, jointly and individually for me to monitor, evaluate and review my actions. I am aware no one likes to be manipulated and things could backfire on me if they felt I was in any way underhand or devious.So, I informed both staff of my actions in a jovial and convivial way and the communicat ion style I have used has been effective in both accepting and even embracing my manipulation. For the management of Hazardous waste issue, I have also putin a small review group who monitor and evaluate the progress and we discuss the need to change our approach as we become aware of new developments in the field. Given the above, it is my view that I have a well-established and positive ability to set direction and communicate this effectively to others. Review own ability to motivate, delegate and empower othersA leader must be able to delegate tasks effectively in order to achieve more than what he could on his own. Along with that, he must be able to motivate and empower others in order to ensure his management burden is optimised to enable him to manage more resources. That is the essence of leadership. Without this ability, he is merely a depository for tasks and does not add value to his organisation. In brief, motivation is the process of finding out what makes your staff t ick and demonstrate they can meet that need by delivering for you. In this respect there is much in common with style of communication described above and this is due to the fact that effective communication must take make is desirous for the recipient to deliver the task communicated. Monores Motivated era, as the name suggests, is a motivational theory but there are a number of other theories, detailing much the same process, albeit in a different way.The two I will focus on are Maslows Need Hierarchy and Equity theory. Maslow describes a hierarchy of needs of each individual, which forms a pyramid, also cognise as Maslows Pyramid of needs. At the base of the pyramid is the basic Physiological needs we all have (i.e. access to air, food water etc.). Then comes the need for Safety (shelter, security), above that comes Social needs or Love/Belonging needs (company, acceptance, friendship etc.). Above that comes the Esteem needs (Recognition from others) and on top of the pyramid i s Self-Actualisation (self-fulfilment, morality, creativity). Diagram below shows this pyramidFig 1. Maslows Hierarchy of Needs14In essence, what Maslow suggests is that people will need to satisfy their more basic needs before they can begin to satisfy a higher level need. In order to motivate them, it would be necessary to demonstrate how they could satisfy their needs at the appropriate level on the pyramid by achieving the goal. In a work situation, appropriate compensation will help satisfy thelower order needs on the pyramid and little motivational benefit could be derived from focussing of satisfying the Physiological and Safety needs of staff. In order to motivate staff, it will be necessary to demonstrate how achieving the organisational goal or the task at hand will help meet one of the higher level needs on the pyramid (i.e. the need for social acceptance, of increased esteem or of self-actualisation). To do this effectively, it will be necessary for a leader to identify where on the pyramid the reports needs are. Generally the personal circumstances and ambition of the individual will determine which of his needs have already been satisfied and which need should the leader demonstrate as being achievable. The legality theory postulates that if people perceive injustice, they will try to equalise the situation and eliminate that inequity.It is a social comparison of an individuals perception that drives an individual. They compare themselves against others and make an assessment whether the reward they are achieving for the effort they are expending is similar to the reward others get for the effort they expend. So individuals make a broad assessment of their own perceived reward/effort ratio and compare it to the perceived reward/effort ratio of others. Individual are generally satisfied when the two ratios are generally equal. However, this leads to two different scenarios when it is not Underpayment inequity when an individual feels they are u nderpaid for the effort they put in compared to another. The impact of this would be either the individual reduce their effort, productivity or quality of their work to match their perception of what the comparator produces. Overpayment inequity when an individual feels they are actually overpaid for he work they produce, in which case they expend more effort in an attempt to increase outputs or improve the quality of their work.The situation most often manifests itself when staff compare their pay grades, but other rewards, such as praise, mentoring, training etc. could also be used in their comparison. Leaders need to be acutely aware of the situation as a perceived Underpayment inequity can have a devastating impact on productivity and also on the ability to retain staff, unless managed adequately. On the other hand, a perception of Overpayment inequity, although can seem to have benefits, can lead to an overly stressful situation for the individual concerned as they may feel th eir post will be made redundant or reduced in grade. Own ability tomotivate Monroes Sequence and Maslows Hierarchy I have had cause to use both the theories above in motivating my staff.In the example given previously where I set two Construction Managers in friendly competition with each other I used Monroes Sequence to develop the strategy. In determining the need, I used Maslows Hierarchy to understand the most effective way to approach this. I understood the two individuals were already highly effective and motivated individuals and general discussions with them led me to believe that both would be seeking to satisfy their need to greater esteem. I therefore developed a strategy where I would enable both of them to achieve greater self-esteem whilst improving their outputs and performance. The most gratifying thing is that even though both now are aware of my manipulation, the rivalry continues and is still paying dividends.Own ability to motivate Equity TheoryI am shortly de aling with a situation where my Construction Managers are rewarded at Band 9, which is the same as my standard Surveyors (QSs). However, I would assess that the Construction Managers (CMs) achieve several times more value from their work. They also carry greater responsibility and much greater workload. This has come about as a result of implementing equal pay legislation using a very ineffective evaluation model. The model tries to find equity between too many different types of work and fails miserably in the case of construction activities. There is also the issue of required qualifications of each group and my ability to recruit to these positions. I am currently reassessing the workload of the QSs and trying to make it more equitable by rebalancing workload.However in the meantime, I have asked the CMs to identify workstreams that may be suitable to be reallocated. I have also given the CMs more access to me and have more frequent contact with them, ostensibly to address work issues, but also as a form of reward as there is a tendency for staff to seek some form of approval and praise from their leaders. I am aware though that the QSs might be excessively stressed and I will have to reassure them. In the short-term this approach has proven to be effective in maintaining esprit de corps and motivation and has prevented from loss of staff. I will however need to deliver the implied promise to equalise the burden on both these groups. Asa result of the above I am able to conclude that I have a well-developed ability to motivate staff, based on the relevant theories outlined.Delegation and authorityDelegation and empowerment is the act of transferring responsibility to subordinates for delivering a task and ensuring they have the authority, resources and the means of achieving the desired outcomes. good delegation and empowerment will result in several key benefits A leader can achieve more than he could individuallyWorkforce will be more involved and feel empowered which will have a positive effect on productivity, and have a stake in outcomes Delivery will be more efficientDevelop subordinates which will help with succession planning Although a leader may make his subordinates accountable for their actions, the leader will continue to be accountable for the completion of the task to his own superiors. There are therefore risks involved in assign and often a leader will find it difficult to let go of projects that are full to them. There will therefore be a tendency on the part of the leader to use the excuse of accountability to avoid delegating. I have had direct experience of this when some years agone a newly appointed Director decided that he would personally sign all earn emanating from one particular service area. This is because that service area was primarily customer facing and was engaged in managing an ever decreasing ability to deliver due to funding cuts. The team, which I was part of, therefore continually had to s ay no and this caused political difficulties for the Director. Instead of managing expectations, he decided to stop delegating. The result was he had very little time for the task of signing letters, let alone anything else.After some years of this, we had a situation where thousands of service requests remained unanswered, some over four years old. Despite our pleadings, he refused to delegate the work and eventually more senior people reorganised the Department, making the Director redundant. As a result of the above, I have learned that I must delegate in a timely manner. To manage the risks outlined above, I always ensure my subordinates are motivated, have adequate resources and the ability to deliver. I alsomaintain the constant vigil, both from a project/programme management perspective and also from a financial perspective, ensuring regular monitoring and identifying barriers to work with my staff to ensure delivery. As a result of this approach I have so far, this financia l year, successfully delivered some 14million worth of projects, making some 3.5million income, of which 300,000 is surplus.We are on course to deliver the full 19million programme and make a surplus of some 850,000 over an income of 5.4million. Compared to the position two years ago when the service made losses of some 900,000, my position is a much improved one. The single most skill that has enabled me to achieve such turnaround is my ability to delegate and empower my staff. I am therefore highly confident that I have a well-developed ability to delegate and empower others. Produce a Personal Development Plan to improve own ability to lead. In spite of the above, and perhaps as a result, I feel I will need to constantly develop myself. It is my contention that day-and-night learning will enable us to achieve continuous improvement.Key issues for me are Reviewing the above, I feel I have not yet mastered the art of managing my own and others emotions to achieve performance impro vement. I need to understand better the workings of local anaesthetic governing to identify areas where my leadership skills need to be improved. In conjunction with the above, I believe I need to improve my ability to set direction and communicate.Emotional IntelligenceIn completing this assignment, this is one area where I have learned the most. I had been aware of issues surrounding cultural bias in psychometric testing because of my personal interest in equalities issues. The work researching Emotional Intelligence has cast the issue that with issue of equalities. It seems to me that any process designed to value conformity with the majority (which the concept of Emotional Intelligence doubtlessly is), is doomed to discriminate minority groups or those with a different cultural approach. However I recognise that EI remains a very useful tool in the armoury of any leader want to improve performance. Actions Complete this ILM course by December 2014 and seek funding for further ing my education to MBA level approachDirect funded centrally, no cost to serviceIndirect 1 day per fortnight cost to be absorbed by service overheadallowance for training and development Leadership Issues in Local GovernmentThis is particularly relevant to my field and it is necessary for me to keep abreast of the developing issues surrounding Leadership in Local Government. Several journals are dedicated to latest developments in the sector, including The MJ and The Economist to a lesser extent. Actions Seek out a mentor within the industry by December 2014. Continue to read relevant periodicals ongoing. CostDirect no cost to serviceIndirect carried out in personal time, no cost to service. Set direction and communicatingI have a reasonably well developed personal communicating style, and my written communication is also of reasonable quality. The area I most need to work on is my communication to groups. Actions Use the opportunity provided by my Chairmanship of North East Performance Improvement Network to practice and develop my ability to direct and communicate to groups.CostDirect no cost to serviceIndirect As part of normal day to day duties, travel and time costs covered by capital projects Review and monitorI will review my achievement against these objectives on a six-monthly basis to effect improvement and amend aims and objectives as necessary.CostDirect no cost to serviceIndirect 2 hours every fortnight, cost to be absorbed by service overhead allowance for training and development.Bibliography1 Core Leadership Theories, MindTools (2013). unattached at http//www.mindtools.com/pages/article/leadership-theories.htm (accessed 22/10/2013). 2 Situational Leadership Theory, Wikipedia (2013). Available at http//en.wikipedia.org/wiki/Situational_leadership_theory (accessed 04/11/2013). 3 The Hersey-Blanchard Situational Leadership Theory, MindTools (2013). 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