Historical Essay Example | Topics and Well Written Essays - 250 words

Recorded - Essay Example The proof of this is in the impact of the social combination into the first crafts of these networks. Prior to the appearance of Babylonians and Assyrians, Sumerian craftsmanship was basically founded on mud works. Their unique craftsmanship, cuneiform composition, included composition on earth, metal, or wood utilizing a pointer molded like a wedge. Sumerians utilized cuneiform to compose or draw their most significant social and strict figures basically the divine beings and goddesses. The cuneiforms principally spoke to objects and was not utilized for academic purposes in the first structure. Outline 1 beneath shows a case of a female head cut in limestone and wood. Be that as it may, when the Babylonians showed up, they acquainted their way of life with the Sumerians. The impact of this was the Babylonian social effect on unique Sumerian craftsmanship. Sumerian workmanship began including war topics, which was not regular before the appearance of the Babylonians. The Babylonian culture impacted the first craft of the Sumerians by presenting ideas of war. As delineated in graph 2 beneath, Inanna-Ishtar speaks to this social impact on unique Sumerian craftsmanship. The craftsmanship form joins the first components of Sumerian workmanship (goddess of fruitfulness) and the Babylonian war culture (semitic goddess of

Who was to blame for the banking crisis Essay Example | Topics and Well Written Essays - 2500 words

Who was to be faulted for the financial emergency - Essay Example After the Great Depression of 1930 the world economy confronted a perilous money related emergency. Everything started when soar property costs in the United States began diminishing and this effect before long spread everywhere throughout the budgetary segment. The Global Financial Crisis started in July 2007 with the credit crunch when US speculators lost trust in the venture of home loan property. This all constrained US speculators to infuse a huge bit of capital into the money related market. By September 2008 the emergency deteriorated and hit every securities exchange all around and made the market unpredictable. The customers began losing trust in properties and the securities exchange and were in a place of dread what could be lying in front of them (Broman, 2012). The financial business has seen numerous monetary emergencies before, the striking one of them being the one that began in the 1930. From that point forward numerous nations have seen good and bad times with regards to their financial industry. The latest one of them being that in 2007; which changed the point of view of numerous financial specialists and controllers. Everything took one Lehman Brothers to fail for the Wall Street emergency frenzy to spread worldwide and influence different nations, creating or created. The causes were littler face to face and immaterial yet together, they made gigantic economies crumple and bear incredible misfortune. The reasons were as followed: On a general note, the worldwide monetary emergency started built up its foundations in 2007, July, when the US financial specialists began to lose trust in the estimations of subprime contracts, bringing about a liquidity emergency. This lead to the US government bank including a prominent whole of capital into the money related market however all things considered, the issue endured with the end goal that by 2008, the securities exchanges far and wide turned out to be truly unstable and in this way smashed. The Global market supported them for they dreaded the looming fate that moved toward them. Questions relating to the liquidity of banks, a fall in the accessibility of

JUVENILE DELINQUENCY AND DRUGS Research Paper Example | Topics and Well Written Essays - 1250 words

Adolescent DELINQUENCY AND DRUGS - Research Paper Example Research proclamation Is there a relationship among medications and adolescent misconduct? Presentation Criminal conduct and wrongdoing among youngsters as they travel from youth to adulthood is rising and is as of now an open test in many nations on the planet. Specialists opine that such an issue has taken off in light of falling social relations that establish an essential framework for smooth change. Components adding to this test are broadened development hole, rebuilding of the work market and restricted open doors for transforming into an autonomous grown-up. Different elements incorporate fast development of populace, inaccessibility of help and lodging administrations, joblessness, packing, family breaking down, destitution, incapable instructive frameworks, kid misuse, decrease in nearby specialists and underemployment (World Youth Report, 2003). Due to these and a few different components, an ever increasing number of youngsters are engaging in criminal operations, crimina l offenses and medication misuse. Adolescent misconduct and medication misuse are firmly interlinked. ... Procedure In request to recover valuable articles for investigate in this theme, the electronic database utilized was â€Å"Google Scholar†. The words â€Å"juvenile delinquency† and â€Å"drugs† were composed in the hunt sections. For increasingly more extensive pursuit, â€Å"criminal behavior† and â€Å"drugs† additionally were composed in another hunt. A few articles were shown in the query output. In the wake of experiencing the edited compositions, 3 articles were chosen with the end goal of research audit. In light of these, the accompanying survey was readied. The articles recovered are given under the reference segment. Writing audit Substance maltreatment in youngsters can prompt a few issues like enemy of social mentalities, adolescent misconduct and medical issues. The issues influence the youthful individual, yet additionally the network, family and the general public of the individual (World Youth Report, 2003). There is sufficient pro of to propose that previous the medication use is started, almost certain is the person to create sedate related issues throughout everyday life. As per the Monitoring Future Study of 2008, 19.6% of eighth graders, 34.1% of tenth graders, and 47.4% of twelfth graders utilize any unlawful medication inside their lifetimes. Thus, the taking off ascent of medication maltreatment among youths has added to expanded enemy of social mentalities, criminal conduct and misconduct in this populace. As per the Uniform Crime Reporting Program of FBI, in 2007, 109,444 people under 18 years old were captured by different law authorization offices. In the year 2004, 1.9 percent of medication captures made were under 19 years old. As indicated by the Arrestee Drug Abuse Monitoring

My Life in the Light of the Rule of Benedict

We live in a period restlessly running towards the following. Our own is a general public tormented by the need to proceed onward without settling issues of the present time and place. We promptly toss objects for the most recent, and inside a similar breath grumble that things are not the manner in which they used to be. We so energetically cut off ties, and under a similar lifetime interest for important and enduring associations. Our lives are imbalanced and without significance since we are so up to speed in the requests that society forces upon us. Furthermore, toward the finish of every day we feel so vacant and anxious, yearning for something else. Fortunately importance and reason can be found for the individuals who genuinely need it in their lives and are eager to take the necessary steps to discover it and keep it. The book of St. Benedict was thought of somewhere in the range of 15 centuries prior. Be that as it may, it discovers place even in present day times. The statutes that it gives are suffering for the individuals who need to discover a similarity to profound harmony in our turbulent and frequently dubious world. The book is fundamentally about how man can find some kind of harmony between his work and his otherworldly existence of petition and contemplation. This work of St. Benedict, which was written in the Middle Ages, turned into the establishments of the devout life, where righteous men were men of the world also, doing humble occupations even as they watch out for their otherworldly lives. St. Benedict’s theory spun around three primary ideas: harmony, implore and work. That regardless of the monotonous routine and drudgeries of our reality, we would all be able to endeavor to discover harmony in our lives through discovering time to ask and purify all our day by day exercises. He accepts that the righteous men ought to never turn their backs to the world and their obligations to their networks on the grounds that an existence of supplication without the real great work that benefits others is pointless. Our obligation as Christian is two-overlay, the every day love of God and the day by day administration to humankind. In each part of living, there is an approach to discover equalization and address these two things simultaneously. The awesome thing about The Book of Benedict is that while it manages significant issue of confidence and elegance, it likewise has viable advices on the most proficient method to watch them in reality. Parity and control is the way in to a serene and substance life. We should never be enticed to abundances and overindulgence. In food, two sides of the same coin is adequate so that on the off chance that an individual doesn't eat one, at that point there is consistently per subsequent choice. In my life I make it a point to make the most of my food, the way to feeling food is to enjoy each chomp and praise the endowments that it speaks to. There are a few situations while celebrating through food is merited, yet, it ought to be taken with some restraint. As St. Benedict stated, â€Å"For nothing is so in opposition to Christians as overabundance, as our Lord saith: ‘See that your hearts be not cheated with surfeiting’ (Lk 21:34).† I have understood that food, to be genuinely delighted in need not be taken in extreme sums. The mystery is in figuring out how to savor the experience of and welcome every little chomp of food. As far as dress and different belongings, a similar standard of balance and suitability ought to apply. The dress that we purchase ought to be appropriate to its utilization and to the atmosphere of the spot that we live in. Conditions and not needs should direct our decision of the garments to purchase. Obviously every piece of clothing ought to be elegant in plan, never gaudy and fancy, yet classy and down to earth. What's more, for the individuals who have an excessive amount of should part with them to the less special so others can discover use for them. Taking a gander at St. Benedict’s ways of thinking of control and fittingness, I have understood that the propensity to store and procure progressively material effects is at the very heart of the forlornness that harrows a large portion of us. We are perpetually discontent with what we have, continually needing more with an end goal to conceal the vacancy that we feel. The dismal truth is that the majority of us look outside ourselves for answers, when all that we would ever require has been spread out before us. All that is required is that we invest the energy to take a gander at all the favors that we have and express appreciation for them. My life is directed by obligations and duties. However, I know the estimation of petitions throughout my life. I make an opportunity to take care of issues of my spirit, even as I attempt to satisfy my obligations to my family and my locale. I have understood that I have all that I have to have an upbeat and full life. It is simply an issue of changing what we look like at our lives. In the event that we keep on characterizing our lives by what we don't have, at that point we will never be content even while we are suffocating in material belongings. The effortlessness to have an appreciative heart must be accomplished through steady supplication, and keeping in mind that my day is loaded up with activities, I make it a point to make petition a vital propensity. In reality the key to a glad life is not, at this point a mystery. St. Benedict has since a long time ago enabled us to characterize our own lives. Our lives might be loaded up with the real factors of work and duties, yet in petition we locate a place of refuge where we can discover harmony and the solidarity to continue with what should be accomplished for the afternoon.

Ethical Theories Making Process & Decision †Myassignmenthelp.Com

Question: Talk About the Moral Decision Moral Theories Making Process? Answer: Presentation The case talks about Dr. Susan Lim who was at one time a very rumored specialist in the Singapore. She was notable for her first liver transplant acted in Singapore. She has a rehearsing clinical permit from the General Medical Council, London (Dr Susan Lim, 2016). She is mindful in taking care of numerous clinical cases because of her industriousness and expert experience. She was selected to treat the sister of sovereign of Brunei, Pengiran Anak Hajah Damit. She was liable for her clinical consideration from the time of 2001 to 2007. An examination was propelled on the solicitation of Brunei government and it was discovered that she charged a shocking measure of 12million, which was a lot higher than any sum charged for a similar treatment in any ordinary conditions (Asia one Health, 2016). Her exploitative activities quickly came into the spotlight and a legitimate suit was recorded against her. So as to require to be postponed to the lawful procedures against her she composed a letter to the outside clergyman, George Yeo expressing that so as to guard her case and ensure her advantage she needs to uncover some delicate data about the Royal Family. Later she saw as liable and suspended by the SMC for a long time alongside the fine of $10,000. She didn't just abused her expert set of principles and settled on her morals and ethics for business intrigue yet additionally break the trust and confidence that exist between a patient and their family. Partners for this situation The amateurish conduct of Dr. Susan Lim has influenced her own and expert life as well as different gatherings additionally who have an immediate enthusiasm for her training. The lawful suit has influenced Dr. Susan Lim, Singapore Medical Council and Brunei Government. Dr. Susan Lim: Dr. Susan Lim has been demonstrated blameworthy for abusing proficient set of principles. She cheated her customer dependent on her notoriety. At the point when gotten some information about her dishonest practice, she guard her case by discharging open articulation saying that she has charged a sensible expenses for her treatment and so as to give her customer best clinical consideration she even took extra preparing and counseled numerous outside specialists on the equivalent (Daily Mail, 2016). Singapore Medical Council: SMC is the administering body of all the clinical expert rehearsing in Singapore. Their obligation is to oversee and check whether the specialists are working to the greatest advantage of their patient or not. The unscrupulous conduct of cheating the expert expenses was profoundly censured by the SMC. This conduct of Dr. Susan Lim legitimately questions the morals of different specialists rehearsing in Singapore. SMC forced a fine of $10,000 joined by a multi year suspension to Dr. Lim (SingaporeLaw.sg, 2015). The Royal Family of Brunei: The Royal Family despite the fact that are monetarily exceptionally solid yet at the same time they are misused monetarily based on their social class and notoriety. The sovereigns sister was charged approx. $24.8 million for a time of 110 days. During the basic phase of the patient the expenses was expanded to $250,000 to $450,000 every day. The relationship of a specialist with his patient and the family is of most extreme great confidence. Dr. Lim broke this confidence and cautioned the regal group of unveiling their mystery data during the procedures (Glanfield, 2016). The Brunei government: The expert unfortunate behavior of Dr. Lim first came according to Brunei Government and they later answered to SMC. The Brunei Government raises the issue and asked Dr. Lim to charge a sensible expenses for her treatment. Because of the continuous case the connection among Singapore and Brunei likewise got influenced (Khalik, 2013). Moral Dilemma Moral difficulty alluded to the circumstance of good clash or contest where an individual need to settle on decisions out of various other options or a game-plan. Each strategy includes some Management with respect to ones morals and ethics. The individual need to make the correct judgment with respect to picking the best elective which limits the moral and good ramifications (Garber, 2008). In Dr. Susan Lim case she has been confronted with the moral issue of cheating the sovereigns. The circumstance of quandary was whether to follow the expert set of principles and charge her patient sensibly or forego her own enthusiasm of procuring work. Every one of the options expects her to settle on the expert morals or her own advantage. Another problem looked by her was the point at which she was battling the legitimate suit and so as to protect her perspectives she needs to uncover some private data about the regal group of Brunei. About the Moral Theories Moral hypotheses give a solid premise to dissecting a people activity and give a reasonable judgment about whether the activities performed by them is ethically right or wrong. Ethics and morals are correlative to one another. The ethical speculations depicted here are written in old setting which implies they may not think about elements influencing the selection of choices in present situation. Additionally, every hypothesis have distinctive supposition in regards to whether the result is ethically right or wrong. They negate every others see (Broad, 2013). The moral situation looked by Dr. Susan Lim in above gave circumstance can be comprehended by applying moral hypotheses and moral dynamic model. Every hypothesis has its own arrangement of impediments and have application in various situations. The ethical hypotheses are Hard Universalism, delicate universalism, deontology and teleology. Among these four speculations two hypotheses will condemn and guard the instance of Dr. Susan Lim. Teleology hypothesis The teleology hypothesis or the consequentialist hypothesis of morals expresses that the moral and good ramifications of a people activity is dissected by its ultimate result. This hypothesis accepts that the game-plan is defended when the final product is sure (Jhonson, 2008). With regards to the case, the activities of Dr. Lim is defended by the use of this hypothesis. Dr. Lim however charged over the top expenses yet her point was to furnish her customer with the best of the clinical administrations. Likewise she gave avocation saying that the charges was fitting since it incorporates her preparation cost and counsel of other clinical specialists. In spite of the fact that she disregarded proficient morals and set of principles, still her game-plan will be advocated both morally and ethically based on this hypothesis. Confinement to this hypothesis The legitimacy of this hypothesis is constrained to the positive ultimate result. It doesn't infers that the game-plan will ensure a good outcome. If there should arise an occurrence of Dr. Lim likewise, however she was giving her best treatment to the sovereigns sister yet her cheating of charges doesn't ensure that the sovereigns sister will profit by the treatment and recoup soon. This hypothesis straightforwardly questions the moral effect of the game-plan picked to accomplish the final product. For this situation, Dr. Susans activity can't be a reason for the treatment of the sovereign sister. She was seen bargaining her expert morals. Delicate Universalism The hypothesis used to guard the instance of Dr. Susan Lim is delicate universalism which expresses that there are sure standards and standards which are appropriate all around and they structure a solid reason for driving a divine being life. They are relevant to everybody regardless of the class, status, sex, and ethnicity (Schaumburg-Muller, 2008). For this situation there was no place referenced that Dr. Lim should charge this much however in the clinical calling the life of the patient starts things out than the specialists individual business intrigue. Likewise she damaged the standard of sincere trust as she took steps to unveil the data of the imperial family. Impediment to this hypothesis: This hypothesis discusses standards and rule which might fit well in present situation. In todays proficient world there are sure circumstance in which an individual requires to take certain choices which could possibly agree to the standards. Dr. Susan probably required to take choices which were not in the line with the standards for the wellbeing of the patient. Moral Decision making process Moral choice in both expert and individual life is significant. The choices ought to be morally and ethically right and the ultimate result ought to legitimize people morals and good principles of the general public (Byme, 2010). A guiding procedure will help Dr. Susan to determine her moral predicament with the assistance of the eight stage dynamic procedure (Linder, 2013). Stage 1: The initial step incorporates characterizing the issue or moral issue looked by the customer, It is the expert obligation of the instructor to examine the customers circumstance and the reasons why dynamic is significant and what will be the ultimate result of this dynamic procedure. The advocate should give customer some space and solace, so she can straightforwardly convey her concern as the adequacy of the arrangement relies upon how well the issue is being tended to. If there should be an occurrence of Dr. Susan, the issue ought to be distinguished and understood on a prompt premise as she has just lost her clinical permit to rehearse and so as to forestall any further harm to her notoriety (Lo, 2012). Stage 2: The subsequent advance includes gathering the pertinent realities identified with the issue of Dr. Susan Lim. She should survey the expenses charged by other clinical experts for the bosom malignant growth treatment. The rules of overseeing laws and guideline which for this situation in SMC ought to be perused altogether. The established truths of the Dr. Susans case ought to likewise be gathered fairly and the effect of exploitative activities of the partners ought to likewise be dissected. Stage 3: The third step is to recognize different other options or game-plan remembering the wellbeing of the SMC, Brunei Royal Family and the Brunei government

The Definite Guide to Leadership Development

The Definite Guide to Leadership Development © Shutterstock.com | Sergey NivensLeadership development is big business and an essential part of many organizations human resources. In the US, over $15 billion is spent by companies on leadership development programs. But what is the practice about? In this guide, we’ll look at the definition of leadership development and the reasons you should take it seriously.As well as examining these obvious benefits, we will also study the possible drawbacks of implementing leadership development programs, before introducing the two most common approaches used within the field. Finally, we’ll outline the five key steps you and your organization should take when considering leadership development.THE DEFINITION OF LEADERSHIP DEVELOPMENTTo understand leadership development, it’s essential to examine what the concept means. You can understand leadership development by analyzing the two separate concepts at play here. First, the concept of leadership refers to, “the ability of a companyâ €™s management to set and achieve challenging goals, take swift and decisive action, outperform the competition, and inspire others to perform well”, according to Investopedia. Essentially, it is about a team of people or individuals being able to provide the motivation and inspiration for subordinates to achieve specific objectives. You then have the concept of development, which is about “the act or process of growing or causing something to grow or become larger or more advanced’.Therefore, leadership development is about expanding a person’s ability to perform as a leader. It’s about teaching a person about leadership and the skills and qualities required to be an effective leader. Therefore, the focus is on essential leadership skills such as the ability to communicate, motivate and inspire others. It will provide the person with new resources and tools to use in order to lead and manage a group forward. In leadership development, people are provided with the tools to make better decisions and to take accountability of their actions.As we will discuss later in the guide, leadership development can technically be about personal growth, achieved through self-awareness and study. But more commonly, leadership development refers to specific programs, organizations provide for their employees. These programs can be provided for individual employees or whole groups and often are provided to employees at different stages in the organizational hierarchy. Typically, the programs are aimed at employees who are not yet accustomed to leadership and who have not held leadership positions in the past.WHY DOES LEADERSHIP DEVELOPMENT MATTER?Leadership skills are not a magical trait you either have or you don’t. More importantly, efficient leadership is not something you can read a book about and after you’re done, claim you know everything about leading. Therefore, development of leadership is essential and unavoidable.If you are to become a great leader an d to achieve your vision, you need to continue on the path of leadership development. To understand the importance of leadership development on a personal level, watch the short clip below of leadership coach Lee Ellis describing the challenges of leadership development: Aside from the obvious personal need for leaders to focus on leadership development, there are underlying business benefits to the use of the training within organizations. In its essence, leadership development is vital for business success. The statement isn’t just hot air either, as studies back up the idea that you can improve your business performance through leadership development.A report, conducted by the Center for Creative Leadership, identified four key benefits to establishing a leadership development program. These include: boost in financial performance, enhanced ability to attract and retain talent, creation of a better performance culture, and increased agility within the organization.Boosts financ ial performanceThe study examined organizations that used leadership development programs and compared the results with organizations that didn’t have these programs in place. According to the findings, 65% of businesses with on-going programs showed improvement in business results. The study also highlighted the impact of leadership development programs to a company’s bottom line.The positive effect has also been proven in 2007 by Laurie Bassi and Daniel McMurrer. They showed in a study published by Harvard Business Review how there’s a positive link between leadership skills and the business’ financial performance. The businesses, which focused on the development of personnel, delivered stock market returns around five times higher compared to companies that didn’t place as much emphasis on leadership development.Enhanced ability to attract and retain talentThe report highlighted leadership development programs positive impact on the hiring of talent. According to resear ch by Bersin Associates, identified by the report, developing internal candidates through these programs is more effective than simply trying to find external talent. The internal development is beneficial because the candidates are already accustomed with the business and this can cut overall costs by limiting the need of training and recruitment.The programs can have an impact on both attracting and retaining talent. Existing employees might be more interested in staying committed because the business shows real commitment in keeping them in. Furthermore, leadership development will help the employee gain access to new positions within the organization, providing new challenges that help motivate the employee. Essentially, these programs can act as a powerful tool to engage the workforce more. It can help clarify the company’s vision and give the employee a stronger sense of being part of the vision for the future.Having a leadership development will also make recruitment of ne w talent easier. Talented individuals are given an extra incentive through these programs because it can match their career ambitions. Again, the knowledge of the company showing interest and commitment can be a strong motivator for applying for a position.Drives a better performance cultureAside from the above, the implementation of leadership development programs can enforce a stronger performance culture within the organization. The report quotes the study conducted by Bersin Associates, which states:“Leadership development is not just about developing leaders â€" it is about creating a culture of performance. There is a relationship between good management and employee commitment. Great leaders attract, hire and inspire great people. A mediocre manager will never attract or retain high-performing employees.”An organization that focuses on leadership development will also show enhanced understanding of leadership culture. Having a program to develop future leaders, the organ ization is also creating a framework of leadership, which will strengthen the business culture. It focuses the organizations vision and therefore, helps create processes and functions that work towards the objectives in both short- and long-term.The implementation of leadership development programs can create a culture of coaching, which will further the performance of the organization. The participants of these programs will learn new skills, which they can share with their subordinates or team members and therefore spread the message even with people who might not currently be part of the program. Being coached can instill a spark of teaching others.Increased agility within the organizationFinally, the report identified the benefit of improved organizational agility. 86% of organizations, which are implementing leadership development programs, are better equipped to respond to market changes. On the other hand, within organizations that don’t have these systems in place, only 53 % can respond rapidly to turbulence.These programs boost agility because they provide organizations with keys to respond to challenges internally. Finding a new leader to takeover a new project will be quicker internally than starting a recruitment process externally, for example. Having a strengthened workforce, in terms of skills and leadership abilities, will give the organization more resources to respond with ease.The leadership development programs tend to focus on strengthening people’s individual talent and leadership qualities. Therefore, they are not going to provide homogenous leaders, but a group of leaders with a wide-ranging ability and philosophy of leadership. This type of diversity can further boost an organizations agility, as it creates more innovative ideas and solutions. The internal options for combating a problem or responding to a new challenge are varied and the collaborations between these new approaches can be fruitful to an organization. WHY ARE BUSINES SES THINKING TWICE ABOUT IMPLEMENTING THESE PROGRAMS?While there are obvious advantages to leadership development programs, plenty of organizations are still not convinced about implementing them. The organizations tend to quote the following three as the main cause for concern: takes time to implement, it adds additional cost, and ineffective results.The program takes time to implementPerhaps the strongest argument against leadership development programs is the time it takes to properly implement one. An effective program is not something a company can achieve overnight, especially in terms of when the benefits become apparent.A 2013 survey by Brandon Hall Group, entitled Leadership Development Benchmarking, showed that only 18% of leadership development programs in place for less than two years were considered to provide effective results. The percentage increased to 38% when the programs were in place over five years. Therefore, the programs are not a quick fix to company problem s and the benefits are not short-term advantages.The program adds additional costsCompanies always need to consider the bottom line and any additional costs must always be carefully taken into account. Therefore, leadership development programs tend to cause concern for organizations because they can be seen as another avoidable or unnecessary cost. If you consider the point above about the benefits taking a long-time to kick in, organizations can be wary of the initial cost.A study from 2012 showed how American companies spent nearly $14 billion every year on these types of training schemes. In another study done by The Association for Talent Development in the US, the 340 organizations examined spent, on average, $1,208 per employee on different training and development schemes.The program might provide ineffective resultsFinally, implementing a leadership development program within an organization doesn’t automatically guarantee effectiveness. Having a training scheme in place doesn’t mean the employees participating in it are going to learn or be able to use the knowledge for the benefit of the organization.This becomes evident if you consider the findings of one study, which found adult learners forgetting almost 50% of what they learn in a lecture setting after just two weeks. Since the program takes time to provide results in the first place, not receiving any long-term results can be devastating for the organization in terms of financial cost and wasted talent.The above concerns are not automatic disadvantages of leadership development programs, but the possible consequences of improper implementation. Therefore, if a company wants to avoid and overcome the above problems, it has to focus on what type of program it is using and how it is implementing it.For example, in terms of costs, different leadership development programs can differ greatly. Things such as the type of program and the size of the group can cut down or increase the costs in an in stant. By planning and researching the program, the organization can influence the amount of money it has to spend. If proper care is taken in terms of choosing the right program, carefully implementing it, and continuous evaluation of the impact the program is having, the organization can overcome the above three challenges.TWO APPROACHES TO LEADERSHIP DEVELOPMENT PROGRAMSThere are essentially two major approaches to leadership development and the training programs. You can either opt for individual leadership development or for collective leadership development of people. We’ll examine both of these approaches and discuss the benefits and drawbacks of each.Developing individualsFocus on individual leadership development has been the preferred option for a long time. In this traditional model, the leadership development is based on an individual, with the aim being the strengthening of the person’s skills and traits. It’s about changing the person’s attitudes and abilities in terms of leadership and helping them become a better leader through personal coaching.Individual leadership development can use tactics such as one-to-one mentoring, questionnaires, the use of books and other such resources, as well as attending different workshops. The key to these types of leadership development programs is its focus on the individual. The objective is to identify the person’s strengths and weaknesses, finding a leadership style that suits the person’s traits.The advantages and disadvantages of the approachThe focus on developing and coaching an individual does have it’s own set of challenges and advantages.The benefitsThe biggest benefit of utilizing individual development plans is its ability to provide undivided attention to the person. The enhanced focus means the person has better access to resources and can have more time with the coach, which can help develop the person’s skills quicker. If the person has questions or problems, these can be dealt with a more personalized approach and often quicker than if a whole group is being developed.Furthermore, the program will always be tailored around the specific needs and requirements of the person. Therefore, attention is given to the weaknesses the person has and less time is spent on improving leadership areas the person is already good at. For example, if the person has great communication skills, but lacks in confidence to speak out, the leadership development can better identify this and then focus on improving the traits that require improvement.Overall, the program will help the person develop a leadership philosophy and approach that suits their skills and personalities. Not all leaders are alike and you can be an effective leader even though you implement different strategies to other leaders. An individual leadership development plan will better able the person can pursue a style that fits them rather than opt for a blanket framework, which might not complement their cu rrent abilities and personality.The drawbacksBut the individualistic approach can have its drawbacks as well. Implementing an individual program within an organization can be a cumbersome process, as well as complicated to administer. If a number of employees are involved, it will require a lot of planning and resources to provide them all with individual leadership development. The amount of administrative work will be rather high, with the cost of individual training schemes often being higher than group schemes.In addition to the difficulties in implementation and higher costs, the individual leadership development plan could potentially lead to mixed messages within an organization. Since each participant will develop a leadership approach that fits his or her personality and traits, the organization doesn’t create a continuum of leadership culture. Different leadership styles will create different types of business cultures.For example, autocratic leadership will have a more hierarchical view to decision-making than laissez faire. Therefore, the leaders the programs develop might have a different view on how the organization should develop. This can be challenging for an organization to handle and deal with.Developing people collectivelyA more modern approach is to implement an organization-wide program. The collective leadership development programs don’t look at individual employees, but provide training for a whole group at once. It doesn’t mean there is no attention to an individual’s strengths and weaknesses, but instead of emphasizing the training of these traits, the focus is on developing the interpersonal abilities to get the group working appropriately.The advantages and disadvantages of the approachSimilar to the individual leadership development, collective programs have their strengths and weaknesses, which the organization must carefully consider beforehand.The benefitsCompared to the individual training schemes, collective leadershi p development programs are much easier to implement. You don’t need to do as much assessment or planning, as you are simply implementing a single program within the organization. The cost of these programs can be smaller since you don’t need to provide as much individual training.The other major benefit is the creation of a common business culture in terms of leadership. The collective approach will help the organization develop more easily a coherent look of what kind of leadership they want. The organizations vision, values and goals will be at the centre of the leadership development and at the heart of personal development. In the long-term, this type of approach can yield strong results in terms of leadership succession.The drawbacksThe downside is the lack of individual focus, which means people’s specific skillset and personalities are not necessarily used. This means a person might end up developing leadership skills that don’t fit their personality or which won’t take advantage of the person’s strengths and weaknesses. Therefore, people might end up focusing on aspects they are already rather skilful or create strategies, which they don’t necessarily fully subscribe to in terms of their personal values.Finally, a blanket solution can increase the risk of wasting resources without receiving efficient results. As discussed in the previous section on the concerns companies often have, opting for a collective approach to leadership development can place the organizations eggs in a single basket, so to speak. You are hoping to develop a group of future leaders, but if the program doesn’t work, you have just created a group of ineffective leaders. Opting for a collaborative program will require careful planning to avoid this drawback.HOW TO APPROACH LEADERSHIP DEVELOPMENTTo make the most of leadership development, you need to plan for it carefully. As mentioned in the earlier section, you can minimize the risk of failure with a leadership pr ogram if you take the appropriate steps beforehand. In the final section, we’ll provide you the five essential steps you need to take to guarantee your leadership development is effective in achieving the benefits.Step 1: Define your business’ understanding of leadershipBefore you Google ‘leadership development programs’ and pick one for you or your organization, you need to consider what leadership means. It is essential to outline the importance of leadership, the meaning of leadership and the objectives of leadership development before signing up with a specific course.While leadership development is about enhancing your understanding of leadership and the skills required to lead, you need to have an organization-wide understanding of it before you can start with improving your knowledge on the topic.Defining how your business understands leadership is best achieved by answering the following questions:What does the business value the most? Outline the key values that def ine your organization and the work that you do.What is the business culture you want to build success on and what are the behaviors you think will help in achieving this? Every business needs to have a set of beliefs guiding its work and you must be able to identify this and figure out the behaviors and actions that deepen this culture instead of hindering it.What does leadership mean to the business? You need to define the behaviors and actions that show leadership in your business context. You can consider this both in terms of the current leadership and the ideal leadership.What does good and effective leadership look like? The question looks deeper into your business’ ideal leadership framework. Don’t answer the question generically, but focus on looking at the models of behavior and the processes needed to create an effective leadership in your specific organization.What do you want to achieve with the leadership program? You also need to outline the objectives you want to achieve with leadership development. Go into detail and set tangible goals, rather than overall aims such as “improving leadership”. Focus on facts and numbers of what improvement looks like. For example, you might want to improve retention rates by 5% after implementing the leadership development plan.You need to essentially define what the journey will look like and where the end station is before you take the first step. You can’t expect positive results from any type of development plan if you aren’t even sure what these results would look like. Furthermore, defining leadership and the leadership development objectives will make it easier to find a suitable program. If you are aware of what leadership looks like and you know what the organization is looking for, you can pair up with a service provider (a mentor or a training scheme) that is able to provide you help with these specific objectives.In addition to an overall definition of leadership and leadership developmen t ideals, you also need to consider the specific needs of different levels of the organization. If you are looking to implement an organization-wide leadership development plan, the different parts might have varying needs.As an example, the middle management level would probably focus more on pragmatic and result-driven goals compared to the executive level. Therefore, the ideal leadership can look different depending on the hierarchy and the specific company position and you need to consider this when defining what effective leadership development would look like.Step 2: Pick the tools that support your goals and define objectivesOnce you’ve defined leadership and briefly examined the objectives your organization has for leadership development, you can delve deeper into finding the right resources to support your goals. Before you start looking for resources, ensure you have written the objectives down. To help define your objectives, answer the following questions:What are the key things you want future leaders in your organization to accomplish?What are the main behaviors you want the future leaders to show?Remember the answer to the above questions, as well as to your business’ values, is not a list of universal points. Each organization will want different things from leadership development, just as each individual will get different things out of the programs. Therefore, a start-up would most likely what to achieve something different to an established business struggling to stay relevant.Furthermore, the business culture is often built on different things. One company might put customer satisfaction at the centre, while another might be all about sustainability and eco-friendly solutions. The two first steps are something each company has to do on their own. Mark Murphy, chairman and CEO of Leadership IQ, perfectly captured this idea in an Inc. interview on leadership development. Murphy said,“One of the things that hurt the leadership industry i s the idea that there are 10 or 12 skills that magically work for everybody. That’s not how the world works. It’s a variety of skills, a variety of styles.”When you are defining the objectives for the organization, you need to consider the specific aspects of the business and the industry. Don’t set goals that are not achievable for your organization. Setting sustainable and achievable leadership development goals is similar to setting business goals. You can use the below image as an example:SMART Goal Setting in 5 Easy StepsStepMnemonicDescriptionSmart GoalCriteria met?1SpecificWhich, what, who, where, when, whyIncrease sales turnoverYes2MeasurableHow much or how manyto a minimum of $1000 per monthYes3Action orientedDescribe a resultSales turnover increasedYes4Realistic RelevantRealistic and relevant to the individuals business?Determined by the business owner. This decision would need to take into account current sales turnover and the time frame between now and the targ et date to achieve the desired increase.Yes5Time basedBy whenBy 15.03**YesSource: Network Marketing blogWith the goals defined, you can start looking into the different leadership development options available. As mentioned above, the most common options are individual-focused programs and organization-wide programs. Depending on the size of the organization, you could also integrate a leadership development program into the fabric of the business and have in-house staff as coaches, but it’s also possible to hire an external training scheme.The leadership development programs also range on the length. Certain organizations implement these practices in the long-term, while others might opt for a limited time period. It’s essential to examine the different options and find the one that best suits the organizations objectives. Finally, the resources and tools also include things such as books, questionnaires, monitoring software and so on.Step 3: Get top-level to buy-in on the prog ramFor organizations, one of the key components to successful implementation of a leadership development plan comes from getting everyone involved. Not only does this mean identifying the right people to participate in the program, but also getting the top-level executives to buy-in in the training scheme.First, let’s look at the importance of having the leaders involved with the scheme. The leadership development plan has to be part of the CEO’s or leader’s priority and not implemented by lower level management. If the leader isn’t interested or involved, then it’s hard to guarantee results.The difficulties of not having a buy-in will manifest in two ways.First, if the top-level executives are not involved, the program will face difficulties in terms of time and money. Getting the top-level executives involved can guarantee more time is allocated to leadership development because the organizations top leaders feel the project is an important part of improving the business ’ bottom line. Commitment to the cause will also be likely to provide more resources for the program. When leaders are committed to the development scheme, they understand the value and are, therefore, willing to invest resources to it.The second crucial reason involves setting an example. Leadership is always about setting an example and not simply telling others what to do. When employees are led by strong example, they are more likely to copy the behaviors and actions as they can see the results and the value of doing things in the specific manner. If you are looking to create a successful leadership development program, then you need the current leaders to attend and guide the future leaders. The ability to learn from people that are currently leading will be a valuable lesson for the employees. Not only is this important in training the future leaders of the organization, leadership development program will be useful in offering a fresh perspective to the leader as well. Lead ership is a continuous path of development.Dan McCarthy, a leadership expert, has written an informative post on how CEOs should stay involved with leadership development. McCarthy proposes 10 essential ways to show more commitment towards the program and to get results:Don’t get caught up in the process, but fix your attention on the well-defined results.Expect quality results from your Human Resources team.Lead by example.Focus on the actual ways leaders are developed â€" new challenges, other people and solid resources.Remember to focus on long-term objectives and vision.Assess talent properly.Implement proper accountability structures within the organization.Maintain involvement in leadership development programs.Get the board to sign up for the training schemes.Act swiftly when results are not achieved.The second aspect involves identifying the right candidates for the leadership development program. Your training scheme can be tailored around the top talent instead of blindl y picking trainees for the schemes. Identifying the most suitable candidates can in some cases be left to the training company or you could have the human resources scout the employees that’ll most benefit from the scheme.Step 4: Implement practical solutionsSimilar to focusing on realistic objectives, leadership development should always be based on practical solutions. The key to leadership development isn’t just to tell about the good practices you’d want them to do as leaders, but show through real life examples what the objectives are. Leadership is about leading through example and if you want to raise future leaders that are effective, you need to show them what is expected of them.In the Inc. article, Disney’s programming coordinator for the Disney Institute, Bruce Jones, said the company uses case studies as part of their leadership development. “We want those case studies to be as current as possible, as relevant as possible,” Jones explained, stating that the organization is always testing different approaches and then sharing the results with its leadership development program. In the same article, Murphy went on to state,“Leadership is as much performance art as much as it is everything else. They can talk a good game, but if they go out into the real world and an employee starts talking to them and they roll their eyes, well, they haven’t learned much.”The behaviors and actions you teach as part of the training scheme must have context in a real-life situation. This is also why having the top-level executives to buy-in in the program is vital. It provides the trainees a chance to talk to leaders who are out there right now and learn from their behaviors in dealing with issues.When you are picking out a mentor or selecting the trainers for the leadership development scheme, emphasis must be on this practical application. You want to pick people who have leadership experience, either as a leader or a long-term career in mentoring leaders. Experience in terms of teaching about leadership is crucial because it is one area, where time often makes the biggest difference. Leadership is definitely not an act you can learn overnight, even if you show the signs of being a true leader right from the start.Step 5: Measure performanceFinally, once you’ve implemented a program and embarked on the journey to leadership development, you need to start focusing on the outcomes. As mentioned in the guide before, you can have ineffective results if you don’t plan your program carefully. But in addition to planning, you can also guarantee success by measuring the plan’s performance at every step of the way. By being aware of how effective the program is you are able to correct issues on the go.Be aware of the short- and long-term objectives and implement a progress assessment method to regularly measure how these objectives are being approached. The assessment should be about the specific tools and resources, asking the participants to analyze their effectiveness with the goals in mind. But you also need to regularly obtain feedback from the participants to ensure you know what they are learning and the improvements they might be looking for.Naturally, you should also keep an eye on the financial impact of the program: Are you increasing productivity since the leadership development? What has it done to your succession rates? Is employee satisfaction increasing? Effective leadership development will provide benefits to an organization and the training scheme can and should be measured to ensure the organization is enjoying these advantages.THE BOTTOM LINELeadership development is a natural occurrence because even the most experienced leaders are constantly developing their craft. Leadership is not easily mastered and therefore, you should always be willing to learn more about it. It’s also a skill that once gained should always be shared and passed on because it can help create the next generatio n of leaders. Therefore, leadership development â€" the process of improving one’s ability to lead â€" should be at the heart of every organization.Organizations can be wary of leadership development programs, as they can easily be seen as ineffective and costly ventures. But the drawbacks are generally tied to lack of preparation and planning. You can’t start leadership development without understanding your options in terms of the tools and resources, but also without carefully defining what leadership looks like for your organization.Understanding your leadership needs and defining the outcomes you want to achieve through leadership development is more important than deciding whether you want to opt for an individual or collective approach. Once you are aware of the organizational and personal requirements, then finding the right development training schemes is easier since you know what you need.

Diploma in Business Administration Green Heaters Pty Ltd - 1925 Words

Diploma in Business Administration: Green Heaters Pty Ltd (Annotated Bibliography Sample) Content: Diploma in Business AdministrationName:Institution Affiliation:Instructor:Green Heaters Pty LtdACN 512 302 XXXAUSTRALIAExecutive summaryThis report discusses official documents for the Green Heaters Company. It gives an explanation on how they should be prepared, examples and methods to use for employees to adhere to them accordingly. At the end of the report, a sample of an internal memorandum is created to acknowledge the employees to use information on the provided materials.Table of Contents TOC \o "1-3" \h \z \u Introduction PAGEREF _Toc473854686 \h 5Developing standard documents PAGEREF _Toc473854687 \h 51.Skimming, preparation, and planning PAGEREF _Toc473854688 \h 52.Writing the documents PAGEREF _Toc473854689 \h 53.Formal review PAGEREF _Toc473854690 \h 64.Release of the documents PAGEREF _Toc473854691 \h 6Standard documents produced PAGEREF _Toc473854692 \h 61.Agenda PAGEREF _Toc473854693 \h 62.Memorandum PAGEREF _Toc473854694 \h 63.Letters PAGEREF _Toc47385 4695 \h 74.Instructions and procedures PAGEREF _Toc473854696 \h 75.Guidelines, notes, and handbooks PAGEREF _Toc473854697 \h 76.Reports and minutes PAGEREF _Toc473854698 \h 8Strategies for the employees PAGEREF _Toc473854699 \h 8Oral reprimand PAGEREF _Toc473854700 \h 8Explaining most sensitive employee areas PAGEREF _Toc473854701 \h 8Brief notices PAGEREF _Toc473854702 \h 9Proposed policies and procedures PAGEREF _Toc473854703 \h 9Policies PAGEREF _Toc473854704 \h 9Procedures PAGEREF _Toc473854705 \h 9Conclusion PAGEREF _Toc473854706 \h 10Sample PAGEREF _Toc473854707 \h 11IntroductionGreen Heaters Pty Ltd Company is a new firm which manufactures and sells heaters in a wholesale form. It comprises of five board of directors and is planning to recruit about 100 employees within the first financial year. In the same year, sales are expected to be 650,000. This report explains the standard documents required for a company when it starts, its strategies and how they will be implemented. Developing standard documentsThey refer to essential writings which provide guidelines, requirements, and specifications that the management requires for the efficient running of the organization. To prepare such documents, certain methodologies and processes will be considered to produce quality written.Hu, et al. (2014, P.791) explains there are four main steps to follow when preparing the documents. 1 Skimming, preparation, and planningAdequate planning and design of the materials are significantly more for new companies. The method entails discussing, drafting and writing down roughly the ideas of the paper. The board holds a meeting for startup of the enterprise. The required documents will be identified, their contents discussed and the preparation duty is assigned to one of the directors. That will be me. 2 Writing the documentsNow that the content is discussed, the final draft can be written down or typed strictly following the formal formats required for the reports. Each o fficial document must have a name (title), page number, date of publication, and item number. The proper design is to be followed with the company logo and name on top of the respective documents. They will have to be short, brief and straight to the point. 3 Formal reviewBefore the documents are issued to the employees or the public, they will have to go back to the Board for consideration and confirmation. The secretary will present the materials to the directors where they will confirm. The requirements are approved, and at some cases, translation occurs to clarify ideas. An official stamp and copies are filed and retained by particular directors. 4 Release of the documentsThis is the final stage standard material development. They are published and issued to notice boards for the employees and the public. They should be publicized earlier before the deadline date is reached. Official writings usually have a period of twenty to thirty days. They should be conspicuous and placed a t strategic places to be noticed easily.Standard documents produced 1 AgendaFirst and foremost, directors will be required to have a copy of the plan. I will prepare the topics to be discussed systematically where one will lead to another. This will assist the Board to cover all primary areas essential for the firm to start operating. Agendas, in most cases, are issued as papers to enable note taking during the meetings (Nicholson, et al. 2017. 30(2). Soft-copy agendas may be misplaced or difficult to add notes on them. 2 MemorandumThe Green Heaters company will issue memos to attract the public to apply for job opportunities in the business. This will inform the public that the company exists and is ready to start trading. The board will require a management team, as well as laborers and the best method to acquire them, is by the use of a memo. It will have general descriptions informing the public to apply for available jobs in the company. External sources such as the TVs and rad io stations can be used to read out the memo. The notice will attract very many people, and the Board can select the best recruits from the crowd. Since all information may not fit on the note, the company website can be provided as macros for the interested persons to get more information. For example, job descriptions, salary ranges and academic qualifications necessary for employment. 3 LettersThese standard documents will be sent to various individuals to pass accurate information. For example, confirmation letters may be issued to inform the job applicants to attend the interviews on a set date. Due to the emergence of technology, printed letters may not be used. The company will respond through the use of electronic mails (emails). Job acceptance letters may be prepared in advance to be sent to the successful recruits. This method will involve the use of hard and soft copies. 4 Instructions and proceduresThe company is very new and probably will be hiring the 100 employees wit hin the first year. This document will be critical to direct the laborers to respective areas where they will be required to go. This will save time, ensure consistency and prevent confusion (Funk, et al. 2015, P.54). To make the document useful, models can be used to assist in directing workers. For example, a large picture of helmets and protective clothes templates can be strategically put at the entrance of workshops. 5 Guidelines, notes, and handbooksThe management will provide small mini-books containing instructions and notes to assist the employees to work as per the standards of the firm. I will prepare the notes to be brief, summarized and understandable. It will contain aims, objectives, and strategies of Green Heaters. For example, it will show estimated sales within the first and subsequent years. The notes will help the employees to know what the firm desires and will work towards achieving it. 6 Reports and minutesAt this stage, the company would have started. It woul d be recognized in the market for distributing heaters to the wholesalers. All meetings and activities are done from the time the firm started till it began operations will be recorded in the minutes and reports. The minutes cover detailed information on each meeting held. On the other hand, the report is a comprehensive document describing various events in the organization. They will be kept by the senior management only.Strategies for the employeesOral reprimandThis applies when a supervisor identifies a problem within the employees. The employees may not be working or following the prepared documents as required. Therefore, a reprimand will be issued to remind them to adhere to communications passed through the publications. Further actions can be taken if the situation is not rectified.Explaining most sensitive employee areasTo make sure each employee goes through the standard documents such as notes, memos, and letters, the management can be defining crucial areas which attrac t the attention of the workers. For instance, work hours, overtime, compensation, vacations and leave paymen...