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...

Essay on Social Work Narrative - 3078 Words

Personal Narrative Statement 1) How do you account for your interest in social work? In your response, discuss paid or volunteer experiences that support your choice of social work as a profession? My interest in social work developed during college. I always had a interest in helping others in one way or another. I joined a sorority in college, Delta Sigma Theta, which is based off of community service. During the week I would volunteer to tutor children that were struggling in certain areas of school. I would talk to these children and explain to them the importance of education and try to influence them as much as possible to try their hardest in everything that they do. I would also go to nursing homes, with other member of our†¦show more content†¦Social workers assist individuals, groups or communities restore or enhance social functioning through creating living conditions favorable to their goal or need. Social workers are trained professionals that help people overcome some of life’s most difficult challenges such as poverty, discrimination, abuse, addiction, physical illness, educational issues, mental illness, disability, unemployment, etc. They accom plish this through counseling individuals, families and communities; teaching them how to cope with the stresses of everyday life. From a political standpoint, social workers spend time and money on campaigns that elect public officials that are committed to social work values. Sound public policies enable social workers to meet human needs, be fairly compensated and promote social justice. Overall I perceive social work as a â€Å"take action† profession. Often times, we as human beings complain and talk about what needs to be done but do not do anything beyond that. Social workers are hands on. They are not just talking about what â€Å"should† be done but they are doing something to better our communities. Social workers are about making a difference in society by helping others out that are in need for various reasons. If you are very sick and in need of assistance to perform normal, everyday functions, social workers can assistShow MoreRelatedPersonal Narrative: A Career in Social Work1280 Words   |  5 Pagesoutpatient treatment and services. Since the director supervises departments such as psychology, social work, rehabilitation, pastoral care, intensive case management, and community services; I have the opportunity to work on diverse teams to offer our patients and clients the best treatment services in which they are entitled. Although every facet of my job interests me, I particularly enjoy the social work discipline and have decided to return to graduate school and attain my degree in Mental HealthRead MoreSocial Work Practice Using Casw Guidelines952 Words   |  4 Pages Social work practice in Canada is guided by the Canadian Association of Social Workers (CASW) Code of Ethics. 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Two Opposing Powers - 1619 Words

I recently read two articles concerning the topics of science and religion. Chet Raymo, author of Miracles and Explanations, offers insight on how science and religion are closely related while David Ludden, author of â€Å"Teaching Evolution at a Christian College†, declares that science and religion are too contradicting from one another and that people are unwilling to open their minds to new ideas once they have established their beliefs (Raymo Ludden, 2011). This is a topic that has had controversy surrounding it for an innumerable amount of years dating back to ancient times when the Catholic Church ruled Europe to present times where we have to decide if we want our children learning about Darwin’s theory of evolution because it might†¦show more content†¦Mr. Ludden closes by stating one strategy science teachers use to capture the interest of their students. He uses the analogy of a drug pusher giving away drugs for free until the client is hooked and then starts charging them for more. He states that this method doesn’t work because science doesn’t produce the high religion does and that at the end of the day it is up to the student to decide whether they want to accommodate science with their faith (Raymo Ludden, 2011, p. 702-704). Mr. Raymo uses a Rogerian style in his writing because he is trying to build common ground in his argument. He starts by talking about miracles and how we are taught fake stories when we are young. This is something majority of people can relate to. Then he explains how as we get older we acknowledge these miracles as lies because we disprove them scientifically. He also mentions that the concepts of science are miracles and based on that scientists form theories. So far his reasoning is logical. This helps his argument because more people will appeal to logical reasoning. 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Now, if the spheres of influence were surrounding Russia the story would be different, the outcome positive for Russians. Their are two positions one could take on this problem. Superpowers should or should not establish a sphere of influence in the world. A positive answers justification would be that a sphere of influence protects you from the enemy and also protects weaker nationsRead MoreCell Phone Negotiations Essay examples1275 Words   |  6 PagesAssume the American team embodies the following Hofstede’s cultural dimensions: * Individualistic * Low-power distance * Low-term orientation * Low-context The all-female negotiating team from China offers cell phones with a $9 per unit price tag. Assume the Chinese team embodies the following Hofstede’s cultural dimensions: * Collectivistic * High-power distance * Long-term orientation * High-context Teams compromise a difference in gender and personalityRead MoreAthens And Spart Ancient Greece902 Words   |  4 PagesKristy Roeder Professor Reams History 1 9 October 2014 Athens and Sparta, two rivals of ancient Greece that made the most noise and gave us the most traditions. Though they were close together on a map, they were far apart in what they valued and also how they lived their lives. Spartan and Athenian society were very different in many parts. The differences are what set these two apart, and the things they shared in common are what unified them as Greek city-states. Sparta and Athens shared similarities

Examples Of Innocence In Catcher In The Rye - 1143 Words

Innocence is something that people lose as they grow older from childhood into adolescence and then into adulthood and get more exposed to new things as they grow up. Innocence is important in the novel because it was the one thing that Holden was trying to hold on to by trying to save another person’s innocence but is also trying to lose his own. There are situations where there would be a loss of innocence and would influence Holden because he is transitioning from different stages of his life. In a coming of age story, losing innocence is a sign of growing up and change. This is seen through characters that have effected Holden in a way, just like how Allie’s death showed him the harsh reality of life, and symbols like the record he†¦show more content†¦When he first brought Allie up he also â€Å"wrote about [†¦] Allie’s baseball glove.† (Pg.38) This symbolizes how Holden also wanted to hold onto innocence in a way with the glove indicati ng holding onto things and how he is also holding onto the past and his childhood and does not want anything to change. When he thought about the glove, he also thought of Allie and the memories that came with it. With the baseball glove which is used to catch, it also shows how he wants to save the innocence. In the book, Holden talks about what he wanted to do, which was to be the catcher in the rye and catch the children from falling off a cliff and into adulthood to save their innocence. With the glove relating to purity and saving others from corruption, this shows how Holden is trying to hold onto innocence instead of growing up. Another situation when innocence would affect him is when James Castle died and when Holden talked about it when â€Å"James Castle [was] laying right on the stone steps and all. He was dead, and his teeth, and blood, were all over the place, and nobody would even go near him.† (Pg. 170). This shows the cruel reality of life and death. Just like the windows in Holden’s garage, the windows in which James jumped though were shattered which shows another cruel way that innocence was crushed revealing the reality of real life. Holden thought of James Castle when Phoebe asked him if he liked anything. Holden could notShow MoreRelated Innocence In The Catcher In The Rye by J.D. Salinger Essay examples1412 Words   |  6 Pages In J.D. Salinger’s The Catcher In The Rye, Holden Caulfield, a seventeen-year-old boy, transitions from childhood to adulthood. The death of Holden’s little brother signifies the beginning his loss of innocence and growth of maturity. As he enters adulthood, Holden views society differently from his peers by characterizing most of his peers and adults he meets as â€Å"phonies.† Thus, Holden takes the impossible challenge of preserving the innocence in children because he wants to prevent childrenRead More The Catcher and the Rye / Huckleberry Finn Essay1251 Words   |  6 PagesAmerican Webster’s dictionary defines innocence as, â€Å"Freedom from harmfulness; inoffensiveness.† Although this definition is the one which is most commonly used, many authors tend to twist or stretch the meaning in order to fit the material to which it applies. For example, the way J.D Salinger applies innocence to his work is quite different from the way Mark Twain u ses innocence. Innocence also changes accordingly with the time period. The definition of innocence is dynamic with respect to author andRead MoreTheme Of Innocence In Catcher In The Rye1046 Words   |  5 Pagesâ€Å"I’d just be a catcher in the rye and all. I know it’s crazy, but it’s the only thing I’d really like to be.†( Salinger 191)) In The Catcher in the Rye, a harrowed teenager named Holden Caulfield can’t accept the fact that everyone has to grow up. He believes that every adult in some way is corrupted in a sense. He also believes that children are the only genuine thing in the world due to their innocence and their purity. Salinger employs adult situations in Holden’s journey to emphasize that lossRead MoreAnalysis Of The Banning Of The Catcher In The Rye1191 Words   |  5 PagesJ. D. Salinger’s The Catcher in the Rye, is one of the most controversial books ever written. The book has been banned in many places, w hile at the same time being viewed as an American classic. There is a great deal of controversy on banning the book in schools across America, due to it’s content. The story follows a mentally ill teen, Holden Caulfield, delving into his thoughts and feelings. The Catcher in the Rye should be banned for its many controversial views and topics, including the useRead MoreCatcher in the Rye vs Frankenstein Novel Study Essay1304 Words   |  6 PagesIndependent Novel Study In today’s world, innocence cannot be preserved forever. As humans age, they lose their innocence due to the corruption that exists in society. This is demonstrated in the two novels, Catcher in the Rye and Frankenstein. The two authors, J.D. Salinger and Mary Shelley prove this statement through their use of various literary devices. Key characters in both novels- Holden and the creature- learn through personal experiences that innocence cannot, in fact, be preserved foreverRead MoreHolden Caulfield s The Catcher Of The Rye824 Words   |  4 PagesThe Catcher in the Rye Symbolism Essay J.D Salinger’s Catcher in the Rye, is the story of Holden Caulfield’s loss of faith in society, and in particular adults. Salinger uses a number of symbols to demonstrate Holden’s rebellion against the phony facade of society and his desire to preserve the innocence of children, especially those he loves. Chief among them is Holden’s misinterpretation of Robert Burns’ poem â€Å"Comin thro’ the Rye†, wherein Holden mistakes the original line, â€Å"If a body meet aRead MoreThe Innocence of Childhood in The Catcher in the Rye by J.D. Salinger1262 Words   |  6 PagesThe novel â€Å"The Catcher in the Rye† by J.D. Salinger follows the endeavours of Holden Caulfield, a sixteen-year-old teenage boy who faces a point in his life where he must make the transition from childhood to adulthood. In an attempt to retain his own childhood, he begins hoping to stop other young children from growing up and losing their innocence as well. As indicated by the title, â€Å"The Catcher in the Rye† is a book that explores a theme involving the preservation of innocence, especially of childrenRead MoreTheme Of Symbolism In Catcher In The Rye1080 Words   |  5 Pages10 Hour 2 6 December 2017 The Catcher in the Rye: Prompt 3 In the novel, Catcher in the Rye, by J.D. Salinger uses a variety of symbols to support the thematic idea that maturation and the loss of innocence are an inescapable rite of passage for all of humanity. Three significant symbols that signify the importance of alteration and losing one’s purity to become more suited to live in the real world are the ducks in the lagoon of Central Park, the â€Å"Catcher in the Rye†, and the carousel and the goldRead MoreCatcher In The Rye Title Essay1421 Words   |  6 PagesThe title of the novel, â€Å"The Catcher in the Rye†, plays a significant role throughout the book as it has a substantial connection to Holden’s story. This title greatly allows for the main character, Holden Caulfield, to express his feelings towards life and towards human nature. Holden can see that the world he now lives in as it is becoming filled with corrupted people and minds. He believes the children are ruined by the ribald behavior of the older generations around them and as he shows the readerRead MoreTheme Of Innocence In Catcher In The Rye1185 Words   |  5 PagesIn The Catcher in the Rye, a harrowed teenager named Holden Caulfield can’t accept the fact that everyone has to grow up. He gets kicked out of his old school and sets of on a wandering adventure throughout a bunch of cities including New York and Agerstown, Pennsylvania. As we get to know Holden, we find out that he believes that every adult in some way is corrupted in a sense. He also believes that children are the only genuine thing in the world due to their innocence and their purity. Salinger

Assael’s Matrix - 1047 Words

Assael’s Matrix Assael distinguished four types of consumer buying behaviour based on the degree of buyer involvement and the degree of differences among brands. The four types are named in the following table and described in the following paragraphs. TABLE 20: Four types of buying behaviour: |Level of Significances Between |High Involvement |Low Involvement | |Brands | | | |Significant |Complex Buying Behaviour |Variety-seeking Buying Behaviour†¦show more content†¦Consumers do not form a strong attitude towards a brand but select it because it is familiar. After purchase, they may not even evaluate the choice because they are not highly involved with the product. So the buying process is brand beliefs formed by passive learning, followed by purchase behaviour, which may be followed by evaluation. Marketers of low-involvement products with few brand differences find it effective to use price and sales promotions to stimulate product trial, since buyers are not highly committed to any brand. In advertising a low-involvement product, a number of things should be observed. The ad copy should stress only a few key points Visual symbols and Imagery are important because they can easily be remembered and associated with the brand. The ad campaigns should go for high repetition with short-duration messages. Television is more effective than print media because it is a low-involvement medium that is suitable for passive learning. Advertising planning should be based on classical conditioning theory where the buyer learns to identify a certain product by a symbol that is repeatedly attached to it. Marketers can try to convert the low-involvement product into one of higher involvement. The ways are: ââ€" ª This can be accomplished by linking the product to some involving issue, as when Crest toothpaste is linked to avoiding cavities. ââ€" ª The product can be linked to some involving personal situation, forShow MoreRelatedApple Project - Paper17538 Words   |  71 Pagesare the facts behind Apple’s success? | To form an overview of the company. | Facts and the history of the company | Researches and assessments | What strategies is apple following | To find out what gives the company the competitive edge | Ansoff Matrix | Researches and assessments | Which Macro-environmental factors can have an influence on Apple? | To find out the conditions thecompany must operate on. | PEST analysis | Making different analysis to look through the environment from political

Crime in Society Free Essays

Crime is something that is within our world every day. If you were to ask people just walking down the street how they would describe a criminal, most would probably speak of the street criminals. Many people do not pay attention to the white collar crimes or the crimes that are not happening around the area that the live in. We will write a custom essay sample on Crime in Society or any similar topic only for you Order Now Crime to me is something that someone does to break a law. Crime is basically something someone would do if they had lost their job and could not take care of their family. They would fend or what they could get, even if it meant break a law or committing a crime. These people would feel as if there was nothing else out there. Society has the options to view crime as they will. Some will define crime as everything is bad if they are breaking a law, they should be punished. Others would define it to be light for some criminals that have punishments and for crimes like murder some would consider this crime is a death penalty case in some societies. Someone can define crime with any of their opinions. Many people define crime as murder, robbery, or even damage to someone else’s property. Many people would consider these crimes to be punishable by law. An accurate statement and crime that we know to be true would be the shooting that happened this year at the movie theater in Colorado. We know that this crime is true because he had guns and ammo hidden within the theater before the incident occurred. Also, that he killed twelve people and injured more than fifty would be another way to show that it is true. It was well planned and thought out for what he was doing and when he was going to do it. There was also eye witnesses that said he looked ready for way. This was one of the deadliest mass shootings in the United States history to date. After they was finished at the scene of the crime, the cops decided to visit his home, in which to find it booby-trapped and found more guns and ammo. One widely misconception that many people have in the world is that finding someone to pic the crime on is the only thing that the police are worried about when solving a case. This misconception has many mixed feelings throughout the world. My opinion is that as long as they have someone to call a suspect or someone to pin the crime on, they do not care. Another would be that our judicial system is fair to everyone. This statement can be very broad because many things affect the way our system is operated. One last misconception that we have today within the world would be that the death penalty is wanted by everyone. Defenders of the death enalty also suggest that it is a cost-effective way to eliminate the added expense of housing serious criminals in prison for life (Collica Furst, 2012). Many people with the thoughts of the death penalty have mixed thoughts. Many people share the same feelings I share meaning, I do not think that they should be trying to enforce the death penalty until they fix the corrections within the systems and know that for one hundred percent fact they have the person that committed the crime. Other proponents argue that the execution of the offender will bring closure and will allow survivors to move on with their lives (Armour Umbreit, 2007; Gross Matheson, 2003). â€Å"Killing innocents is murder, and if the state does it in our name, because we have demanded it, then we are guilty of it. And if we are all guilty of premeditated murder, then we should all get the death penalty (that is one instance where crime will certainly drop dramatically)† (Leman-Langlois). References: Leman-Langlois, S. , Crime ET Regulations in Society. Retrieved on October 22, 2012 from http://www. crime-reg. com/index. htm Armour, M. P. , Umbreit, M. S. (2007). The ultimate penal sanction and closure for survivors of homicide victims. Marquette Law Review, 91, 381–424. Gross, S. R. , Matheson, D. J. (2003). What they say at the end: Capital victims’ families and the press. Cornell Law Review, 88, 486–516. Collica, K. Furst, G. (2012). Crime Society. San Diego, CA:Bridgepoint Education How to cite Crime in Society, Essay examples

Contemporary Perspectives on Strategic Market Planning

Questions: 1. How and why do middle managers support and resist strategic change? 2. Why do models of planned change not bring about cultural change?3. How do leadership behaviours positively and negatively impact upon employee commitment to organisational change? Answers: 1. Middle managers support and resist strategic change From individual approach to high level of organizational change, change is experienced everywhere for their growth and development. It is not an easy task and people have the capacity to accept through the changes. Multiple factors affect the process of change and the resistance. To achieve the successful change, resistance should be known and managed properly. This will help to manage the successful change. Organizational change exists in two types such as evolutionary and revolutionary. The major objective of change is to improve the potential of organization for market competition. Resistance to change: It is vital to focus on an idea that hinders the process of change at different stages called as resistance. The resistance is called as an opposing view that is the major cause of issues of implementation and failure of change. Implementation of change is influenced by the structure of the organization and its practices. Change occur issues among groups and individuals. It involves many stakeholders and change agent should have the willingness to develop the alliances and to meet the needs of group. Middle managers play an important role in corporate change because of proper actions in strategic and local structure. Middle managers are major key to successful change that helps to reach the goals successfully. They serve as a vital communication association among senior level management and line personnel. In information, employees communication is vital during the process of change. Middle managers are aware of emotional needs and they have more time to interact with their subordinates. Through this approach, the middle managers play an important role in change process. (Leigh, 2012) Middle managers play an important role in change management. Strategic change alters both the structure of the organization and the relations. Change decreases the power and creates conflicts and resistance. To be successful, change should be identifiable and it avoids the loss of clarity in terms of roles and responsibilities. To deal with the conflicts, the change implementation needs proper diagnosis of important divisions and it nurtures support from major stakeholders. The transformational leadership motivates individuals and develops commitment and values and aspirations. (Macmillan Tampoe, 2000) Employees need to be committed with respect to the vision and it influences the lack of any systems as well as processes. It is not easy to deal with the commitment and the issues need to be resolved through networks development. Strategic change requires a proper framework of leadership that understands the diversity challenges of implementation and it needs important framework of leadership. It generates greater work force. It is supported by middle managers because it helps in consistent planning for change and communication occurs between two parties. Change is managed by observing trends and needs and it uses planned change to deal with the issues and opportunities. The major rule is the technology change is bottom up. The approach of bottom up focuses on organization. Employees at lower level focus on knowing the technology and there is a expert required for proposed changes. Managers need to facilitate the decision making and there is the opportunity required for continuous improvements. (Yousaf, 1993) Structural change focuses on hierarchy of goals and management. Training is an important tool to deal with the mindset of the organization. The organizational development is the importance of health and effectiveness with the improvement of internal relationships and increases the capabilities of the problem solving in the organization. This increases problem solving and improves the relationship of employees. (Kerin, 200) Middle managers positions and differ strongly from one organization to other. This requires organization to focus on clear goals and talents for high performing middle managers. Middle managers focus on unique needs and the middle managers relies on performance. Middle managers focus on struggling on delegation. There is a need of effective communication and interpersonal skills and it influences senior management for the same. Middle managers actively support the role of vision and recognize the achievement. Organizations can motivate the managers to deal with the challenges. Organizations should focus on the middle managers with the importance of business success and align the strategy to deal with the goals and objectives. It provides opportunities and facilitates success with effective strategies of motivation. (Tanner, 2015) Middle managers can focus on the efforts with the majority of employees. Employees need to assure proper responsibilities and roles to support the employees through change and it adopts the change to processes. Middle managers focus on enabling and dealing with the change with respect to words and actions with the influence of productivity and proficiency to implement the change. They are crucial at times of change and it impacts the change. A manager positively influences the speed that impacts the change. Middle managers offer front line staff that is important with respect to innovation and managers seek progress. Middle managers offer resistance and addresses to manage the implementation challenges. Middle managers focus on innovation and encourage dealing with consistency and proficiency. Middle managers are key agents for change in the organization. Middle managers in most organizations have high influence with the success of organizational change. It helps to communicate and implement the ideas of senior managers and communicate the performance and problems with respect to the uses. Middle managers focus on change and it develops the priority with respect to change. Middle managers focus on involvement of the change and it is responsible for the success of the change. It helps to meet the success and measures. The middle managers lead the change with the hierarchy of the management. They need to focus on delivering the change. Change is implemented with the respect to the responsibility. This enables the next steps with effective implementation and the role of a manager is complex and it come in different sizes and shapes. The organizational goal can be introduced with the product with respect to the organization. The top management is developed with respect to the roles and responsibilities. 2. Models of planned change not bring about cultural change Organizations are strongly specialized within the organizations and change management can be varied with different terms such as re-engineering, restructuring and cultural transformation. Change in the individuals work in the organization with respect to the skills, values and behavior. It deals with people, systems and design. It is classified as planned and emergent behavior. It is mostly driven by scenarios and it takes place to lead the organization. It is associated with employees that impact in the work place. Change has to be focused that fits the leadership into the process of change. It is said that change require strong leadership that approaches the stage of success. It is vital for bringing the change in a planned manner. Models of planned change in an organization Change is managed effectively and managers use planned change to help the organization to deal with the issues and opportunities. Planned change in an organization helps to monitor the forces and these activities depends upon the styles of managers and organization. (Coulson, 2004) Organizational development is the important application of behavioral science to improve the health and importance of organization with respect to the ability of environmental changes. This improves internal relationships and increases problem solving skills. Organizational development improves change and effective decision making. It brings the major change and implemented the change effectively. Communication should be the major part of change management strategy and it needs to address the resistance through communication. Change management should focus on dealing with commitment and it should deal with the responses successfully. There is a need of effective communication sources and the change process needs to be configured with clear communication. It increases problem solving approaches and improves relationship with employees. (Williamson, 2013) Change process The process of change includes unfreezing, moving and refreezing strategies. In case of unfreezing, the company practices to deal with the things differently. It understands the ways of thinking and feeling. Moving stage develops the strong vision to lead the company. It establishes the vision to develop the necessary steps and it is critical to deal with the real goals and objectives. In case of refreezing, the change in the organization identifies the behavior successfully. It helps to control the measures and it supports the change in terms of behavior. Thus, it also promotes high adaptability, flexibility and continuous improvement. (Ghamdi, 2005) Change management and model plays an important role in improving the performance of the company. The organization adopts changes in order to tackle with the competitive market and changing needs of the clients. However, it is relevant to know if the planned change management improve the cultural changes within the organization. It is assumed that the changes introduced through the system dont affect the cultural values of the company. The models has been developed and implemented to improve the overall performance of the organization (Bernerth, 2004). In the process model change different factors related to the operational activities like planned, inevitable, life cycle, conceptual, and social cognitive reasons are analysed. Through such process, an attempt is made to analyse the roles and functional importance through which the production activities for the business can be improved. The roles related to the process and the production activities are defined as this will help in improving the performance for the company. The management of the company basically focus on adopting effective strategies that would benefit the company with the production process (Day Harrison, 2007). Cultural values are considered to be a part of the change strategies that is being adopted by the company. However, the models developed by the experts basically concentrate on adopting and implementation of effective strategies through which the changes could be introduced for the benefits of the company. In the conceptual model for the business change concentrate on the maintenance and content related to the strategic initiates that has been developed and implemented by the management. In this method, the change and the factors affecting the changes has to be analysed (Coutu, 2004). The process is based on analysing the individuals and their requirements related to the cognitive mechanism that is used for analysing the behavioural outcome of the change methods or initiatives that has been adopted by the management. The conceptual models concentrate on adopting different methods through which the changes can be implemented. This is an important process through which the desired task for the company can be achieved (Day Lance, 2004) The changes are made with an intention of improving the production activities, through which the production process can be improved. Change needs to be implemented, after planning for its effectiveness and usefulness to the organization. The theories basically concentrate on developing better strategies through which the changes could be implemented for improving the production activities. The cultural values and the changes are related to the process that is adopted for improving the internal work culture, which affects the performance of the company. The strategic changes and the plans adopted by the management have to be analysed and it has to be integrated with the strategic plans that has be implemented by the company. Theories developed by the managers are exclusively drafted and introduced by the organization (Landau Drori, 2008) Culture changes related to the organizational factors are related to the roles and responsibilities through which the changes can be introduced for improving the performance that has been planned to be implemented by the management. The cultural changes are related to the changes that would have to be implemented for handling the internal cultural differences that could affect the business performance. As the changes are quite specific, it becomes a challenging task to implement the changes through which the proximity for the company can be improved. In this process, different factors related to the cultural values have to be analyzed and it has to be related with the business activities or organizational changes. Through this method, it is possible to implement the changes through which the internal work culture can be improved by the management of the company. Thus, the planned model for introducing the changes related to the production activities and process model not necessarily impact the cultural factors or changes (Lord Emrich, 2001). 3. Leadership behaviors positively or negatively impact upon employee commitment to organizational change To manage the organization, there is a need of effectiveness and effective leadership. Different styles of leadership have different effects. It is important to influence the commitment towards understanding the potentials in achieving the added values, shared vision and goals as well as integrity. It helps to deal with the individual followers. Effective leadership theories have been proposed to influence the effectiveness of the organization through employee performance. Leadership is a process that guides the behavior and attitudes of others towards achievement of objectives and goals. The person with high quality needs to be influenced to behave in a particular way and focus on instructions properly. It influences relationship among leaders and followers who deal with changes and outcomes that focuses on shared goals and purpose. Thus, leadership is influenced that exist among people. It emphasizes to involve influence, intention, shared goals and objectives, responsibility etc. (Kind, 2011) It involves different types of acts and influences to achieve the outcomes. It also accomplishes proper objectives. Job satisfaction and employee satisfaction are used interchangeably. It is a positive state that evaluates the experience of the job and when all employees are paid, the uniform incentives increase in their pay. If there is an increase in the pay, it will focus on positive impact on the job satisfaction. Many factors influence the level of job satisfaction and Work environment, promotion, pay system, opportunities, management behavior and style, equal opportunity are the major factors that influence the satisfaction of job. Leadership is influenced with respect to job satisfaction and transformational leadership strongly focus on differences between leading for change and stability. It develops strong vision to deal with the others and offers appropriate rewards to understand the social needs and requirements. Job satisfaction, employee performance and productivity, organizational commitments are impacted by the behavior and style of leadership. (Moore, 2005) The study skills and use of learning resources influences organizational change. Theory and concepts and examples are to be followed with originality and autonomy. No logical inconsistencies exist in the organization. The outstanding skills of the study and the use of learning resources play an effective role. Excellent skills of knowledge are applied to critically evaluate and response the questions. Thus, different theories are applied to deal with the question. The knowledge base of satisfaction leads to possible evaluation and it requires strong development. Major logical inconsistencies are evident that requires proper development and growth. This helps to demonstrate the required objectives. There are differences among scholars with respect to commitment that are interrelated and organizational commitment is called as an individuals alignment toward the organization. Therefore, the commitment of an organization fulfils the goals of the organization. It develops the loyalty of employees in the organization. Commitment has been known as the major factor for job recognition on the employee behaviors. Organizational commitment has greater impact on all the behaviors of the organization. Contingency theories: This theory helps to achieve the leadership effectiveness with respect to the situation. The theory was introduced by Blanchard and Hersey and it focuses on the behavior of the leaders such as directive behavior, supportive behavior, participative behavior and achievement oriented behavior. It will identify the effectiveness and focus on the superiors behavior. The committed employees are likely to increase the satisfaction and maximize the performance. It aims to increase productivity and there are important parameters such as job satisfaction, organizational commitment and organizational behavior are supported with the proper construct. It has positive impacts on organizational outcomes. The major dimensions refer to the increase of employees that belongs to an organization and the affective attachment to meet the goals and values of the organization. (Williamson, 2013) Conceptual model: As per this model, the perceptions of employee in terms of change develop towards the change. This model is based on the idea and change leads to organizational commitment. Employee commitment leads to achieve the success of an organization. It is a phenomenon faced by individuals and organizations on a daily basis. The transformative style of leadership helps to support and enhance the commitment to change among the employees. High commitment from the employees and the leader are required to meet the change. Employee commitment is defined as the major force that helps an individual to deal with the coursed action for the change. Employee commitment is based on important factors such as trust, fairness and employees concern. If employers focus on building commitment, there is a need of proper trust, concern and fairness that leads to strong and favorable outcomes. Transformational leadership focuses on the willingness to deal with the extra efforts. It indicates the high level of commitment and represents the organization and management literature. It has positive association between leadership and relation as well as commitment. This way, it influences the process of decision making and increases organizational commitment to identify the needs and transformational leaders support to encourage decision making and high level of performance. It also relates to affective commitment that implies to determine successfully. This style of leadership supports an important approach to change the beliefs, values and attitudes of followers. The vision of change can impact the reactions of followers through different sources. It assists employees in sense-making and it is an important factor of change. Thus, leadership behaviors possess important roles in employee commitment for change. It is a strong belief that employees are more likely to commit for change and they tend to support change. They focus on dealing with the purpose and value of change efforts that lead to support the changes. Leaders influence others in different ways and it helps employees to deal with the change process and focus on the resistance. It involves leadership and creativity. The quality of communication is important and leaders generate trust and commitment at the time of change with their behavior. References Bernerth, J. (2004). Expanding our understanding of the change message. Human Resource Development Review, 3(1), 36-52. Coutu, D. L. (2004). Putting leaders on the couch. Harvard Business Review, 82, 64-71 Coulson, C. 2004. Strategic planning: Harvard business review. Day, D. V., Harrison, M. M. (2007). A multi-level, identitybased approach to leadership development. Human Resource Management Review, 17, 360-373. Day, D. V., Lance, C. E. (2004). Understanding the development of leadership complexity through latent growth modeling. In D. V. Day, S. J. Zaccarro, S. M. Halpin, Leader development for transforming organizations (pp. 41-69). Mahwah, NJ: Lawrence Erlbaum. Ethicaltrading.co.uk. 2011. External stakeholders reports: Primark ethical trading. Lets clean up fashion 2011. Ec.europa.eu. (2010). Issue paper on marketing and effective communication: Retail forum for sustainability. No. 3, pp. 01 Ghamdi, A. 2005. The use of strategic planning tools and techniques in Saudi Arabia: An empirical study. International journal of management. Vol. 22. No. 3, pp. 376-395. Kerin, R. 2007. Contemporary perspectives on strategic market planning: Boston. Landau, D., Drori, I. (2008). Narratives as sensemaking accounts: The case of an RD laboratory. Journal of Organizational Change Management, 21, 701-720. Leigh, R. 2012. Four tools used in strategic planning for marketing and sales: Small business. Lord, R. G., Emrich, C. G. (2001). Thinking outside the box by looking inside the box: The cognitive revolution in leadership research. Leadership Quarterly, 11, 551-579 Macmillan, H. Tampoe, M. 2000. Strategic management: Oxford University press. Moore, G. 2005. Strategy and your stronger hand. Harvard business review. Pearce, J. Robinson, R. 2007. Strategic management: 10th edition. England. McGraw Hill Irwin. Sisodia, R. (2009). A review of bad management theories are destroying good management practices: Conscious capitalism. Tanner, R. 2015. 5 strategies to engage middle managers: Management is a journey. Workingcapital.com. 2011. Strategic skills pipeline explained: Primark to open Edinburgh store. No.1 Williamson, O. (2013). Organizational theory: From Chester Barnard to the present and beyond.