Leadership & Power

MCOM200 Management Communication GROUP REPORT 2008 b MCOM231- 08(A) Group Report: Leadership, Power & Influence. {draw:frame} Which form of power has the best influence on effective leadership? Word count: 2,746 Executive Summary Leadership, power and influence is a theme within management that is constantly developing overtime. Leaders are continuously developing new and innovative ways to empower their followers in order to get the best out of them. For the purpose of this report, we have decided to look at the assumption that leadership is based on the different types of relationships between people, rather than the skills and abilities of just one person. We know this theory allows for a network of interaction of people from all walks of life, it has the ability to shape these people through the influence and power of the leader. So the objective behind this report was to examine the forms of power and the relationships of these different power forms relative to leader effectiveness. There are five sources of power that are commonly referred to when describing leadership approaches to their followers. This report outlines these different approaches with supporting evidence gathered from successful New Zealand leaders. They demonstrated the challenges that they have faced and how they have overcome these obstacles through the use of leadership, power and influence. Table of Contents Introduction †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 4 Literature review †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 5 Method †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Results & Di scussion †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 8 Conclusion & Recommendations †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 14 Appendices †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 15 References †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 24 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ Introduction As a group we have decided on the theme Leadership, Power and Influence as basis for this report with our key focus being that of  "Which form of ‘power’ has the best influence on effective leadership? This strand of management is an essential element of any and all organisations and runs right to the core. We were aware that in order for us to be able to understand effective leadership we would essentially need to analyse the multifarious network of power relationships and influence processes in organisations. For the purpose of our report we have decided to specifically look firstly at the concepts of power, influence and leadership as a partnership. Then, at the five different forms of power, commonly used by leaders today. We will identify and explain each one individually, then go on recognise the role of leadership power exercised by leaders from the Royal Society leadership website (RSNZ) and acknowledge commonalities and differences between them. Research shows that referent power often results in subordinate loyalty to the leader and in most cases this is the most effective form of leadership, however, the effectiveness of any power depends upon the skill and appropriateness with which it is used. Leaders should exercise authority politely and clearly and verify compliance. Yukl, & Taber 1983) All sources of power come with flaws, however, many have aspects of leadership that work well within certain organisations. This report will voice our personal opinion on which source of power we believe to be the most effective at influencing followers in a positive way that enables the leaders to get the most out of those who follow them. Literature Review Of the literature we have reviewed there are commo n themes and approaches in relation to power and leadership. Many leaders are now finding that there is a diminishing use of power relating to their position/rank. The traditional power that derives from one’s position in a hierarchy has been lost. But in its place, a very different kind of leadership power has begun to emerge. This new power is rooted in a leader’s personal values and convictions†¦Ã¢â‚¬  (Acting from the centre) McShane and Travaglione refer to this type of power as ‘Legitimate power’. It has been said that â€Å"today’s leaders must rely on core values to keep the organization centred and balanced† (acting from the centre), perhaps this is why a traditional approach of leaders relying solely on their position to influence followers no longer stands for much today. Leaders must adopt a strategy that in turn gains the respect of followers by leading through exemplary behaviour and standing for values that are communicated openly and often with others. â€Å"John Gillespie, former CEO and vice president of operations at Innovation Luggage, Secaucus, says the following: â€Å"I found that if I wanted people to follow me, I had to be the first person to take risks and work without a safety net under me†. (Acting from the centre) It is through actions such as this that leaders gain the respect of followers and in turn gain what is known as ‘referent power’. McShane & Travaglione, 2007, p. 359). Like many other leaders, Don Makie, vice president of quality assurance, has had to face the following question: â€Å"how can they (leaders) help others in the organization evolve so that they, too, reflect and embody those values? † (Acting from the centre) This tie's in with the ideas of referent and expert power; when followers hold respect for a leader they are more willing to believe in their expertise and ideas, â€Å"leaders empower their followers† (Hackman & Johnson, 2009). Makie believes in this concept of respect and gaining referent power over followers. As a leader he personally looked â€Å"for managers who wanted to get on the shop floor, communicate with people and learn†Ã¢â‚¬ ¦he believes â€Å"you can’t manage change from a distance†. (Acting from the centre) Referent power can be linked to a concept such as ‘value-centred leadership’. â€Å"Value-centred leaders look within and guide their actions accordingly†. Acting from the centre) â€Å"Essentially, this is about earning the right and respect to lead through direct individual involvement and action† (Kouzers, J. M. , & Posner, B. Z. , 2002). Leaders who put this concept into practice are said to have a leadership style that â€Å"is grounded in the beliefs† they hold to â€Å"make decisions about people and strategy†. (Acting from the centre) Values are derived knowing they will develop the organization not hinder it. These valu es should then be turned into actions i. e. walking the talk’, and making it known to your employees that â€Å"you’re not offering†¦a cure-all that represents the â€Å"right† way or the â€Å"safe† way to do things. You simply have chosen to lead with these values in the face of uncertainty†¦Ã¢â‚¬  (Acting from the centre) An opposing view suggests power is just merely an image. â€Å"Powerful people are not born powerful. Rather, powerful people have a talent for dramatizing, communicating, using, and exploiting whatever resources they process. Being powerful is a skill†. The power image) If a leader only has ‘skills’ that make them appear to be powerful, people will eventually see straight through this and they will not view them as legitimate leader nor will they respect them. Therefore this ‘leader’ will not really have any legitimate power to fall back on or use to positively influence followers. Leaders that hold power such as that of the referent, legitimate and expert types can be categorized as being socialized and authentic leaders. â€Å"Socialized and authentic leaders†¦are other-oriented and work to empower followers in an effort to achieve collective goals†. Journal of business ethics) Common themes within this literature favour such leaders that gain the respect of followers and in turn hold power that they use in a positive way. Unlike those leaders who abuse their authortative position, and rely on coercive power to â€Å"gain respect through instilling fear†. (The power image) It is appears that those leaders who are ‘socialized and authentic’ achieve much more success as they are able to get followers onside and work toward a common vision. Method To gather the necessary information required for this report, we were to research online on the RSNZ website, (http:// rsnz. leadership. org) to find the seven video interviews of well-known New Zealand leaders, to hear their discussions and thoughts on leadership. This method required us to watch all seven videos and take notes on the parts we felt may be relevant for our report. In a group of six, it made sense to delegate the tasks of video watching down to easy manageable parts, for everyone to complete in their own time and bring back to the group at a later date. We had one group member assigned to research and present a discussion on all the different forms of leadership and provide two video examples from the RSNZ website, other members were delegated two interviews each and asked to choose which form of leader their person was and to write about it, giving detailed examples, a final member f the group was responsible for the writing the introduction, executive summary, and literature review and all other bits and pieces to tie the report in as one. When all the assigned roles were completed we meet as a group to piece them together in an appreciate way that followed well together. Results and Discussion It is important to note that with the constant evolution of our society, leadership has become more significant than ever before. In any organisation that has been created by people there has always been a struggle for power as it is a great element that affects human reality. As civilization becomes more complex and dynamic the traditional conception of power becomes insufficient Leadership is impossible without power since a leader must modify attitudes and behaviours. Yet influencing others does not automatically qualify as leadership; power must be used in pursuit of group goals to merit leadership classification. Hackman & Johnson, 2004, p 136). Influence, on the other hand is â€Å"the capacity or power of persons or things to be a compelling force on or produce effects on the actions, behavior, opinions, etc. , of others† (Dictionary. Com, 2008). The success of an influence attempt can be distinguished among qualitatively distinct outcomes, commit ment, compliance or resistance. If success results in commitment, then the decision or request has been agreed upon and is carried out or decision implemented effectively. This is similar to compliance, an outcome in which a subordinate is willing to carry out the task but is more lethargic than enthusiastic about it. The flipside to this is resistance. This occurs when the task is rejected; the subordinate or follower is opposed to carrying out the request or action. This is also referred to as counter-power. The concept of ‘power’ itself is fairly broad. It is a mysterious phenomenon that will be experienced by most at some stage, at least once, in a lifetime. The most basic prerequisite of power is that one person or group believes it is dependent on another person or group for something of value. Thus power exists when others believe that someone controls resources that they want. (McShane & Travaglione, 2007, p. 356). Power can be defined as: â€Å"possession of controlling influence†. It is only the capacity of a person, team or organization to influence others; it is not limited exclusively to leaders and managers. I think it important to mention authority at this stage, this is power vested in a specific position, and is therefore exclusive to that position. Power is not the act of changing others attitudes or behaviour; it is only the potential to do so. Power is derived from five sources: Legitimate, Reward, Coercive, Expert, and; Referent. Leaders throughout the world are very diverse and with that come many ways to lead, each with their own styles and attributes, sometimes based on one’s culture and other characteristics. There have been many discussions in the past about which the best way to lead is, and which source of power will get the best out of followers and still encourage them to strive to perform better. Expert Power is power that â€Å"originates from within the person, not the position, it contrast with legitimate power. It is an individual’s or work unit’s capacity to influence others by possessing knowledge or skills that the others value. Demonstrating practical knowledge and skills can also build expert power. For this reason, members of an organization often have little legitimate power but a great deal of expert power. † (McShane & Travaglione, 2007, p. 359). Barbara Kuriger is a leader who exhibits this â€Å"expert power†. As â€Å"a former member of the Fonterra Shareholders Council, Barbara has chaired the LIC National Council and has had 20 years of involvement with Sharemilker of the year and the Dairy Industry Awards†. (www. dairynz. co. nz) has a lot of experience within the dairy industry due to her involvement and various leadership roles over the years. It is because of this she holds such power over other individuals in terms of the respect and admiration they may hold for her skills, work ethic and achievements. Barbara affirms that â€Å"If you believe in something strong enough and you can convince other people that it’s a good idea then they’ll come on board with that process†¦ † Maybe a lot of the success Barbara has encountered as a leader has been due to her ability to gain the respect of people through implementing expert power to convince others that what she believes in will work. Another commonly enforced source of power is that of Referent power. We recognize this power within leaders we can see that others identify with them, like them or otherwise respect them. As with expert power, referent power comes from within the person. It is largely a function of the person’s interpersonal skills and usually develops slowly. It is often associated with charismatic leadership. Charisma can be defined as a form of interpersonal attraction whereby followers develop a respect for and trust in the charismatic individual. (McShane & Travaglione, 2007, p. 359). Graeme Milne is a prominent figure in the New Zealand dairy industry, and a great example of the use of referent power. He has been involved in the industry as CEO of various organizations like NZ dairy board and Fonterra for over thirty years and has a lot of experience in managing and growing companies in this industry. This power by which he chooses to lead comes from within himself, it is a function of his interpersonal skills developed over the years as CEO and his success he has displayed in these various organizations. His experience and capability has created a sense of respect from his employees who identify with him and like him as their leader. His referent power is also derived from treating his employee’s right. Graeme believes that management is about managing the resources, and people are the essence of resource management. Therefore if you treat people right by acknowledging their contribution to the success of the organization and giving them credit, you will get the best out of them, and you will be a successful leader by utilizing the best that your employees has to offer. Paul Spicer’s management and leadership style of Norsewear clothing is also that of referent. When asked how he managed the process he says: â€Å"when I looked at my background it wasn’t that I had all the answers†¦ nd I often say†¦ not everyone even knows the questions let alone the answers†¦ but I understood the issues and I wanted to share my knowledge†¦ I didn’t dictate the process, so much as shared my dream†¦ and tried to build a team, and you turn what starts off as probably a large percentage of negativity into the positives† (Paul Spicer, 2007). This humb le and modest leadership approach demonstrates how Paul would have gained the respect and loyal following of his fellow workers through referent power. Referent power develops over time. Paul Spicer has demonstrated a desire for referent power from the very beginning. â€Å"I always thought if I ever got into a position of authority I would always try very hard to relate to the people that made the difference and be one of them†¦Ã¢â‚¬  (Paul Spicer, 2007). Spicer has followed through with this personal value, when he became CEO of Norsewear he took made this evident. â€Å"I started by having a lunch for the whole factory and we’d attend that every month and we’d give an honest appraisal of where we’re at, how we were going, where we felt we were going and what was good and bad about the business†¦Ã¢â‚¬ . All the staffs have freedom to speak†¦I always thought it was great to have so much input from the team at every level†. (Paul Spicer, 2007) This respect has spread to his employees and into the very essence of the garments Norsewear produces. Spicer believes in his business and products, he emphasises: â€Å"Theyâ€⠄¢re items that I think need to be made here. If we were to make this offshore then it would lose all its impact and all its integrity†¦ this is 100% New Zealand made, and is very important†. (Paul Spicer, 2007) Reward power is another form of power demonstrated by leaders such as Sir. Angus Tait and Kingi Smiler. It is derived from the person’s ability to control the allocation of rewards valued by others and to remove negative sanctions. Managers have formal authority that gives them power over the distribution of organizational rewards such as pay, promotions, time off, holiday schedules and work assignments. (McShane & Travaglione, 2007, p. 358). Reward power relates to the power leaders hold in rewarding their followers E. g. employees. (McShane & Travaglione, 2007, p. 358). Sir Angus Tait paid a girl and persuaded her to leave her university and take a special job. Reward power is an efficient and effective way to persuade other people, because people will get motivation from the reward and find their own values. Reward power also can set up a tighter relationship between employers and employees. A suitable reward will encourage trust for the leader amongst followers. However, reward power can also bring problems, as people begin to focus on the reward not performance. Some people may also resort to negative means in order to gain a reward. Sir Angus Tait uses reward power effectively through his mutual loyalty with staffs. Kingi Smiler and John Luxton both combine reward and referent power to empower their employees. Story telling is one way Smiler gives his employees reference. Though the stories enable staff to have a reference point with Smiler, it takes a long time to get collective stories and it is not easy to get every potential follower on board, as everyone has different opinions etc. Referent power is often associated with interpersonal attraction whereby employees develop a value and trust in the charismatic individual. (McShane & Travaglione, 2007). Smiler’s second form of power is that of reward power. He hereby encourages followers to get involved in different activities outside their business so they gain more experience that they can implement and put into practice. He also offers scholarships to support employees for helping them to shape and encourage their motivation. Such forms of power encourage those who are eager to gain more skills or capabilities. John Luxton was previously working in Public Service and didn’t find working there quite motivating and stimulating; as nobody was bothered about the effort being put by an individual. People didn’t recognise that he was putting in more effort than what he was being paid. He considers rewarding people for their output very essential. People respond to incentives whether it is monetary incentive or just an acknowledgement by leaders that one is doing a good job. It is not necessary to criticise them when they have done a poor job, but a leader should provide constructive feedback and encouraging them to do a better job next time. Annah Stretton is an Inspirational fashion designer and founder of Annah Stretton Clothing Company, Annah S is an influential figure in the New Zealand fashion industry. Her strong will and precise nature, has caused her to be labelled a bitch and her â€Å"it’ll do† attitude at times hasn't been received well by workers as they become frustrated and annoyed. A form of leadership style Annah Stretton practices occasionally is ‘sea gull management’; it describes a leader who would fly in and shit on everyone then leaves. â€Å"(Tony Hope, 2008). In other words the leader expects their employees to be as capable as they are and can be seen to expect others to do things beyond their capability, and if they are not up to their standard they generally impose negative reinforcements such as reducing status. This practise can be seen as coercive power, is the ability to apply punishment or to give negative reinforcements. Examples of coercion range from reducing status, salary, and benefits to requiring others to do something they don't like. In the most extreme form, coercive power translates into brute physical force. (Hackman & Johnson, 2004,). Annah Stretton's sea gull management can be seen as coercive power because she would expect her employees to do things beyond their capability and has occasionally fired those whom, she believes are not up to the standards she sets for employees within her organisation. James Milton along with his wife runs their family business Milton Wineries. He recounts his meeting with a winegrower in France. He had a beautiful winery and a well maintained cellar and his staff were quite friendly as well. Milton was amazed at how well the French winegrower managed it and enquired about the secret behind his success. He described his leadership style by the metaphor of carrot, whip and good restaurants. By carrot he meant that his cellar was an inspirational sought after place to work whip and good restaurants. Good restaurants-At the end of the harvest season he would take his staff to different restaurants in Paris to show how the customers appreciated the wine. Whip referred that he had a clear direction about how he wanted everything done. In order to maintain the superior quality of his product, he used his authority and ordered his employees to do work his way. This leadership style links with legitimate power which is an agreement between organizational members that people in certain roles can request certain behaviours of others. This perceived right comes from job descriptions as well as informal rules of conduct. Executives have considerate legitimate power, but all employees also have this power based on company rules and government laws. (McShane & Travaglione, 2007, p. 357) Conclusion and Recommendations Leadership involves the use of various forms of power to exert influence over others. Different leaders have different approaches to the use of power depending on the situation and the individual. The report has discovered that out of the five forms of powers, referent power was the best, as it is a form of power derived from the leader himself rather than from his position. Referent power draws respect from the follows through the charisma of the leader. However, this form of power is developed overtime, and cannot be given through the authorities, thus it differs to legitimate power where the power was given to the person in the position. In our report Graeme Milne was referred to as a leader from the RSNZ website who has demonstrated a good use of referent power. Graeme demonstrated the use of this power in leadership through his experience as CEO over thirty years. Reward power often compliments referent power. It is important to note that this should not be abused and should be used not as a bribe, but to reinforce desirable behaviours after they occur. (Yukl, & Taber, 1983) Recommendation Based on the report, referent power is the best sustainable form of power to exert over employees. This is effective because once you've gained it through hard work and ‘walking the talk', then your followers should always respect you; and be willing to work towards a common goal. A leader must accumulate and foster expert power and referent power over time by showing himself to be confident, decisive, considerate, and protective of subordinates' interests. Yukl, & Taber, 1983). In short, it all comes back to the golden rule that you should do unto others that you would have them do unto you. If you are going to lead under â€Å"seagull management† then chances are that that there will be a lack of loyalty from your subordinates. Whilst this may still get the job done, it is not the most eff ective way to get the most out of your followers. Appendices Appendix 1 – Blog 1 †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Appendix 2 – Blog 2 †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Appendix 3 – Blog 3 †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Appendix 4 – Personal Reflection: D. Frederikson †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Appendix 5 Personal Reflection: S. Gledhill†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Appendix 6 Personal Reflection: L. Norman†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Appendix 7 – Personal Reflection: D. Yiyang Zhang †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Appendix 8 – Personal Reflection: D. Pathak†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Appendix 1 Blog 1 ? THE GENUINE ANGEL VS THE WAR CRIMINAL Sarah Gledhill Posted @ 19/08/2008 7:29 p. m. As a group we found Oprah Winfrey to be a superior leader who inspires trust amongst her loyal followers. Like many other leaders before her, Oprah has had an intriguing life, through her many hardships she has overcome o bstacles and emerged as a positive and compassionate leader. It is not hard to see why she has been named â€Å"the world’s most powerful woman† by CNN & Time. com Her accomplishments and achievements have had a great impact on a diverse range of followers worldwide. Some of the many ways Oprah touches the hearts of these people is through her talk show, O The Oprah Mag, Oprah. com, plus her involvement in numerous charities, such as the Oprah Angel network. This is a charity â€Å"aimed at encouraging people around the world to make a difference in the lives of underprivileged others†; Oprah clearly uses her leadership ability to encourage and inspire others to follow in her footsteps. Winfrey’s genuine quality and love for helping others is also evident in the creation of the Oprah Winfrey Leadership academy for Girls, in South Africa. Her passion behind this stemmed from a desire â€Å"to†¦ give children exposure and opportunity and nurture them to understand their own power and possibility†. (Oprah) With reference to a previous blog (Presley Purcell’s), we agree with this group’s discussion about Branson’s ideas toward leadership. He states that â€Å"having a personality of caring about people is important; you can’t be a leader unless you generally like people. That is how you bring out the best in people. † This group also acknowledges that Branson views his employees as part of his extended family. Similarly, Oprah expresses this value in regard to the girls attending her academy, describing them as â€Å"her daughters†. We believe Oprah demonstrates a down to earth nature when it comes to inspiring trust amongst her followers she is on the same wave length as everyday people; and her â€Å"leadership consists of showing average people how to do the work of superior people† (John D. Rockefeller. ) Whilst Oprah is the epitome of an inspiring leader, the president of her country George W. Bush fails to inspire trust amongst his followers. Being the president of the U. S. A Bush is arguably the most powerful leader in the world, yet he fails to gain the support of his countryman since his approval ratings has plunged down to an average of 28-32% in his second term in office. Leadership is as much about spreading values as it is about the use of power, values serve as guides to action, they inform our decisions as to what to do and what not to do. Values also motivate. They keep us focused on why we’re doing what we’re doing and on the ends toward which we’re striving. To clarify values as a leader you must engage in two essentials. Firstly, you must find your voice, it involves knowing who you are, what you stand for and what you care about, burn with desire to be true to something you hold passionately and lead according to the principle that matters most to you. We agree with the example that Presley Purcell gave in his blog regarding Martin Luther King. He inspired others to conduct an impossible challenge on racial segregation, the very principles which the nation was fundamentally built on, and continues to operate under, directed by the same group of people who benefited most from exploitation through racial inequality. However, in contrast with MLK stands George W Bush, his speeches were written by his talented speech writers, this is rather controversial as in doing so he was in fact speaking the words of someone else rather than following his own voice. In Graeme Harrisons interview â€Å"Beware of hollow leaders† a hollow leader was considered to be: â€Å"someone who has a high reputation and†¦ have got there through tap dancing, by jumping up and down around the subject rather than on the subject, when it really gets down to the hard stuff they go missing†. (RSNZ, 2008) This could be applied to Bush because he commonly enjoys projecting a glossy image of himself and his capability to lead America, but when hurricane Katrina struck New Orleans he was nowhere to be seen for two months, therefore Bush fits the criteria of a hollow leader. Moreover this is another indication of him not walking the talk because instead of leading the poor Americans out of misery he left them behind to the rage of Katrina. The second essential to clarify values is to affirm shared values, these are common values which your followers share, and it is the foundation for building productive and genuine working relationships. It was said that affirmed shared values cannot be imposed on others, but are formed out of their participation, George Bush has great power being the president of U. S. but even with his power he cannot convince most of his countryman the need to fight the war in Iraq. Most Americans wanted to put an end to the war, if Bush was to gain the trust of his followers he would need to listen to them as to why they do not agree with the war on Iraq, that way he would be able to work out a set of shared values between them. Word count: 881 Group Tutor: Charlie Gillard. Tutorial time: Thursday 8am-10am. Tutor: Charlie Gillard. Appendix 2 Blog 2 THE DANCING QUEEN vs. THE PRESIDENTAL HOPEFUL. Sarah Gledhill Posted @ 11/09/2008 4:47 p. m. Do the blogging readings make you feel differently about offline leadership? Discuss which conventional leaders might do well in blogging – and which not – and what the explosion of blogs means for contemporary leaders? Together as a group we agreed that when one reads a blog on a person, we carve out an image of that person in real life based on the values and ideas emphasized in the blog. This has its downfalls as forming a perception on a person based on their blog provides an incomplete picture, in other words the information we see on their blog is very limited; maybe we are only seeing what they want us to see. This can be proven to be a reality when we meet them in real life and get to discover their actual traits and values. We discussed in our previous blog, the issue of ‘hollow leaders’, this may arise in blogging also. Leaders may make big claims on their blogs about their capabilities but offline provide no evidence that they walk the talk. However, there is the flip side that also must be considered; sometimes blogging can correct our misconceptions of a person. It is well known that everyone tends to stereotype others, most commonly people see an employer as authoritarian, but perhaps if we browsed through their blog and discover their personal thoughts and ideas, our perception would change as a result of this information on their blog. The blogging readings have made us think differently about offline leadership, because in order to write a good blog the virtues of honesty and trust worthiness are really important which means that the blog entries need to be a true reflection of their leadership style. If one tries to fake the contents by over stating their capabilities then their blog readers would become annoyed and possibly leave negative comments. Like Scoble & Israel suggest â€Å"If you are going to blog, be authentic. Keep your conversations naked. Let people know who you are and where you’re coming from†. (Scoble & Israel, 2006). We originally thought that blogging was another platform where managers can dictate the content of information out flow and influence the way readers think in the same way newspapers can, but the readings have made us realize that blogging is more about people; their comments and feedback make up an important factor of blogging. This makes us believe that blogging is like a moral code of conduct for managers it is a sense of empowerment to subordinates and it is also a means of self analysis, as blogging feedback can direct a manager toward the possible areas for change thus having a direct effect on the offline leadership of a manager. Although we feel the phenomena of the increase in blogging among business people over the years is an excellent way for companies and their leaders to communicate with employees and followers, we strongly agree with Elaina Sheppard’s blog that trust and honesty cannot all be achieved alone online, leaders must continue to remain a face-to face contact, on a more personal level to remain trust amongst their followers. This point also reiterates what Scoble & Israel suggest as #tip10 of â€Å"how to be a successful blogger† â€Å"to get out into the real world†. Sir Richard Branson is a great example of a leader who walks the talk and resembles this honestly and openly through his actions and his blog; he is all about team work and daring to be different. His blog seems as laid back and fun as he himself offline; it easily allows followers to see what he has been doing, gives them room to comment and honestly emphasizes the ‘real’ Branson. (bransonblog. com) From the RSNZ website we found the ‘Team-based innovation’ interview with Peter Hubscher from Montana wines. It is all about challenges, team work and daring to be different. It encompasses what we believe to resemble Branson in a nutshell. Peter Hubscher is adamant that with team work â€Å"the challenge is always how to do it better†. Sir Richard Branson is a real ‘team player’ and by carrying this same approach into his blog he may achieve greater team work through the added interaction blogging may provide. Conventional leaders that might do well in blogging†¦ We see Suzanne Paul to be a conventional leader who might do well in blogging. Suzanne Paul is a well known icon in NZ and built the country's most successful direct marketing company, Prestige Marketing, developing and selling such products as Natural glow. Suzanne is also well known on our T. V screens, she has starred in shows such as ‘Guess Who's Coming to Dinner', ‘Garage Sale', ‘How's Life' and ‘Dancing with the stars’ where in 2007 she was crowned winner. It is important to acknowledge that the show â€Å"dancing with the stars† was based on the votes of which the NZ public see their favourite dancer to be; Suzanne obviously has a great following of NZ citizens behind her. A leader is also respected for not only how they display themselves through good times but even more so in the way they conduct themselves through their hardships. Suzanne Paul was declared bankrupt, but since then has bounced back very admirably; she seems to have laid her struggles out there for everyone to see and has overcome them. We’d like to add that this quality exhibits what David Wyld has commented on â€Å"developing a thick skin† being able to take on the negative comments as well as the positive. Susan has been slashed by the media, but has been able to turn around her entire reputation, now that takes courage; she is one strong lady with a thick skin. (Wyld, 2008). Suzanne Paul definitely has a story to tell, her â€Å"†¦ story is one of inspiration and perseverance†¦Ã¢â‚¬ through blogging she could easily present†¦Ã¢â‚¬Å"this message in a very entertaining way, drawing on her many hilarious life experiences†. Scobel and Israel’s Tip 8- ‘Tell a story’, works well with Suzanne as â€Å"Corporate blogging is all about telling a story, your story†. (www. csnz. co. z) Suzanne Paul would no doubt have a successful blog; she is a business woman with products to sell, and she could get valuable customer feedback via her blog. Conventional leaders which might not do well in blogging†¦ The reading by Wyld. D. C (2008) states that in having a successful blog it is important that bloggers are legit. â€Å"You must be the author,' if your words are to be taken as authentic and interesting by your audience†. We believe John McCain, the U. S presidential hopeful to be a conventional leader that might not be good at blogging. McCain currently has a blog on his website that is up and running, although it’s not possible to see how much of the blog he himself is responsible for; there is also no interaction from him personally. We agree with the majority of groups before us stating that like John Mc Cain, Helen Clark would fail to be a good blogger, due to insufficient time available to him, through his stressful job priorities he would fail to continuously update his blog posts, leaving you to wonder whether a â€Å"ghost writer† has been employed to jump through the hoop for him doing all of the hard stuff. Admittedly John McCain has said he struggles to cope with the sophisticated technology of e-mailing whilst naming himself as computer e-literate all so. If Somebody like McCain has a blog but isn’t really the face or voice behind it he is neglecting a valuable tool that could deliver passionate and authoritative information to his fellow Americans. Maybe if John McCain used the blog to his full potential this could even strengthen his chances in becoming President. In accordance to Wyld Mc Cain doesn’t appropriately exhibit the qualities that make a good blogger, Tip2 â€Å"Do it yourself† and tip 4 â€Å"post regularly†. Thus making him a disappointing un-authentic blogger. What the explosion of blogs means for contemporary leaders†¦ The explosion of blogs comes with many positive and negative aspects for contemporary leaders. We see blogging as a fantastic way to promote one’s ideas or market a product and gain popularity. Whilst researching we came across a blog on Yahoo! ‘Answers by Hillary Clinton, Democratic Presidential Hopeful’. Through the blog she asked all Americans â€Å"Based on your own family’s experience, what do you think we should do to improve health care in America? † This was her way o convince people that she is a people’s leader and a leader ready to listen to the masses. Blogging is also an easy, cheap and convenient method of communication within an organisation. Due to the informal nature of blogging it allows for 360 ° feedback. As blogging is not a face to face communication subordinates would not be perturbed to comment on th eir boss’s performance. Blogging can easily create a sense of empowerment amongst followers. Recently one of the superstars in India, Amitabh Bachchan asked his fans on his blog to suggest a name for his upcoming movie. Imagine how you would feel if your suggestion was accepted. We agreed that blogging can be a great source in resolving problems within organizations. Most of the answers to the problems faced by big organisations don’t lie in the boardrooms; they come from the grass root level. Through blogging the executives can reach out to the grass root level workers and identify the problem and device a solution. Some negative aspects evolving from blogging include: There are many worthless ideas and comments that can create a sense of confusion, conflict and negative feeling amongst readers. Also, the fact that most blogs are open to comment for anybody on the net can be cause for trouble. Bloggers can easily disguise their identity and post irrelevant, personal, adverse comments. Once it’s on the net, it is very difficult to delete it. As discussed by David in the lectures, many a time certain ill intentioned people can post comments which can taint the reputation of an individual or an organisation and can cost them millions. Blogging can be can be quite a time consuming activity and it is important for employees to update blogs regularly to avoid them from becoming out of date. But doing so can mean less working time and lower productivity. Wordcount: 1716 Tutor: Charlie Gillard. Tutorial: Thursday 8am-10am. Group Members: Appendix 3 Blog 3 ? WHAT WE LEARNT Posted @ 2/10/2008 9:48 a. m. This blog will illustrate our individual and collective learning throughout this course. We will also demonstrate how the lectures, tutorials and RSNZ interviews have provoked thought and reflection within us, not only on leadership as a theme but also within ourselves. One aspect of the teachings that stood out for us as a group was the idea that a leader must have the following characteristics: logic, trust and passion. First, leaders should exercise their logical ability. A leader must have a clear objective and well-organized steps, ensuring a mutual confidence with followers. When people know what they should do, they work efficiency and effectively. Second, trust is necessary. As human beings, our many relationships depend on the trust. When there is trust placed in the team leader, it makes it easy for the team as a whole to strive for success as much as possible. The third is passion. If a leader tries doing a project without passion, it will hard for the team to be creative thinkers. Passion is a good way to motivate other people. Iris found this concept to be relevant to her personally in her transformation into a leader. â€Å"When I was doing my readings it occurred to me that if I wanted to go anywhere in leadership, if I display qualities of logic, passion and trust, I would be able to inspire those around me and go further as a leader. â€Å"Leadership consists of showing average people how to do the work of superior people† (John D. Rockefeller. ) This quote springs from the idea that anyone can be a leader; everyday ordinary people can do the extraordinary. â€Å"I like the example David used in lecture, time and time again, about the 9/11 attacks on The United States of America, where it was the cleaners, the fire fighters, who took charge and lead thousands of American’s out of the twin towers at the time of the attack. This just shows , anyone can be a leader- these people had dedication and will power to get out alive and help those around them, they may have not had the highest status of power, but they ed, and I feel their courage and determination is a remarkable and astonishing thing. â€Å"- Sarah. Here are these people, who may be seen as ‘ average lower-class’, they still managed to take charge and lead, their actions were seen as heroic that day and they will forever be seen as astonishing people who helped save the lives of thousands. The material in this course has highlighte d, to all of us as a group, certain universal leadership principles which resonate within us all, urging us to become the leaders that we know exists within us. Principles like: â€Å"Leadership comes from the front and the middle of the pack†, â€Å"A leader communicates vision by embodying it, personifying it, and by living it out†. Principles like the these have caused us to view leadership in a completely different light, thinking not only about the stereotypical leaders that everyone cites when asked to name leaders, these include, Nelson Mandela, Sir Edmund Hillary, Martin Luther King Jnr. etc. It seems as though when most people think of leaders they tend to think more about the positive leaders. â€Å"When I begun this course, I was one of them. When I thought â€Å"leader† I automatically thought â€Å"good†. People like Osama Bin Laden and Hitler never crossed my mind, But it is people like these who are often some of the most successful leaders, they put themselves out there in such a way that they managed to inspire a huge following that inspires change throughout the entire world. † – Leah I agree with Leah, that when I had previously thought about leaders, I had thought about, only the good ones also, people tend to fail to recognise or consider, those not so good, people in the world, who may be seen as â€Å"terrible leaders†, they may be terrible, or expressing bad idea’s, essentially though, there are people who follow them and they can be called leaders. † – Sarah â€Å"I disagree. An important value for l eaders is to be ethical. People like Hitler and Osama were involved with unethical practises and in my opinion do not qualify as leaders; however, it may be argued that they are great people anagers and orators, but not leaders. This reiterates another leadership principle that â€Å"Everyone influences someone. The question is what you will influence them to do? † Whether the influence is good or bad doesn’t really seem to make a difference. You just have to believe in yourself, believe in your cause and display this belief with passion. This passion needs to be infectious. It needs to spread through the crowds in such a way that you will make believers out of the people in the crowds too. There is a common argument about whether leaders are born and not made, this is particular was a concept of debate for members in our group for some time. â€Å"A lot of what I learnt stayed at the forefront of my mind for sometime. I was always one to believe that some people had it and some people don’t, the whole leaders are born not made argument, but listening to David in the lectures, he managed to change my mind somewhat, while I still believe that some people are born with natural leadership attributes, I now am swayed to the thought that these can also be taught and learnt, as with confidence, â€Å"fake it ‘till it’s real†. – Leah It was a common occurrence in lectures for David to tell us to â€Å"Get curious† about ourselves. Kouzes & Posner (2007) encourage leaders to ultimately find their voice. They emphasise that, â€Å"before you can become a credible leader- one who connects â€Å"say and do†- first you have to find your voice†. This seems obvious but so many leaders fail to do this and therefore fail to lead. We think very few leaders in this course and in general know exactly what they stand for and have found their ‘inner voice’. â€Å"David repeatedly told us to figure out why we do things the way we do. This prompted a different area of thinking within myself. â€Å"Now I am beginning to question my behaviour, my view points and certain ways that I prefer to manage tasks. † – Donna. This leads us to self disclosure. This is important to leaders, and made us realise that in order for your followers to trust you and support you, you must be open to them about yourself, let them know your background, your goals, your strengths and weaknesses. Letting them understand you, helps to create a greater communication link between you and your employees. Over time this would create relational depth. In the leadership videos Graeme Milnes mentioned that â€Å"no matter what, you don’t know everything, so be humble, and know what you know and what you don’t know†. Through this we realised that leadership is more about revelation and acknowledging the value of your staff. As Graeme Milne said â€Å"successful leaders are those who would value the ability of their followers, acknowledge their own strength and weakness, and disclose the problems they are facing†. A good leader does not need to know everything, but does need to know that they are not perfect and would need the help of their workers to get things done. If you divulge the problem you are facing and acknowledge that you can not do it alone and need their help then your workers would respond by coming together and solving the problem for you by filling in your weakness. Whereas if you do not make the problem known and pretend to be the perfect leader and keep all the information and credit to yourself then your workers would think that since the leader believes he or she is so perfect what does he or she need them for? So the difference between a good leader and a bad leader is that when they fail, a good leader who discloses information and acknowledges the value of their staff would see workers jumping in to help. Whereas a bad leader who tends to keep all the information and credit to himself would lose respect among workers, who would in turn not be so eager to help. â€Å"This has made me realise that great and successful leaders are not born to be who they are, they only become great leaders through the support of your followers, and this is done through self disclosure, information disclosure and also acknowledging the value of their workers. – Daniel â€Å"Communication is an integral part of leadership. It is a process and not just a distinct event. Communication is a circular two way process and leaders should be open to feedback from all sources. I have personally learnt that as leader you need to LISTEN. † – Devarsh David made clear in lectures the importance of Em otional Intelligence (EI). The display of the right mood to match the situation is an art that has to be first understood and then learnt. It is a very powerful tool of leadership. Generally speaking, this is an art, which we pick up normally in the course of life but very few of us have learnt to use this art as a tool. Certain situations are very clear; such as visits to the hospital, where one is expected to show concern, or take the instance of a visit to a home where a death has taken place. These are obvious situations and we learn from society the correct mood to display and say the right things that are to be said. From the leadership angle, by following a few established principles one should be able to get much more out of colleagues and followers than we normally do. Any team can be swayed to better performance by the correct display of positive leadership. â€Å"EI is not about being nice, but confronting someone with truth, not letting it all hang out or dumping but expressing it appropriately. † – Devarsh In general, the idea of looking down the tunnel and seeing a possible leadership role at the end is quite daunting. In an interview from the RSNZ website, Sir Angus Tait says that â€Å"if you can measure the difficulties that lie ahead and there will be many. In many instances you’ll never start. Therefore†¦ don’t look to deeply just say I’m going to do that; and proceed to do it†. This quote is one that we find inspiring. It makes us feel that we too, can be leaders. The readings and tutorial exercises have taught us a great deal, about what it takes to become leaders. The concepts, of â€Å"finding your voice†, and â€Å"affirm shared values†, are two hugely influential parts of leadership, that we will now try to consider in our own personal lives when taking on a leadership role. As a group, we feel as though we have learnt a lot of valuable lessons throughout the course, not just about the leadership qualities expected in the workforce, but also about ourselves and what we have learned and discovered on the leadership front thus far. Whilst a lot of the concepts brought to a front throughout this paper aren’t exactly entirely new concepts, the way in which they were presented to us however, have caused to us pause and re-evaluate our own leadership qualities and places where we can improve ourselves. Word Count: 1911 Group Members: Tutor: Charlie Gillard. Tutorial time: Thursday 8am-10am. Tutor: Charlie Gillard. Appendix 4 – The main concept I have grasped from this paper is how leaders empower their followers. (Hackman & Johnson, 2009). I always thought leaders had some degree of power that arose from their rank of position; I never considered that leadership really is regardless of your position. It is about who you are and what you are doing. Whilst power naturally evolves with leadership roles, I have learnt that the biggest source of power a leader can use and ‘feed’ from is the energy created when everyone around them becomes a leader also. Skills within this concept come first and foremost from finding out who one is as a person/leader. . e. ‘finding your voice’ (Kouzes & Posner, 2007) This is essential for leaders as once this is ‘found’; where they are going and what they want to achieve is clear. Being able to communicate your vision and beliefs often and genuinely acting upon such statements, is also essential for getting followers to side with you as a leader. â€Å"If you are clear about your values, and your actions are aligned, it makes all the hard work worth the effort†. (Kouzes & Posner, 2007) I am determined to develop these skills into my leadership roles by ensuring I stand for my values and be clear and open about who I am and what I want to do. This then can be shared with others by bringing them on board and empowering them as individuals and leaders all working toward a common goal. Donna Fredrikson Appendix 5 – This course has been a very eye-opening and enlightening experience. From day one I thought I had a fair understanding of leadership and what it entails, but after engaging with the materials and activities in the course I have learnt it is so much more complex and diverse than I had ever imagined. I main idea I took form this course was that leadership may not always be a position of power and status, but the effective ability to communicate, lead and influence. One quote I valued a lot in my reading of the course reader was this one, by (John D. Rockefeller. )Where he states, that â€Å"Leadership consists of showing average people how to do the work of superior people†. This quote emphasizes the idea that anyone can be a leader and ordinary people can do the extraordinary. David from lecturer, forth reinforced this idea, in his examples and discussions of the 9//11 attacks on the United States of America, where it was the cleaners , the fire fighters, who took charge and lead thousands of American’s out of the twin towers at the time of the attack. This shows, anyone can be a leader, these people had dedication and will power to get out alive and help those around them, they may have not had the highest status of power, but they led, and I feel their courage and determination is a remarkable and astonishing thing. Sarah Gledhill Appendix 6 – In blog three (Appendix 3), I was asked to reflect on what I have learned in this paper thus far, below are snippets from that blog and other lessons that throughout this course, the lectures, tutorials and RSNZ interviews have provoked thought and reflection within me, not only on leadership as a theme but also within myself. I feel as though I have learnt a lot of valuable lessons, not just about the leadership qualities expected in the workforce, but also about myself and what I have learned and discovered on the leadership front thus far. While a lot of the concepts brought to a front throughout this paper aren’t exactly entirely new concepts, the way in which they were presented to me however, have caused to pause and re-evaluate my own leadership qualities and places where I can improve myself. At this stage I haven’t exactly, in anyway, reached the pinnacle of my leadership potential, but I do believe that If I continue to work at it, I will keep inching closer to becoming a more together and confident individual who will inspire others to do as I have done. This paper has highlighted, to me, certain universal leadership principles which resonate within me, urging me to become the leader that I know exists within me. Principles like: â€Å"A leader communicates vision by embodying it, personifying it, and by living it out†, have encouraged me to want to better myself by putting forth my passion for what I do and passing it on to others. Leah Norman Appendix 7 – The success of an organisation depends on the employee’s contribution. No matter how good you are a leader you don’t know everything in your business, therefore you need your employees help. Leadership is about getting support and drawing on the best talents of your employees, in order to do so you must acknowledge their contribution to the organisation, that whatever the organisation has achieved is due to the team and give them credit, rather than taking it to yourself. If you treat people right you will get the best out of them, and you will be a leader, if you don’t then you will never be a successful leader. † (Graeme Milne, 2007). The consequences of a successful leader not empowering employees would be the incapability to grow the business by relying on employees in the leader’s absence. This reinforces with Graeme Milne (2007), that a successful organisation is one that does not need to rely on the leader too m uch. A successful organisation is one that would continue to grow in the absence of a leader. And this is achieved through staff empowerment. Ana Stretton is a successful leader but she takes decision making all to herself, the firm does not have the capability to function or grow without her, therefore if anything happens to her then the organisation would probably collapse. Daniel Zhang Appendix 8 – Since high school when I was the captain of the school cricket team, I comprehended that it was very important for me to have a better-quality performance, to gain respect of my team members. Over time I have also realised, that it is very important for a manger to be hands on and not just direct and supervise the subordinates. Observing an energetic and active manager can be quite motivating for the team and this way the manager can illustrate the best practice style. At my first job I was leading a small team of four. I had an authoritarian approach and listened to none. But when I started working part time, my manager had a similar style of leading. That’s when I realised and empathised with my subordinates how demotivating it felt. Since then I have modified my leadership style and allow more participation and involvement of my team members. I have personally initiated introspection practices recommended by David in the lectures like writing a diary and Johari window. Initially I used to get angry under high pressure situations at work. But while studying about EI in the course I have realised the importance of the need for the leader to be calm and composed. Leader is a role model for followers and their ill behaviour would have bad effect on their followers. Leaders need to be open for feedback from all sources. It is very important to constantly motivate employees by acknowledging their contribution and giving constructive feedback. Devarsh Pathak References ? Barrett, D. J. (2006). Strong communication skills; a must for today's leaders. Handbook of Business Strategy, 7(1), 385-390. ? Hackman, M. Z. , Johnson, C. E. (2004). _Leadership a communication perspective (Fifth ed. )_ Illinois, United States of America: Long Grove. ? Jody. J Illies, Reiter-Palmon, Roni. (2007) Responding Destructively in leadership situations, The role of personal values and problem construction_:_ Journal of Business Ethics. Proquest. Retrieved October 16, 2008. ? Influence. (n. d. ). Dictionary. om Unabridged (v 1. 1). Retrieved October 16, 2008, from Dictionary. com website: http://dictionary. reference. com/browse/influence ? Kouzers, J. M. , & Posner, B. Z. (2002). The leadership challenge (3rd. ed. ). San Francisco: Jossey-Bass. (P. 15) ? Kouzers, J. M. , & Posner, B. Z. (2007). The leadership challenge (4th. ed. ). San Francisco: Jossey-Bass. (Pp. 45-72) ? McShane, S. , Travaglione, T. (2007). Organisational Behaviour on the Pac ific Rim (2nd ed. ) Sydney, Australia: McGraw-Hill. ? Tait Electronics (Aust) Pty Ltd. _The passing of Sir Angus _Tait. Retrieved October 16, 2008 from http://www. radiocomms. com. au/articles/1464-The-passing-of-Sir-Angus-Tait ? Thomas Behr, E. (1998) Acting from the centre_:_ Management Review. Proquest. Retrieved October 16, 2008. ? Preston, Paul. (2005) The Power Image: Strategies for Acting and Being Powerful_:_ Journal of Healthcare Management. Proquest. Retrieved October 16, 2008. ? Yukl, Gary, Taber, Tom. (1983, March). The Effective Use of Managerial Power. Personnel, 60(2), 37. Retrieved October 16, 2008, from Academic Research Librarydatabase. (Document ID: 1268779) 1

How might it influence an approach to international politics? Essay

In British usage the definition becomes derogatory precisely at the time that the idea of the modern nation-state is becoming ever more dominant. If we turn to the American voice of Emerson, though, a clear difference in tone emerges. We may see Emerson seek to determine the dualism between the local and the universal without recourse to the particular structures of state government. Emerson’s Kantianism is obvious in â€Å"Politics,† where he claims that â€Å"a conceptual of the codes of nations would be a transcription of the common conscience. † In Emerson’s description of the new man we can also hear the particular bulk of nineteenth-century American political thought become conjugal to this cosmopolitanism, as he calls for â€Å"men who are at home in each latitude and longitude, men of universal politics, who are involved in things in proportion to their truth and extent. † (Stephen E. Wicher, 1957), 309 This is certainly an enlarged view of the world, one in which the particular vigor and adventurousness of Americans will lead towards a lately refreshed cosmopolitanism. Cosmopolitanism in this framework seems to grow directly out of the power of individual men, almost bypassing the community completely, and in this way the tension between local and universal appears to be determined. Yet obviously Emerson’s thought also rests resolutely on its particular understanding of the American individuality and its relationship to the world. One might say then that his universalism is beached in the United States, much as Montesquieu was grounded in France. Until it is practically eclipsed by nationalist emotion in the last years of the nineteenth century, this fundamentally paradoxical cosmopolitan receptivity lurks within much American social discourse, emerging not simply in the appeal to universal humanism which surrounds the new discourses of social improvement in the 1890s, but also in the popular press discussions concerning American achievements in science, technology, and world exploration. Though, cosmopolitanism comprises politically compelling reasons. If cosmopolitanism cannot bring an explicitly and directly political program, it is at least a step toward this kind of internationalist political education. Cosmopolitanism is a condition that concerns to only a fraction of humanity who can give it. A common stereotype of cosmopolitans illustrates privileged, politically uncommitted elites – made up of wealthy corporate managers and (a few! ) academics and intellectuals – who retain their condition on the basis of autonomous wealth and a globetrotting lifestyle. In this classification, cosmopolitanism is a matter of consumption, an obtained taste for music, food, fashion, art, and text from all parts of the world. Second, cosmopolitanism refers to a principles or philosophy. modern political philosophers lean to divide themselves into communitarians, who believe that moral principles and obligations are or must be grounded in specific groups and contexts, and cosmopolitans. The final urge us to see ourselves as ‘citizens of the world’, forming a worldwide moral community of humanity unswerving to universal ideals of human rights. An alternative of this extensive argument is whether cosmopolitanism can be submissive with nationalism and patriotism. Third, the idea is used to refer to a political project, a new order of transnational political structures exercising what is at times described as ‘cosmopolitan democracy’. The idea implies a layer of global governance which limits the dominion of states and yet is not itself a world state. Cosmopolitan institutions would co-exist with states and would supersede their authority in particular spheres of activity. The institutions most considered for their potential to assist in the comprehension of such a cosmopolitan project are the United Nations and the European Union. the majority of the work on this topic remains somewhat abstract. A remarkable exception is the work of Martha Nussbaum, who has detailed a detailed vision of cosmopolitan education. In the study of international relations, David Held is the leading scholar and supporter of cosmopolitan democracy. For Held, ‘cosmopolitanism . . . seems to explicate, and offer a compelling elucidation of, the classical conception of belonging to the human community first and foremost, and the Kantian conception of subjecting all beliefs, relations and practices to the test of whether or not they allow open-ended interaction, uncoerced agreement and impartial judgment’ (Held 2002 : 64). Beck argues that the initiative of Americanization suggests a national understanding of globalization that is defectively adapted to the transnational world of the Second Modern Age. Rather, he proposes ‘rooted cosmopolitanism’, a cosmopolitanism that draws uniformly on the local. This serves to disperse the binary thinking that still tends to distinguish discussions on post-colonialism. The ‘otherness’ of others is renowned, and at the same time the sociological mind can be freed from its methodological nationalism and can grip a cosmopolitan perspective, with all the consequences this entails for the field.

John Corvino and Glenn Stanton on Same Sex Marriage Essay

Same sex relationships have been a controversial issue now in 21st century and marriage is coming along the way. In the United States, when the issue of same sex marriage was brought up, many homosexuals are in a hurry to marry and become actual parents with legislative support but many states banned it. As a result, numerous gay activists and supporters battle in a debate for same sex marriage. John Corvino, gay activist, and Glenn Stanton, researcher and staff of Focus on the Family, have been travelling in the country and passionately fighting for the acceptance of gay marriage and parenting. In John Corvino’s Same Sex: Debating the Ethics, Science and Culture of Homosexuality, he presented different views from theologians, scientists, philosophers, historians, and lesbian and gay scholars. He showed a bigger picture of what is homosexuality, what is its history, and what are the factors that influence or hindrance it. In one of the chapters under Science and Identity, the possible biological origins of homosexuality are explained. Sexual orientation, as many argued is affected by biological foundations but is not merely determined by it but also but experiential factors. Many studies have implied results that some individuals are born with homosexual brains while others’ sexuality is later modified through experience. However, being homosexual should not about the lack of choice or heredity but of gay and lesbian rights in key areas: justice, privacy, equality, and liberty (Corvino 111). On Marriage on Trial: The Case Against Same Sex Marriage and Parenting, Glenn Stanton together with Bill Maier—another staff of Focus on the Family and also a child and family psychologist presented a strong argument on why same sex marriage should be allowed as a right for homosexuals. The two authors specifically designed the book as â€Å"equipping manual† or a defence toll to enable gays and lesbians in responding and reasoning to defend same-sex marriage (Stanton and Maier 9). The manual provided â€Å"accurate information† about homosexuality on how to answer the questions that may gay people are looking for. Questions such as â€Å"What’s wrong with letting homosexuals marry? ,† â€Å"How would homosexuals threaten other families? ,† and â€Å"Wouldn’t gay marriage make for a more open and equitable society? † are aimed to answer and guide same-sex couples into fighting for their right and actually having their families by understanding the nature of homosexuality first and by learning its historical evidences. Both authors fight for the same cause but used different attacks. Corvino presented a more wide and critical information through science and ethics without mixing the two. Although many studies revealed that sexuality is developed by genetics or experience, it is still an inconclusive matter since no one has ever seen how sexual orientation is represented on the brain. Corvino provided its readers such integrity, passion, and rationality by not mixing science and religion or to simply conclude that gays and lesbians become who they are due to violence they experience from gay community. Its approach to same sex marriage is not limited to debate and arguments by wide array of information such as its history, psychology, family, religion, and legality. Stanton, on the other hand, encourages and empowers gays and lesbians to fight for same-sex marriage not merely because they want to but because it is their right to marry and have a family as human beings. He gave sound political statements that could uplift the spirit of its readers and he also debunked the numerous myths about gays such as genetics, lifestyle, and threats. Both authors have provided arguments that are strong and critical assessment of sex-marriage and homosexuality without overly becoming biased on gays and lesbians. Works Cited Corvino, John. Same Sex: Debating the Ethics, Science and Culture of Homosexuality. Rowman and Littlefield, 1999. Stanton, Glenn and Maier, Bill. Marriage on Trial: The Case Against Same Sex Marriage and Parenting. InterVarsity Press, 2004.

Essay #3 in ASA format Example | Topics and Well Written Essays - 750 words

#3 in ASA format - Essay Example Though different scholars speculate a bipolar assimilation of the Latinos and the Asians either with the â€Å"white† or with the â€Å"black†, O’Brian’s indicates that the Latinos and the Asian have some inherent as well as shaped-by-circumstance perspectives -for color-blind racism- that are significantly capable of assimilating the â€Å"black† and the â€Å"white† into itself by influencing the apparently antagonistic dichotomous racism of the American society. The perspective from which the Latinos and the Asian views the color-blind racism appears to be unique in comparison to that of the â€Å"white’s† or the black’s. Indeed this uniqueness evolves from the polarity of the views that the white and the black hold for each other (Healey, 2010). The white view for the black is grossly influenced by the stereotypical ingredients that continually tend to characterize the black ethnicity within certain moulds. Therefore, Bonilla and Silva’s statistics shows that the highest percent (96%) of American white people are driven by the abstract liberalism frame of color-blind racism, while only 35% of the Latino-Asian population holds the abstract liberal view of it. The polarity of both the white’s and the black’s perspectives on color-blind racism has its root in the history of America. Josef Healey (2010) notes that â€Å"blackness† itself as an ideology was crucial to the exploitation of the labor of the African in early America, and it â€Å"provided the very source of whiteness and the heart of racism† (Healey, 2010, p. 288). This master-slave relationship greatly influences both the American’s and the Black’s view of the color-blind racism. Whereas the White American’s view is that of a repenting master, the Black people’s view is a grudging slave. This historical dichotomy of bipolar black-white racism is reflected in

Develop an evaluation form that includes 7 objective criteria to Essay

Develop an evaluation form that includes 7 objective criteria to evaluate the effectiveness of the developed plan (regarding nursing shortage) - Essay Example After communication, the evaluation form would be distributed to personnel who would be deemed most appropriate to respond. The distribution of evaluation forms would be done the day after the monthly meeting. Collection of the responses would be undertaken the day after these evaluations forms are distributed. The data would be interpreted through collation and tallying, according to nursing units. The findings would be communicated by the assigned nurse manager to the department heads. The department heads would assign one department manager to integrate the findings for subsequent report to the vice president of nursing. Any weaknesses in the evaluation form could be identified and corrections would be recommended. The final report would be submitted to the board of directors for their review. After the board has reviewed the findings from the evaluation form and report, the results, recommendations, and conclusion would be disseminated to the involved personnel in the next scheduled monthly meeting. Health practitioners and nurses could therefore communicate any methods of improvement in achieving the identified objectives; as well as in suggesting any improvements in the evaluation process, as deemed necessary. Education Career Articles. (2014). The Latest Statistics on Nursing Shortage. Retrieved from educationcareerarticles.com:

Critically discuss the value of social representations theory to the Essay

Critically discuss the value of social representations theory to the social sciences in particulary to the science of history - Essay Example The use of social representation theory by social and political scientists is also studied to understand the limitations of such theories and I discuss how this could be used constructively in different social contexts and situations. Social representation is important in communication as communication helps people to interact and social representation provides the common ground of understanding of concepts or ideas. Ideas outside the common understanding or which don't have particular meaning may be difficult to grasp and social representations theory actually provide the meaning of concepts within particular social groups. It aids in understanding of concepts and thus facilitates communication. Social representation has been described as a system of values, ideas and practices that enables individuals to orient themselves in a material and social world and also enable communication among members of a particular community as social representation provides a code for social exchange and classifies various aspects of the world and individual group history (Moscovici, 1973). The meanings of words are concepts that have been established through social and the interpretations of meanings and ideas tend to depend on negotiation largely as related to the social environment. Although these meanings of concepts become fixed and definite, social representation is largely contextual and depends on a social background or environment. Thus certain concepts tend to have cultural connotations so some concepts understood by certain individuals of a community may not be clear to people of other communities. The development of social representations could be psychological and also social as along with provide social context to ideas, social representation theory helps individuals in terms of psychological growth. Howarth (2006) discusses Moscovici (1972) to answer what is the aim of social research and the social representation perspective and whether these theories support or criticize social order and how social theories consolidate or transform social order. The influence of social representation theory on social order or reality or the relation between social representation theory and social order is thus obvious in this discussion. Howarth provides an overview of social representations perspective and suggests that there may be certain underdeveloped issues within the social representation theory and its application that will need addressing. There are certain issues within the analysis of social representation theory for example that which deals with the relationship between psychological processes and social practices, legitimization of different knowledge systems, and resistance or change in construction of self identity (Howarth, 2006) that may not have been discussed in detail by so cial theorists. The role of representations in reality and idealization is also equally important in deconstruction or analysis of social theories. Thus social theories seem to be dependent on several factors related to representation and construction, knowledge systems and psychological aspects of identity. Several social theorists have given the wider applications of

Rational thinking in Business Essay Example | Topics and Well Written Essays - 500 words

Rational thinking in Business - Essay Example No business can exist long in the market using irrational methods or thoughts. This paper explains the importance of rational thinking in business. â€Å"A thought, belief or attitude is rational to the extent that it satisfies five criteria: It is consistent with the facts or the objective reality; It helps preserve ones life and health; It helps one achieve ones short and long-term goals; It helps one avoid unwanted conflict; It helps one feel the way one wants to feel† (Alexander) In business objectives are important. Every action in a business setup is done for obtaining certain business objectives. These objectives are achievable only if the actions were supported with facts and logics. For example it is not possible for a construction business group to invest heavily at present because of the economic recession going on. The fact that people are reluctant nowadays in spending more on real estate sector is the rational or fact behind such thoughts. On the other hand the same business group can think about heavy investment once they see evidences of improvement in economic situations for achieving their long term goa ls. â€Å"Healthy rational thinking requires; an adequate attention span, patience and the ability to focus, to observe, interpret, perceive and consequently develop logic† (Yahya). In business, the ability to observe and focus is important in perceiving and interpreting the problems correctly. The correct interpretation of the problem is important in finding out correct solutions. For example, a business executive who wrongly interpret the market, based on rumours and opinions of others may fail to take sound and healthy decisions in favour of the organization. Rational thinking is the most common problem solving methods in business. For example in a business organization, the manager has to judge the performances of the workers based on their capacities or abilities. A rationally thinking manager will take actions against an

Research answers Essay Example | Topics and Well Written Essays - 500 words

Research answers - Essay Example is to study with fun as when you are interested in the subject of the study you can easily focus on it, activate your thinking and memorizing processes. Each day try t dedicate a while to improving your language skills – this will bring results. Read books in English every day. Learn a few new words every day. Try to visit an English-speaking forum as often as possible. Every day read news articles. Every day perform 10 minutes’ listening English text. Try to watch English films as often as possible. To motivate yourself develope a system of rewards and punishments. It is very important for a teacher to explain students why English is useful and necessary for them. Some students have a strong motivation from the very beginning and they do not need teacher’s help/ however a wise teacher can involve these students to motivate other lacking motivation. Encourage students to answer the following questions

Capstone Final Project Research Paper Example | Topics and Well Written Essays - 2500 words

Capstone Final Project - Research Paper Example Foreign students do not have sufficient exposure to a variety of vocabularies that might assist them in developing a considerable appreciation of the significance and utilization of the vocabularies. It is vital that teachers are aware and that their classroom approaches are granting English language learners the vital skills they require to attain their academic objectives. Research Question With the above information, it can be noted that ELLs have a very tough time in class when compared to their native language (English) counterparts. According to past research, the harder education is, the more prone a student is likely to drop out of school (Kauchak & Eggen, 2011). This means that ELLs are extremely vulnerable. The questions is how can teachers be aware of the classroom approaches and ensure that these are approaches are granting ELLs with the vital skills and knowledge needed to achieve their academic goals? This article finds that a well-planned classroom is the answer to mak ing sure that ELLs are taught successfully so as to succeed in education. A big opportunity exists for making the best use of learning opportunities and creating significant experiences through rethinking the classroom experience (Kauchak & Eggen, 2011). ... aceted, critical thinking, analytical, as well as effective world, in order to meet demanding economic, technological and societal challenges (Abedi, 2008). Learning was long considered to be a gathering of small bits of knowledge, which are hierarchical, sequenced and need to be openly taught and emphasized. Keeping ELLs in mind, this was not a very effective way of educating any kind of student. Learning is now perceived as the procedure of constructing understanding whereby people try to connect new-fangled information to what they previously comprehended. This is with the aim that ideas of thought have some personal coherence and understanding. People construct this understanding in numerous different ways relying on their experience, interests and learning styles. However, it is as if ELLs have been left out of this endeavor. Educators have attempted to come up with techniques that are meant to enhance the education of the normal student (Pine, 2008). They fail to consider that there are other classes of students, such as the ones being considered in this paper (English Language Learners), who also need stern attention so as to prosper in academics just like their native English speaking counterparts. The No Child Left Behind Act of 2001 dictates disadvantaged students, no matter their challenge, should be catered for effectively just as other normal students are catered for (Pine, 2008). Present Situation in Schools Research that has been carried out recently has proven that the classroom design dictates levels of interactions, as well as engagement of ELLs. Thus, the amount of instructions acquired also hinges on the classroom design. A study performed by the National Training Laboratory (NTL) disclosed that just 5% of what is instructed by an educator is

Social Engineering Attacks and Counterintelligence Essay

Social Engineering Attacks and Counterintelligence - Essay Example This essay looks at the concept from the security viewpoint. â€Å"Social Engineering is defined as the process of deceiving people into giving away access or confidential information† (Social Engineering Defined). Hackers, identity thieves, information brokers, disgruntled employees etc. are examples of social engineers. Dr. Max Kilger, co-author of the  Honeynet Project identifies the motivators for non-ethical computer activity which can also be applied to social engineering; these are money, entertainment, ego, cause, entrance into a social group and status within that social group (Typical Goals of a Social Engineer). Counter Intelligence To a layman, counterintelligence would mean the opposite of intelligence seen from the security angle. â€Å"Counterintelligence (CI) can be defined as information gathered and activities conducted to identify, deceive, exploit, disrupt, or protect against espionage, other intelligence activities, sabotage, or assassinations conducted for or on behalf of foreign powers, organizations or persons, or their agents, or international terrorist organizations or activities† (Office Of Counterintelligence, 2011). Implications to National Security New age threats of different kinds according to Car and Musladin (2013) pose a challenge to national security. These are explained below. A few such challenges like terrorism, organized crime, and activism with a negative face are considered here. Terrorism is one of the dreaded scourges that affect national security. As Car and Musladin explain, terrorists actively use the internet to network and carry out physical attacks on nations, who even own up to terror acts on the internet. Organized Crime cannot be far behind. The use of the internet ensures that people at the higher echelons of a terror network go unapprehended and remain free to plan further terror strikes. All sorts of fraud take place by cheating unsuspecting victims. The defrauding of banks and other financ ial institutions can lead to the destabilization of the economy. According to Car and Musladin, activism with a negative face also finds voice on the internet. This can shape and build public opinion. Unfortunately, it can provoke the masses as they can be manipulated by touching raw nerves. On the other end of the spectrum, the internet is also the stage of revolutions and protests. The Arab Spring is an instance of a revolution that took the help of digital media. When mainstream media is muffled or does not offer any succor, it is such media which become the voice of the public and leads to revolutions. Importance of Sound Information Workforce It is of utmost importance that a sound information workforce is maintained. The workforce should be aware of and alert about their work environment at all times. They should be sensitized to the value of the data being handled by them. Only an aware workforce can secure its data. Social engineering also poses a grave threat to security. T he key to preventing this would be a transparent communication system at all times. Impersonation and identity thefts can be reduced to a large extent with a structured communication system. At times, the workforce can sense patterns and peculiarities in routine activities. Hence, corrective action can be taken before further damage occurs. Finally, it is always best to strike at the roots. Any fool proof system to be designed for security is best

Questionnair on customer satisfaction of bank Essay Example for Free

Questionnair on customer satisfaction of bank Essay To make a questionnaire first of all we need to understand management problem of SBI Bank. For that we need to know Why Customers are dissatisfied? Research Question: Now we need to understand where the problem is. Is it that Service Provided by SBI bank is not up to the mark or Staff member are not efficient and effective in their work or communication and after care services are not efficient or product offer by bank is not up to the mark. These are four areas in which management problem needs to be identiefied.This is known as Research Question. Investigative Question : Now we have identified problem area so now we need to examine different aspects of particular problem area its is known as investigative question. Eg. Service Provided by SBI is helpful? Service is being provided timely? In Second area of Problem of staff member, we need to Examine that information provided by staff member is easy to understand Staff member are Help full In third problem area of after care service, we need to examine whether account is Keep up to date or not? Queries are attended promptly Measurement Question: Now we need to convert investigative question in to normal layman language so that person can Understand and can answer properly. Myself Khushbu Desai. I am T.Y.B.B.A Finance student. I am doing study in B.R.C.M College of Business Administration. I have prepared a Questionnaire for Business Research Project Against Study of Customer Satisfaction for Customers of State Bank of India (SBI), Parle Point Branch. Please help me to do survey by rating the service that you currently receive from SBI Bank 5 = Excellent 4 = Good 3 = Average 2 = Poor 1 = Very Poor (Tick the boxes where appropriate)

Comparing and Contrasting Two Golf Greats Essay Example for Free

Comparing and Contrasting Two Golf Greats Essay Jack Nicklaus and Tiger Woods are respectively the two greatest golf players in the history of the sport. Nicklaus and Woods both dominated the game and nearly set unattainable standards that future players can only dream of achieving. The records that Nicklaus and Woods have set are legendary and only a brilliant prodigy could possibly surpass them. Currently, Nicklaus is the greatest player in the history of the sport, but as a retired player he can achieve no more. In contrast, Woods who is an active player continues his quest to surpass Nicklaus and establish himself as the greatest player in history. As Woods continues to achieve greatness, comparisons are often made between himself and Nicklaus and although their success in golf is comparable, they are two distinctly different people. However, whatever their differences and similarities are Nicklaus and Woods’ are on a collision course with history to determine who will be the greatest golf player in history of the sport. Nicklaus and Woods are comparable when it comes to golf and one of the major similarities they share is their dominance of the game. Woods and Nicklaues became dominate early in their careers, they both won their first majors at the ages of 21 and 22 respectively (Diaz) and Woods became the youngest player in golf history to win a Major. Both men proved they were forces on the tour, â€Å"in their first nine years as pros, Nicklaus won eight majors (1962-70) and Woods has won ten (1997-present)† (Diaz) and both players also attained the number one ranking. Woods and Nicklaus have also earned comparable amounts of prize money. According to Tiger Woods’ official profile on the PGA Tour’s website; Woods has earned an astonishing $68,179,382 in prize money, while â€Å"Nicklaus has earned $5,734,031† (Tiger vs. Jack), which is worth over 50 million dollars when inflation is adjusted. Furthermore, Nicklaus and Woods can also be compared with their contributions to the sport. Nicklaus is credited for making golf a spectator sport, while Woods is credited for brining in minority viewers and players. Despite all the similarities they share, Nicklaus and Woods also have many contrasts. One major contrast between Nicklaus and Woods is their backgrounds. Nicklaus comes from a white middle-class family, while Woods comes from a multi-ethnic family. Nicklaus and Woods are also different in regards to how they rose to prominence in golf. For instance, Nicklaus played in many sports and didn’t seriously focus on golf until his late teens. Nicklaus once said, â€Å"I didnt even decide that golf was a significant part of my life until I was 19 (qtd. in Diaz), which was a drastic contrast from Woods. From the age of 2 Woods was groomed to be a golf player and was considered a prodigy and by 19 was already a celebrity, unlike Nicklaus. Another significant difference between Nicklaus and Woods is that Woods is a marketing superstar who endorses many products, thus giving Woods a much higher international profile than Nicklaus. Lastly, the most important difference between the two greats is that played in different eras. Some argue that Woods’ era is far more difficult because it’s more competitive and has greater depth, while others argue that Nicklaus’ era was more competitive and produced more golf record holders. However, regardless of whose era is stronger both eras produced Nicklaus and Woods who are the two greatest golf players in history. Nicklaus and Woods are the greatest golfers in the history of the sport. They both added brilliance to the sport and although the chapters in Nicklaus’ career are over, few players will ever come close to achieving what he has. The only player that currently has a chance of surpassing Nicklaus is Woods, whose chasing records and glory of his own. Works Cited â€Å"Tiger vs. Jack: A Head-to-Head Comparison. † golfdigest. com. 4 April 2007. http://www. golfdigest. com/majors/pga/index. ssf? /majors/pga/tigervsjack. html. Diaz, Jamie. Tiger Woods vs. Jack Nicklaus: Who is the Greatest Player of All Time? There Has Never Been a Better Time to Compare. golfdigest. com. December 2002. 4 April 2007. http://www. golfdigest. com/features/index. ssf? /features/gd200212 tigervsjack. html. â€Å"Tiger Woods Profile. † Pgatour. com. 4 April 2007. http://www. pgatour. com/players/00/87/93/index. html.

Plan Of Health Promotion Intervention Health And Social Care Essay

Plan Of Health Promotion Intervention Health And Social Care Essay BACKGROUND The relationship between people and their jobs is diverse and complex. People have many different reasons for working and have many different experiences during their working lives. They may, for example, change jobs, take a career break, or choose a different work pattern (Nice et al, 2008). For employers, promoting healthy eating and activity means ensuring that employees have access to a balanced range of food and drink which helps maintain their energy and productivity at work and which contributes to an overall balanced diet. However, while every employee must be free to choose what they eat, employers should support them in maintaining their health by raising awareness of how diet and physical activity contribute to their health and wellbeing; by ensuring that an appropriate range of healthier choices is available to them at work and by providing a physical and social environment that supports healthier choices (Department of Health, 1994). It is estimated that 60% of the popul ation do not participate in levels of physical activity that will promote good health. Many of these people are in employment. In todays society, sedentary lifestyles are on the increase and this is a growing concern, thus, it is important that people are targeted appropriately. With almost half the Irish population employed, what better place to encourage a more active lifestyle than in the workplace. It has also been shown by the centre for health promotion studies that the workplace has been suggested as a favourable area for the promotion of exercise: Because of established channels of communication, existing support network and opportunities for developing corporate norms of behaviour (Centre for health promotion studies, 2001) Current recommendations state that all adults need at least 30 minutes of moderate intensity physical activity on most days of the week which is necessary for health benefits (Health promotion unit, 2001). Recent research shows that most Irish people are not as active as they need to be for their health. Due to time constraints people are finding it more difficult to allocate parts of their day to physical activity because it can assist those who generally cannot find the time outside their working hours, for example, a 20 minute walk during lunch or walk to and from work. The national health and lifestyle survey (2003) showed that 21% of people do not take part in exercise at all in 1998, this figure increased to 28% for the year 2002. Therefore, it is evident from these figures that physical inactivity has increased which leaves people at risk of premature death, chronic disease and disability. However, it is clear that society today has become more competitive and this is reflected in the workplace. Stress-related illness is more frequent due to increasing stress levels in our daily life. It has been seen that, physical activity can reduce stress; therefore, facilitating physical activity initiatives will make a difference to the health and wellbeing of the workforce. OVERALL AIM OBJECTIVES OF THE PROJECT The overall aim is to provide working people with knowledge and resources for promoting physical activity in the workplace. We want to create a workplace where a strong link is seen between work and health, where everyone aspires to a healthy and fulfilling working life, and where health conditions and disabilities are not a barrier to enjoying the benefits of work. The objective of this is to promote the benefits of a physically active workforce and to provide a structure in order to make it easier to encourage the workforce to be more active through: Increasing awareness of the importance of physical activity, educate employees and how their health affects their health. To improve the health of employees. To help people help themselves. To get employees more active during their regular working days. An active workforce is a healthy and happy workforce!!! PLAN OF INVESTIGATION On March 22nd and 23rd 2010, a conference on the promotion of physical activities in the workplace will be held at Fermanagh House, Enniskillen. The two day meetings will provide an opportunity for small groups of local business men and women, invited using the network and community knowledge of the Fermanagh Community Development Agency to interact intensively; the conference format will allow an informal discussion after the presentation, sharing of information and perspectives among people of diverse interest, training and background. Additional areas explored during the conference will nclude: Objectives of health promotion programs. Definition of terms. Target population and types of health promotion programs. Communication and coordination within and between programs Employers involvement. Because of the complexity of the issues, a few background papers will be presented and discussed. Some of the areas to be highlighted in the presentation are methodologies, costs and funding, as well as management, social support networks and family. Implementation of the interventions within the Enniskillen community will be over a 12 week period (post conference meeting) so that we can work in different localities at appropriate times, to explore views before and after implementation of these changes. The focus group meetings every week promoting physical activity are likely to explore what the respondent understands by a healthy and physical active lifestyle and the effects on behaviours and also access to resources, motivation, family and social support networks, incentives and preferences for physical activity with reference to the local built environment, amenities and transport infrastructure. Schedule The following is the schedule for week one at baseline and week twelve post-intervention. It is hoped to visit these workforce groups commencing late March, early April. This is a twelve week program. On week one, I will visit the groups as a whole to give a one day conference meeting including a presentation on how to promote physical activity in and outside the workplace, issue activity quiz (appendix) and take information from each adult participating in the program. In the following eleven weeks, the sport and health outreach program will be introduced into the workplace (weekly activities recorded). Various activity programs will be undertaken by the adults to increase their health and activity levels. (Table 1) The following is a schedule of our programme of activities to be undertaken: SPORTS AND HEALTH OUTREACH PROGRAM SPORTS PROJECT Week Teaching Theme 1 Introduction To Sport for Life, Measurements (baseline) 2 Heart Health 1 3 Heart Health 2 : 60 minutes A Day of Active Play 4. Mr Ms Muscles 1 5. Mr Ms Muscles 2 6 Physical Activity Outdoor 7 Physical Activity Indoor 8 Eat Drink Smart 9 Eat 4 Energy 10 Eat Smart, Move More (energy in must equal energy out) 11. Feel Good 12 Team Building and Review What is Physical Activity? What is Health? Measurements ( post-intervention) Table 1 On the last week of the twelve week program, I will revisit the participants for a follow up conference meeting to give a final talk and discussion on health in the workplace and to evaluate the problems and issues which may have arisen. The following is a list of areas in which the sport and health outreach program will be undertaken: INTERVENTION AREAS FOR THE PROGRAM Week 1 12 ; Baseline and Post-intervention Areas Group 1 (Monday) Group 2 (Tuesday) Enniskillen Town Kesh Belcoo Tempo Ballyinamallard Edenery Evaluation of the intervention Evaluation should be considered as a tool designed to answer questions related to whether objectives are being met or not. Therefore, for evaluation purposes the nature of the planning process, copies of all material utilized and minutes of project meetings can be valuable in trying to correlate changes in dependent areas, such as awareness of the programs existence and what was being offered. To evaluate the project, a health survey will be completed by participants and used to gather baseline and post-intervention information. The health survey will include questions related to their current levels of physical activity. In addition to this participants will be asked to log onto a website where they will record the activities taken every week over a 12 week period. Team captions are able to view these details and encourage active participation in the staff challenges. LIMITATIONS OF PROPOSED INTERVENTION Sedentary work doesnt provide much opportunity for exercise/ long work hours. Lack of motivation to work/ prefer other forms of exercise. Cold weather during the start of the program/ end of day light. Conference room to big, people scattered in different groups Recruitment of people/ work involvement. Time constraints. SO.. PHYSICAL ACTIVITY IS GOOD FOR YOUR HEALTH AND GOOD FOR YOUR BUSINESS REFERENCES Centre for Health Promotion Studies, (2001), An evaluation of the happy heart at work programme: On behalf of the Irish Heart Foundation, National University of Ireland Galway; July 2001 Centre for Health Promotion Studies, (2003), The National Health and Lifestyle Surveys: results of National and Lifestyle Surveys SLAN {Survey of Lifestyle, Attitudes and Nutrition} HBSC {Health Behavious in school aged children}, National University of Ireland Galway; April 2003 Department of Health (2004) Choosing Health Making Healthy Choices Easier. London:TSO Fox, K., (1994), Understanding Young People and their Decisions about Physical Activity, B J P E, 25 (1), 15-19 Health Promotion Unit, (2001), Get a life, get active handbook. A handy guide of physical activity for a healthier heart, Ireland needs a change of heart campaign, 2001 Nice, K. (2008). Changing Perceptions about sickness and work: judging capacity for work and locating responsibility for rehabilitation. Social and public policy Review Volume 2, number 2; Berthoud, R. (2007). Work-rich and Work-poor: three decades of change The Policy Press and Joseph Rowntree Foundation; Waddell, G. and Burton, A. K. (2006). Is work good for your health and well-being? TSO. Trost SG, Sallis JF, Pate RR et al (2003), Evaluating a model of parental influence on youth physical activity. Am J Prev Med 2003; 25: 277-82