Low-cost Leadership Program Essay Example for Free

Low-cost Leadership Program Essay The best way for an organization to implement a low cost leadership-training program is to use a variety of approaches; this will maximize organizations efforts to have well trained employees with a focus on long-term development. In the case of a non-profit organization, the best way to set up a low-cost-leadership-training program would be to set-up a training committee. The committee would be composed of entry-level managers, upper management, and executives. This would allow for entry-level managers to have an input regarding what the employees need training and developing on. Also, with t upper-management and executives being involved and spearheading the committee, it lets employees realize that the organization cares about its employees. Once the training committee has been set up, it can then look into the variety of options they have available to them. It can send committee members to seminars, conferences, and trainings, which in turn would allow them to gather information and then train the organizations employees on the matter at hand. For example, a non-profit that works in family and youth development can send 3 site managers and 1 area director to a BOOST conference, a three-day conference that assists non-profits with ways to fundraise, market, build relationships with school faculty, connecting with members, redirecting negative behavior, etc. The employees that were chosen would then bring back the information they learned and recreate the training for the employees in the organization. Financially, this would be a great way for the organization to save money, while still managing to train employees. The training committee would also set up site visits to other highly productive companies and organizations. By doing so, the committee can send non-committee members as well as committee officials to do site visits to observe the work culture and environment of such company. The committee would have to brief the employees on what the purpose of the visit will be; therefore, allowing the employees to prepare questions that can be tailored to extract information pertinent to their needs. For example, the Boys and Girls Club doing a site visit to the YMCA. Finally, managers can find themselves overwhelmed by the amount of people they oversee and allotting enough time to each employee. Employees have a myriad  of concerns and issues that they might want to address with their supervisors. However, many times these issues are minimal but time consuming. Therefore, in order to minimize distractions and optimize productivity from lone employees and managers, setting up a mentor program within the organization would be a highly effective addition to training and developing program. Long-standing company employees would be mentors to new employees. This would allow for new employees to have a person to resort to in case they have any doubts or questions. The pros of setting up a training committee are low financial costs. It also allows for employees from all categories to interact and join efforts in the overall improvement of the organization. Also, if the organizations overall production increases and the organization sees sufficient growth, this committee can become its own department in the long run. It is important to keep in mind that regardless of the benefits this may provide a company, it undoubtedly will also come its consequences. In order for the company to ensure that the committee is successful, it will have to ensure that the committee members are effective communicators, great planners, and have plenty of public speaking skills. Otherwise, this will be detrimental to the committee but more importantly to the employees who will be receiving training from them. Also, trainings must be composed of material that will be useful to employees, and has to incorporate active learning techniques, case analysis, and hands on interaction in order to involve and stimulate the employees. The mentor program might also face its problems, so when pairing up employees, upper management must ensure that personalities are compatible and that the mentor is qualified to be one.

Communication Practices at Abellio ScotRail

Communication Practices at Abellio ScotRail Aim To investigate and establish the impact of internal communication practices on employee engagement and performance at Abellio ScotRail Ltd. Objectives In order to achieve the above aim, the below research objectives have equally been set out as: To critically review the literature on both concepts to enhance the understanding of the concepts and associated theories, and their interaction by exploring the meaning and drivers of employee engagement, as well as internal communications meaning and role as a vehicle to support organisation performance. To adopt a case study strategy, this will facilitate the collection and analysis of both primary and secondary information necessary for the baseline of this research. To critically examine the existing internal communication policy, and practices at Abellio ScotRail Ltd and their contribution to employee engagement. To critically analyse employees and managers perspectives of internal communication and employee engagement at Abellio ScotRail Ltd. To present and then discuss primary research findings through comparison with the literature to date. To draw conclusions from primary and secondary research before providing recommendations where appropriate. Literature Review Employee engagement is recognised as an important factor affecting organisational effectiveness, innovation, and competitiveness (Goodman et al, 2009). Consequently, several authors and professionals have made an empirical contribution towards establishing an explicit meaning and understanding of the concept, however, there are many definitions of the employee engagement as there are authors without any consensus on the subject. This paper aims to make a brief contribution by considering the role of communication in enhancing employee engagement. Goodman et al, (2009) research study identified employee engagement as one of the three top trends facing organisations and the term has its roots more in an academic exercise. Given a global leadership concern about employee engagement, human resources and communication professionals involved in internal communication management need an in-depth understanding of the concept so that they can develop strategies and tactics which would contrib ute to building engagement in the workplace. Additionally, internal communication has been suggested to be an important factor in the development of employment engagement. This study now intends to tackle the gap in the literature with a proposed model of the role of internal corporate communication in enhancing employee engagement. This section intends to firstly provide an overview of the evolution of the employee engagement concept, discussing definitional approaches, and highlighting components of engagement. Secondly, it discusses issues arising from the review concerning the nature of the concept, including its relationship with overlapping and related constructs such as commitment and motivation; and finally, it develops a corporate communication perspective of employee engagement. The Development of employee engagement Analysis of employee engagement literature has enabled the identification of stages in the development of the employee engagement concept, conceptualised here as a series of waves. Wave 1 (1990-1999) The wave begins in the 1990s with academic work on personal engagement been led by Kahn. His work has a significant impact without the direct use of employee engagement as concept in his qualitative research nevertheless, by using personal work engagement, he defined it as the harnessing of organisational members selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performance Kahn, (1990 p. 694) He further postulate the necessity of three psychological engagement conditions for an employee to engage themselves in their work role performance. Wave 2 (2000-2005) This second wave is characterised by professional consultancy firms that associated high engagement to increase corporate performance. Harter et al. (2003); Harter and Schmidt, (2008) made a report to Gallup Workplace Audit (GWA) questionnaire designed to measure series of elements that are called employee engagement. Consequently, they define employee engagement as a combination of cognitive and emotional antecedent variables in a work environment. Wave 3 (2006-2010) Taking the lead in the third wave of employee engagement work, Saks (2006) regards employee engagement as a concept more rooted in practitioner literature than academic literature. He is in agreement with Kahns view of employee engagement been consists of cognitive, emotional, and behavioural components. Equally in this league is the work of professional body such as the Chartered Institute of Personnel and Development (CIPD, 2006) as well as Bakker and Leiter, (2010) published work that throws more light on work engagement as it was then called William A. Kahn (1990) regard the concept of engagement in a workplace as the harnessing of organisational members selves to their work roles in his research study through which he identified three dimensions of engagement as emotional, physical and cognitive. Kahn (1990) developed the concepts of personal engagement and disengagement which are used in describing the behaviours by which people bring in or leave out their personal selves during work role performances. He defined personal engagement as the harnessing of organisation members selves to their work roles; in engagement, people employ and express themselves physically, cognitively, and emotionally during role performances. Personal disengagement was defined as the extrication of oneself from work roles; that is, people pull out and shield themselves physically, cognitively, or emotionally during work role performances. Kahn (1990, 1992), stated that employees can be engaged on one dimension and not the other. But, the more an employee is engaged on each dimension, the higher his personal engagement. In consequence of this, Kahn concentrated on the emotional, cognitive and physical aspect of engagement in his research study. In the work of Macey and Schneider (2008) engagement is defined along the line of the psychological state, trait, and behavioural engagement which is characterized by feelings of passion, energy, enthusiasm, and activation. Behavioural engagement is described as an adaptive behaviour; Trait engagement as a number of interconnected personalities while attributes relate to state engagement whether directly or indirectly to behavioural engagement. A different definition of employee engagement stems from the positive psychology champion by Maslach and Jackson (1981) with its centre of attention on the positive as against the negative aspects of work described as a burnout. They conducted a research on employee burnout and developed what is now known as the Maslach Burnout Inventory (MBI). According to Maslach and Jackson (1981), burnout is a psychological condition that ensues from persistent interpersonal relations at work. In addition, Schaufeli and Bakker (2004) in their view regard engagement as the exact positive diametric of workplace burnout. This is a reversal model score of the Maslach Burnout Inventory measurement of engagement, Maslach, et al, (2001). This indicated a low score on job fatigue and a high score on professional efficiency are indicators of engagement. Furthermore, Theresa M. Welbourne (2007) defined engagement in relation to the behaviour of the managers when she posits that engaged employees are those that work and prosper in the noncore job roles using a performance model she developed. The model identified six major roles that employees engage at work. These are (i) Core job-holder role, (ii) Entrepreneur/ innovator role, (iii) coming up with new ideas, participating in others innovations, (iv) Team member role, (v) Career role, and (vi) Organizational member role or citizenship role. Going by Saks, (2006) term, employee engagement is job and organisation engagements which are related but distinct constructs. They attributed the rationale for Employee engagement to Social exchange theory explaining that employees will choose to engage themselves to varying degrees and in response to the resources they receive from their organization. The two most dominant roles for most organizational members are their work role and their role as a member of an organization. In the opinion of Robinson et al (2004) employee engagement is an inspirational disposition held by the employee towards the organisation and its values. Gallup, as reported by Dernovsek (2008), compares employee engagement to the employees positive emotional sentimental attachment and commitment to the organisation. The CIPD (2016) recognises employee communication, better known as internal communication, as an essential part of the business and the HR function. It continues that effective internal communication is important for developing trust within an organisation and it is shown to have a significant impact on employee engagement, organisational culture and, ultimately, productivity (CIPD, 2016). This collaborates Boynton and Mishras (2014) earlier research study that examined the role of communication in the public relations (PR) industry and suggested that internal communication can play an important role in building trust and behaviour as shown by public relations professionals in the industry.

Biological Rights Essay -- essays research papers

Biological Rights What is a parent? A parent is someone who will love and nurture a child, and help mold it into the best that child can be. At least that is what society would like to believe. If someone adopts a child, does that make him or her any less of a parent? Is it not possible that they will love that child more then its biological parent could? Unfortunately, once adoption is final some biological parents try to fight for their child back. This can only bring confusion into the child’s life period. Tearing a child away from the parents it knows, is a cruel, unhealthy and immoral act. Every state has their own set of laws concerning adoption. The one part that each state varies the most is the â€Å"Waiting Period†. The â€Å"Waiting Period† begins when both sets of parents sign papers signifying the beginning of the adoption. â€Å"Typically, the waiting period ends six months after the child is placed in the home. The temporary decree is replaced by a final one. The most important feature of this decree is that it is final. The biological parents now have no legal relationship to the child.†{Bolles 94} Some biological parents, however, just do not understand that. They fight to get their child back, that they so willingly gave up. They don’t care about the feelings of the child, only their personal needs that they feel the need to satisfy. â€Å"Children are compared to property rather then a person†.{Bolles 36} These children, who live with the adoptive parents, who are now in ...

Alvin Ailey :: essays research papers

Alvin Ailey   Ã‚  Ã‚  Ã‚  Ã‚  It was really impressive performance I ever seen. I like all programs and their performance was too attractive and interesting. I like lighting and music because it looked very decent with the performance. In addition, they organized it very well. I really like it. The following paragraphs give a few facts about Alvin Ailey and his background.   Ã‚  Ã‚  Ã‚  Ã‚  Alvin Ailey was born in Rogers, Texas on January 5, 1931 and moved to Los Angeles, California at the age of twelve. There, on a junior high school class trip to the Ballet Russe de Monte Carlo, he fell in love with concert dance. Inspired by performances of the Katherine Dunham Dance Company and classes with Lester Horton, Mr Ailey began his formal dance training. It was with Mr. Horton, the founder of the first racially integrated Dance Company in this country, that Mr. Ailey embarked on his professional dance career. After Horton's death in 1953, Mr. Ailey became the director of the Lester Horton Dance Theater and began to choreograph his own works. In 1954, he and his friend Carmen de Lavallade were invited to New York to dance in the Broadway show, House of Flowers by Truman Capote. In New York, Mr. Ailey studied with many outstanding dance artists, including Martha Graham, Doris Humphrey and Charles Weidman and took acting classes with Stella Adler. In 1958, Mr. Ailey founded his own company, the Alvin Ailey American Dance Theater. In 1960, he choreographed Revelations, the classic masterpiece of American modern dance based on the religious heritage of his youth. Throughout his lifetime, Mr. Ailey created some 79 ballets, many of which have appeared in the repertoire of major dance companies, including American Ballet Theatre, The Joffrey Ballet, Dance Theatre of Harlem, Paris Opera Ballet and La Scala Ballet.

Perodua †Csr Essay

Periods – Advertising with social dimension Executive Summary Periods was set up as a national car project in the year 1993. In the initial years of its inception the company operated in a protected environment marked by both tariff and non-tariff barriers. By the year 1998 leveraging on its high local sourcing strategy the company, along with Proton, managed to capture up to 90% market share. In 2001 the company set up a Joint venture with Dadaists Motor Co. And Mitosis & Co. , the Japanese partners being responsible for manufacturing and engineering operations. Operating in an open economy post AFT in year 2006, Periods has found its niche in the small car segment and completely dominates the sub-1000 c motor vehicle segment. Periods has been extensively using â€Å"cause related marketing approach† treating Government, suppliers and dealers, employees and customers as stakeholders in its business. It also has 2 different kinds of ad programs, product ads promote individual brands, whereas corporate ads carry social message and promote the company. 2 different departments handle the designing and positioning of these different ad types. There are obvious benefits to using corporate ads with emotional appeal; studies eave established that companies tend to realize enhanced relationship with their agencies. However on the flipped designing these ad campaigns is very complicated as sensibilities of all sections of the society have to be taken into consideration. A major downside to Persona’s corporate ad campaign is that no evaluation model has been adopted to measure the effect of such advertising on company’s short term goal I. E sales or long term goal of being a responsible corporate citizen. The company should immediately adopt both qualitative and quantitative measures to understand the benefit of its campaign. Depending on results obtained Periods can decide on how to continue with its corporate ad campaign. Industry Overview The ass and the ass were the decades of â€Å"Industrial Nationalism† in Malaysia and the Government set up the national automotive programmer. Prior to 1985 Malaysia was an importer of automobiles and the aim of the programmer was to build a nationally owned and controlled automotive industry. Proton was the first of the 2 national cars and was established in 1985. It was a Joint Perusal Automobile Asked Sad Bad (Periods) was established in 1993 and was the 2nd National car project. The Government also established a heavy vehicle company â€Å"Malaysian Bus and Truck (MAT) in 1994, a motorcycle manufacturer â€Å"MODERNS† in 1995 and a light commercial vehicle manufacturer â€Å"MIGNON† in 1997. In order to protect the domestic industry the Malaysian Government imposed substantial import duty on all completely built-up imported cars or completely knocked down vehicles. Apart from the import duties, non-tariff barriers such as licensing and import quotas were also enforced. The 1980 â€Å"Mandatory Deletion Programmer† (MAD) made local sourcing of components, between 45-60%, compulsory pending on the cubic capacity of the car. In 2005-06 under the Common Effective Preferential Tariff (KEPT) scheme Malaysia was required to dismantle both tariff and non-tariff barriers. The applicable KEPT rate depending on the country of origination is shown below: The most obvious consequence of implementing the KEPT for Malaysia’s car producer is the minimization of protective automotive policy and disappearance of price advantage. This will open up the market for greater competition from companies from other SEAN countries like Japan and South Korea which are major automobile producers in the region. See Exhibit 1 for breakup of vehicles produced and assembled in Malaysia) Periods – A background Perusal Automobile Asked Sad Bad (Periods) was established in 1993, this was the second national car project of Malaysia after Proton was set up in 1985. Periods was a Joint venture between Dadaists, Missus, and other Government controlled companies with Malaysian equity amounting to 68%. See exhibit 2 for Persona’s shareholding structure in 1993). Operating in a protected environment Periods was able to leverage on the MAD programmer and made use of up to 75-90% local content in its cars. This gave the company a significant price advantage over its competitors. Both national cars exploited the pricing advantage and accounted for 90% of vehicles sold in 1998. In 2001, Periods set up a Joint venture, with Dadaists Motor Co Ltd. And Mitosis & Co. Ltd. , called the Periods Auto Corporation Sad Bad (BPCS). As per the Joint venture agreement, the Japanese partners would control the manufacturing and engineering operations whereas the Malaysian partner would have the largest stake. Persona’s strength is in the small car segment and the company aims to serve the coal and overseas market’s demand for compact, affordable and reliable vehicles with excellent standards and quality. As of June 2009, the company employed about In order to enhance efficiency and cost competitiveness the company has introduced Toyota Production System (TIPS). TIPS is driven by the concept of â€Å"Good Thinking Meaner Good Product† and comprises of 2 main systems â€Å"Just in Time† and â€Å"Kodak†. The TIPS aimed to eliminate excessive lead-time, lower inventory levels and reduce costs. Persona’s Joint venture with Dadaists gave Periods an opportunity to get in shape or liberalizing of auto industry post-AFT. In 2006 the company overtook Proton to become the biggest car seller in the Malaysia. The liberalizing campaign has presented Periods with a mixed big. Persona’s expertise in manufacturing small cars has opened up new export markets for the company. At the same time big players with sophisticated technology and competitive production techniques now have access to Malaysian car market, thereby increasing competition for Periods in its own backyard. Marketing communication and advertising process Cause related marketing approach A marketing communication program can be successful only when all the departments of the company are actively involved in the marketing plan. All company departments and personnel should communicate the same message to the target audience. Periods places Corporate Social Responsibility (CARS) at the heart of all its business activities. So naturally the company’s CARS activities form the central theme of its â€Å"cause related marketing†. As part of the strategy, Periods follows a 4 pronged approach where the Government, suppliers and dealers, employees and consumers re all treated as stakeholders in the business. (see exhibit 3 for Persona’s stakeholder structure). Some of the activities undertaken by the company to engage stakeholders are: * Government Periods engages with the Government by contributing to local man power training. In-spite of having the option of importing foreign workers, the company spends substantial amounts on training locals and employing them at its plants. The company also helped develop the local auto component and parts industry. * Suppliers and dealers Periods has developed a quality audit system to optimism local vendor’s performance ND to assure the quality of components’ supplied to the company. During the Asian financial crisis the company allowed vendors to increase prices to ensure they had sufficient working capital. Credit terms were reduced from 30 to 60 days. Employees Periods believes in an inclusive work environment and allows employees to grow invests in its work force through training, counseling and providing healthy and conducive work environment as well as employment benefits. * Consumer & public Persona’s strength lies in the small car segment. It intends to provide more affordable vehicles’ for lower income level and rural people. In add ition to providing quality products at affordable prices, the company through its corporate ads also works to increase social awareness about safe driving practices and other positive social values. The company has also designed and implemented a training programmer for youth living in the locations that Periods operates in. It also supports various causes, financially as well as in kind, responding to the needs of less audits to ensure Advertising process privileged. The company conducts stringent environmental environmentally safe practices have been adopted. Periods has 2 kinds of ads: * Product ads – These are designed with the objective of communicating the product range, features of the product etc. To the end user. Such ads are handled by the marketing section of the company. * Corporate ads – With the express desire of becoming a socially responsible corporate citizen these ads with social dimension have been launched. The public affairs section is responsible for these ads. Marketing, sales and manufacturing department departments are involved in the design of these ads. See exhibit 4 for advertising matrix) Periods operates in a multi-cultural society and the main objective of the corporate ad is to transcend the racial boundary and get close to the target buyer. The company understands its consumers are realists who do not relate to superficial messages; they consider things in real terms and are practical in life. In order to connect to these â€Å"real people†, the ads always portray Periods as part of the society and the ad message always reflects existing social phenomenon. The main objective of these corporate ads is to create awareness amongst the general public about oral values the company believes in. Some of the social messages or issues that the company has worked with, is based on elements like driving etiquette, nationalism, inter-racial harmony and family reunion. One unique aspect about Persona’s ads has been its use of the individual as focus to bring out the social message; both negative and positive emotional appeals are used in the ads. The company has used both television and print media to carry its corporate ads. Newspapers are used as supplementary coverage medium to reach specific ethnic groups. Strengths of Persona’s advertising campaign: The company has been associating itself with elements like driving etiquette, family harmony, nationalism, racial harmony etc. These are emotions that middle class and rural people of Malaysia immediately connect with. Constant exposure to such ads will lead consumers to perceive the company as being â€Å"good†. * Medium of advertising The company uses television as the primary medium of advertisement. Images work quicker and convey meaning at once. Weakness of Persona’s advertising campaign: * Sensibilities in multi-cultural society The company operates in a multi-cultural society; perceptions and attitudes of people from different ethnic back ground towards all aspects of life might be very different. For example black in Chinese culture has neutral meaning, whereas Hindus usually consider black as a negative color. So when designing ads the company will have to be careful to ensure sensibilities of particular ethnic groups are not offended. * Enforcing/reinforcing racial stereotypes Racial stereotyping is a bane of multicultural societies. Any ad that might inadvertently reinforce such stereotype will definitely create backlash and lead to active publicity, which Periods can do without. Uncertain impact No actual evaluation has been conducted to measure the effect of the company’s corporate advertising program. Effect of such ad on company sales or perception of general public about Periods is unknown. Exhibit 1: Breakup of vehicles produced and assembled in Malaysia Exhibit 2: Persona’s shareholding structure in 1993 Exhibit 3: Persona’s marketing communications stakeholders Exhibit 4: Advertising matrix of Periods [ 1 ]. Periods corporate website – h ttp://www. Periods. Com. My/corporate/company

Comparison Matrix Essay

Within the comparison matrix, the author will provide information from three empirical articles. The articles were titled, Transformational Leadership in the Public Sector: Does Structure Matter? (Pandey and Wright, 2009), The Effect of Transactional and Transformational Leadership Styles on the Organizational Commitment and Job Satisfaction of Customer Contact Personnel (Barker and Emory, 2007), and Empirical Research on Ethnic Minority Students: 1995–2009 (Vasquez III, E. , Lopez, A. , Straub, C. , Powell, S. , McKinney, T. , Walker, Z. , and Bedesem, P. L. , 2011). The first article provides information on the public sector, and the transformational style of administration. It shows that there is no true influence on the behavior of management (Pandey and Wright, 2009). Within the second article was not only discussion on the transformational style of leadership, but transactional leadership as well. This article offered a comparison of the two styles and the impact on performance and satisfaction while on the job (Barker and Emory, 2007). Lastly, the third article focused on actual empirical research and the effect it has on minorities. It covered a fifteen-year span (Vasquez III, E. , Lopez, A. Straub, C. , Powell, S. , McKinney, T. , Walker, Z. , and Bedesem, P. L. , 2011). This essay is meant to review the specific areas that were exhibited in the matrix in order to gain a better understanding of how to compile and complete a substantive comparison with realistic and verifiable information. While reading the essay the following comparisons will be covered, research questions posed, sample populations, and the limitations of the research. Comparison of research questions All of the articles present supported questions. In the first article, the author raised the question of the public and transformational leadership. It mentioned that a transformational leadership that is structured at a high level may have the ability to alter the way an employee performs. The makeup of an organization operating under Transactional leadership can influence the amount of rewards given to individuals. Additionally, the weakness of communication can influence behavior as it pertains to transformational leadership (Pandey and Wright, 2009). Meanwhile, the research conducted in the second article asked for the association when dealing with the attitude, satisfaction, and commitment of employees. It asks for the affiliation between two surrogates of employee attitude types. In addition to this, it speaks on the dimensions of transformational and transactional leadership and how they assist with defining and examining the actual impact on the attitude of the employee. Lastly, the affiliation between positive employee attitudes and transformational and transactional leadership. Respectable directors inspire and motivate employee groups to unearth an innovative way of doing something (Barker and Emory, 2007). The last article is not about leadership styles, but the effect of research and minorities. The article identified and counted the number of published empirical articles in each of the issues reviewed. Additionally, it identified articles by using four categories to narrow the data identified, and lastly the methodological characteristics of the articles (Vasquez III, E. , Lopez, A. , Straub, C. , Powell, S. , McKinney, T. , Walker, Z. , and Bedesem, P. L. , 2011). Comparison of the Sample Populations Each of the populations varied in size and format. Article one used 1,322 high-level public administrators in municipalities exceeding 50,000 residents (Pandey and Wright, 2009). Whereas article two, used 77 branch managers from three regional banking organizations and 47 store managers from one national food chain(Barker and Emory, 2007). Lastly, article 3 used four specific journals which circulate principal research pertaining to special education and those with a learning disabilities, and used a specific time frame from 1995-2009 (Vasquez III, E. , Lopez, A. , Straub, C. , Powell, S. , McKinney, T. , Walker, Z. , and Bedesem, P. L. , 2011). This clearly shows that one can use multiple means and respondents in order to compile information as long as it can be proven at the conclusion of the research. Comparison of the Limitations When looking at any form of research the limitations must be taken into account. As it pertains to article one, a limitation may be that the typical age of those who responded was fifty years old. In addition, the fact that they were generally Caucasian, which may cause bias, was another. Ironically, a lot of areas in which the study was conducted, only had three individuals respond, this may not be symbolic of the thoughts of other direct statements. Moreover, a condensed number of inquiries were used to assist with minimizing the size of the actual survey; this may have caused false identification of leaders who were transformational (Pandey and Wright, 2009). In article two, one limitation may be gender bias. There were less females then males in the study. In addition, males may act differently towards female managers and females may act differently towards male managers (Barker and Emory, 2007). Finally, the third articles limitations are the fact that there are multiple students who are assisting with the study, and that each student must participate without individual bias (Vasquez III, E. , Lopez, A. , Straub, C. , Powell, S. , McKinney, T. , Walker, Z. , and Bedesem, P. L. , 2011). Conclusion Contained in the comparison matrix were characteristics of three investigations conducted by various researchers. Pandey and Wright suggest that public organizations are not as bureaucratic as stereotypically believed and that the performance measures in place support higher levels of transformational leadership in these organizations than might be expected based on their hierarchical structures. The argument is plausible established on the necessity for groups to be flexible in order to be motivated (Pandey and Wright, 2009). Barker and Emory, 2007, suggested that a key influence in customer service and the retaining staff members is the actual attitude of those who are employed. The way in which the staff portrays the leadership will determine their commitment and positive outlook. The author builds a conceivable argument based on the association of commitment on as it pertains to the organization, and satisfaction of both customers and employees (Barker and Emory, 2007). Lastly, Vasquez III, E. , Lopez, A. , Straub, C. , Powell, S. , McKinney, T. , Walker, Z. , and Bedesem, P.  L. classified how frequently research conveys and disaggregates statistics in a manner that would back conclusions about certain ethnic minority groupings. The authors suggest that education should be recognized as being twofold. They feel that instructors must afford students with basic understanding and skill sets which are necessary to in order to benefit from accelerated opportunities in education. Furthermore, the authors suggest that instructors must prepare students to meet life’s challenges and have the ability to actively contribute to our society. The authors build a conceivable argument based on the need for educators to ensure that every student has the chance to succeed in school, despite locality, gender, race, socioeconomic status, or disability(Vasquez III, E. , Lopez, A. , Straub, C. , Powell, S. , McKinney, T. , Walker, Z. , and Bedesem, P. L. , 2011). Based on all of the research shown there is a true need for confidence, inspiration, and presentation of a true understanding of the data being collected and delivered. The data that is revealed may determine the actual thoughts of the reader. All research should be valid and unbiased.

The Significance of Family Essay - 2277 Words

The first topic for this paper will be to discuss the significance of family. Early on in the course, class began with an exercise presented in which we were instructed to define â€Å"family†. Almost immediately it was clear that individuals each have their own definitions of what they hold as their belief of family. There were also strong opinions with regard to how the textbook defined family. There were lengthy discussion on different types of families identified as two-parent, in-tact nuclear families; single parent households, which could be either single father head-of-household or single mother head-of household; blended families, which could include children from previous relationships brought together as a family with, or†¦show more content†¦It is critical in improving overall personality. It also assists in shaping the direction lives will lead. It teaches the value of love, care, affection, self-confidence, and truthfulness and provides tools and r esources which are essential to obtaining success in life. Family is a place where you can be free to be yourself. It is a place where you’re admitted and accepted for what and who you are, thus there are no terms and conditions. This is supposed to be a place where you’re completely tension and stress-free and all members are there to assist and support you. Family sustains you when you are surrounded by troubles and is the foundation on which you depend on while navigating the way through the problems and difficulty of everyday living. It helps you endure through tough times and bring joy and pleasure into life. Family is the safe place and harbor from the storms and the celebration of the successes. Professionally, I would remain cognizant that to some â€Å"family† is a feeling or bonds to a relationship or groups of people regardless of formal or societal establishment. I would recognize that all families require a continuous effort to balance everyoneà ¢â‚¬â„¢s needs and wants and that stress levels are affected by the constantly changing demands placed on each of them. Personally, I chose this career path because I believe that family counseling lessens the caregivers’ sense of responsibility for meeting all the needs of all the members and gives eachShow MoreRelatedEssay on The Significance of Family and Kinship671 Words   |  3 PagesThe Significance of Family and Kinship One of the most important and essential things that everyone must have in order to live a great and joyful life is family. One must follow values to be successful in life, and one must also support their family to keep that success advancing toward the future. In David W. McCurdy’s article, â€Å"Family and Kinship in Village India,† it discusses the significance of how a successful family is formed by tradition, preparation, and patience. The article describesRead MoreSignificance Of The Family Of East Asian Thought1892 Words   |  8 PagesIraklii Lortkipanidze A11551208 Professor Magagna Midterm Significance of the family in East Asian thought Family in the East Asian Culture is considered the root foundation of all the beliefs, ideas and concepts that one might require as they grow and develop into a successful Independent human being. 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Human Resource Management Questions and Answers - 4846 Words

QUESTION ONE Introduction Humans are an organization s greatest assets; without them, everyday business functions such as managing cash flow, making business transactions, communicating through all forms of media, and dealing with customers could not be completed. Humans and the potential they possess drive an organization. Today s organizations are continuously changing. Organizational change impacts not only the business but also its employees. In order to maximize organizational effectiveness, human potential—individuals capabilities, time, and talents—must be managed. Human resource management works to ensure that employees are able to meet the organization s goals. Human resource management is responsible for how people are†¦show more content†¦2. Performance Appraisals Once a talented individual is brought into an organization, another function of HRM comes into play—creating an environment that will motivate and reward exemplary performance. One way to assess performance is through a formal review on a periodic basis, generally annually, known as a performance appraisal or performance evaluation. Because line managers are in daily contact with the employees and can best measure performance, they are usually the ones who conduct the appraisals. Other evaluators of the employee s performance can include subordinates, peers, group, and self, or a combination of one or more. Performance appraisals serve several purposes, including:(1) guiding human resource actions such as hiring, firing, and promoting; (2) rewarding employees through bonuses, promotions, and so on;(3) providing feedback and noting areas of improvement; (4) identifying training and development needs in order to improve the individual s performance on the job; and (5) providing job related data useful in human resource planning. 3. Compensation and Benefits Compensation (payment in the form of hourly wages or annual salaries) and benefits (insurance, pensions, vacation, modified workweek, sick days, stock options, etc.) can be a catch because an employee s performance can be influenced by compensation and benefits, and vice versa. In the ideal situation, employees feel they are paid what they are worth, are rewarded with sufficientShow MoreRelatedGary Dessler Human Resource Management 14th Edition1672 Words   |  7 PagesGary Dessler Human Resource Management 14th Edition.pdf Download Gary Dessler Human Resource Management 14th Edition.PDF Now Gary Dessler Human Resource Management 14th Edition - Are you looking for ebook gary dessler human resource management 14th edition PDF? You will be glad to know that right now gary dessler human resource management 14th edition PDF is available on our online library. 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We have to study it and then after a certain period we must able to give the answer whether it is true or false. So for answering this question I have analyzed it and afterward I have reached a decision and my decision is that the statement is totally true.Read MoreEssay about Fundamenals of Hr Final1589 Words   |  7 PagesFundamentals of Human Resource Management Student’s Name Institution Fundamentals of Human Resource Management True and False: Please mark either T or F in the appropriate space before the question (7 * .25 each = 1.75 points) 1. __T__ Today’s managers have found that employees do not set aside their cultural values and lifestyle preferences when they come to work. 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Human Resource Management and Strategic Planning – Identify and describe the Functions for Human Resources Management Define the concept StrategyRead MoreDevelopment Of Human Resource Management Essay1657 Words   |  7 Pagesâ€Å"Thirty-two years of development of human resource management in China: Review and prospects† (Shuming Zhao, Juan Du, 2012) is a journal paper that concentrating on the hypothetical advancements and practical applications of HRM, it first audits the move of HRM in China from planned labor force allocation to current HR management in three particular eras since China s reformation and opening-up. After, it analyzes and discusses the difficulties of human resource management research and its practices fromRead MoreErp Helps Productivity at Northern Digital Inc767 Words   |  4 PagesCHAPTER III PROBLEM CASE Questions: 1. For such a small company, why is an ERP better than SCM applications? 2. Identify the supply chain segments that the ERP supports, be specific. 3. 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