Analysis Of Booz,Allen And Hamilton Essays - Management Consulting

Analysis Of Booz,Allen And Hamilton Introduction Booz-Allen & Hamilton is one of the world's largest management consulting firms. Traditionally, the firm had decentralized regional offices serving clients independent of other offices. This made cooperation between offices difficult, which was hurting company's overall performance. To overcome this problem they came up with a Vision 2000 plan under which the company was divided into three regions which were further sub-divided (see exhibit 1). This was the first phase of the plan and the company was considering implementation of the second phase which was to globally integrate all the three regions. Advantages of Vision 2000 plan ? The biggest challenge that the company was facing was cooperation between different offices but this problem was solved because of the new compensation plan. ? It made the geographic expansion easier as the offices now shared the staff within the same region. ? The Target Client concept helped the company in developing long-term relationships with the clients which resulted in increasing revenues (see exhibit 2). ? The Mentoring program resulted in development and evolution of better consultants. It also helped the company in serving the personal needs of the consultants and provided as a skill set for mentors to become partners. ? The extensive training programs that consisted of four delivery channels really helped in training and increasing the efficiency of the consultants. ? The globally integrated structure of knowledge sharing through different programs gave the company a competitive edge over its competitors. ? Through the Knowledge On-Line databases, the consultants could get considerable amounts of information about the clients and could also get knowledge and expertise of other consultants from all over the world. These information databases helped consultants serve the needs of clients better with analysis formulated by other consultants. ? Through the knowledge sharing amongst innovation teams, the company used to come up with solutions on particular problems. ? The monitoring of the engagement teams through information professionals also helped in keeping a check on team's performance. Also they helped the team to put the knowledge gained after the engagement for the use of the other consultants in the future. ? Greater integration and communication between teams working on the same client helped in understanding and serving the client better. ? Higher growth in revenues and Profits was achieved against competitors (see exhibit 3). Disadvantages of Vision 2000 plan ? The staffing and planning process became very difficult and complex because the company wanted to give the clients the best consultants possible and tried it's best to match the consultant's expertise to the client's needs. ? Cultural Differences and higher demand for expert consultants also created a problem in the allocation of consultants. ? High cost and inefficiencies were also associated with allocating management. ? Lot of times consultants didn't want to move from their original places of practice to where the client was located and therefore the strain of traveling and moving affected their performance. ? Consultants often wanted to broaden their knowledge by shifting into different industry groups making expertise in one group shorthanded. Recommendations After looking at the above advantages and disadvantages of the vision 2000 plan, I recommend that they should not globally integrate their three regions into one because of the following reasons: ? Already the company is facing problems because of cultural differences and further integration would increase these differences. ? The cost of traveling and communications would increase by further integration because of larger distances. ? The strain of traveling and moving would also increase which would result in high staff turnover and would also affect staff performance. ? Already the staffing and planning process is complex and difficult and further integration would make it worse. ? Without global integration, the company could very well manage the projects of its very important client -IAL all around the world through its advanced communication and knowledge sharing methods. ? The main benefit that is associated with the global integration is that better staff knowledge and expertise can be utilized from all over the world but the company to a large extent is already successful in doing that through its advanced knowledge sharing methods. So instead of globally integrating, I think they should focus on their current strengths such as building long term relationships with their clients, recruiting and retaining more expert consultants and making the

Free Essays on Powerful Women

Power, Do Women Really Want It? & The 50 Most Powerful Women in American Business The two articles listed above share a common topic, the role of women in business. The thought behind the first article is that even though many women are capable of holding high level positions, a large number of them don’t want to. However, the same women feel that one day there will be a balance of men and women at the top of the corporate ladder. In light of these two conflicting ideas, the question arises: who are the women that will be at the top? One reason why women don’t want to be powerful is because they have a different idea of â€Å"power† than men do. Some women, like Jenny Ming and Meg Whitman, see power as â€Å"in your face and aggressive† or having â€Å"a negative connotation.† Others, like Gail Berman, feel that power is a turnoff and don’t want it. The fact is that women, or at least the one’s in this article, see power as an influence rather than a rank. Influence through power is something that a majority of women aren’t interested in. They, like Anne Mulcahy of Xerox, would rather lead by other means. Having a demeanor that frightens, or worries people is simply not the type of leadership style that the majority of women want to possess. In fact, when the word leadership is substituted for power, practically every woman expressed wholeheartedly that they wanted to have leadership. Therefore, it seems to be that women do want to be leaders, executives, a nd CEOs, they just have a different interpretation of the word power than the majority of men do. However, there is another theory that women simply don’t want power, or leadership, or any other form of the word. A study at General Electric found that voluntary annual turnover for women was 1.5% higher than that of men. Other studies find that 26% of professional women have no desire to hold positions at higher levels, despite the fact that they are ... Free Essays on Powerful Women Free Essays on Powerful Women Power, Do Women Really Want It? & The 50 Most Powerful Women in American Business The two articles listed above share a common topic, the role of women in business. The thought behind the first article is that even though many women are capable of holding high level positions, a large number of them don’t want to. However, the same women feel that one day there will be a balance of men and women at the top of the corporate ladder. In light of these two conflicting ideas, the question arises: who are the women that will be at the top? One reason why women don’t want to be powerful is because they have a different idea of â€Å"power† than men do. Some women, like Jenny Ming and Meg Whitman, see power as â€Å"in your face and aggressive† or having â€Å"a negative connotation.† Others, like Gail Berman, feel that power is a turnoff and don’t want it. The fact is that women, or at least the one’s in this article, see power as an influence rather than a rank. Influence through power is something that a majority of women aren’t interested in. They, like Anne Mulcahy of Xerox, would rather lead by other means. Having a demeanor that frightens, or worries people is simply not the type of leadership style that the majority of women want to possess. In fact, when the word leadership is substituted for power, practically every woman expressed wholeheartedly that they wanted to have leadership. Therefore, it seems to be that women do want to be leaders, executives, a nd CEOs, they just have a different interpretation of the word power than the majority of men do. However, there is another theory that women simply don’t want power, or leadership, or any other form of the word. A study at General Electric found that voluntary annual turnover for women was 1.5% higher than that of men. Other studies find that 26% of professional women have no desire to hold positions at higher levels, despite the fact that they are ...

Garmin Analysis - Looking To the Future Research Paper

Garmin Analysis - Looking To the Future - Research Paper Example In order to go forward in the future, there are three scenarios under consideration, which are related to different possible course of strategic actions that the company may follow to address its problems. In this report, these strategic options are evaluated on the basis of various financial models and descriptive analysis of the company’s existing position and outcome of these decisions. Before the analysis is carried out, it would be useful to provide a summary table of the performance of five identified business segments of the company in the last three years. Business Segments 2011 Net Sales % Change in Sales 2011 EBIT % Change in EBIT 2010 Net Sales % Change in Sales 2010 EBIT % Change in EBIT 2009 Net Sales 2009 EBIT Outdoor 363,223 13.82 171,245 13.43 319,119 6.62 150,973 2.01 299,300 147,996 Fitness 298,163 23.99 107,881 24.72 240,473 41.77 86,499 49.02 169,624 58,046 Marine 221,730 11.50 60,092 -3.75 198,860 11.94 62,431 8.71 177,644 57,430 Automobile/Mobile 1,590,59 8 -4.69 171,717 -16.60 1,668,939 -18.75 205,887 -57.86 2,054,127 488,584 Aviation 284,855 8.51 73,226 2.44 262,520 6.83 71,482 26.30 245,745 56,595 The table provided above provides trends in net sales and EBIT of all business segments, which would be referred to in the discussion related to the scenarios presented below. Scenario #1: Assault on the Smartphone Market Under this future scenario, the company may aim to target the Smartphone market which is worth $65 billion and it has been growing at a fast pace of 20% every year. The smart phone market is dynamic as new markets are emerging such as Africa and Asia. However, the competitive forces including companies like Apple, Google, Nokia, Blackberry, Samsung, HTC, and even manufacturers from Far East countries are already playing an important role in this industry having strong positioning and they share a major proportion of the global market. The company will have to invest heavily in developing technologies and acquiring assoc iated businesses as Garmin does not have any prior experience and its current market share is zero. The entry into this market segment the company will require an investment of $3 billion that could be raised from the capital market by offers shares to both institutional and private investors. Move to the Smartphone segment the company will have divest non-operations including aviation, and marine, in the third year and it expects to receive $500 million. In addition, by doing so, the company will have to let go of the profits generated by these segments, which are already observed to be slowing down in the year 2011. The following financial analysis is based on certain assumptions and understanding regarding future of Smartphone industry and the company’s investment decision: 1. The time period for investment appraisal is considered to be 5 years from the completion of the project and inception of sales. 2. The cost of investment is expected to be $3 billion which will be ra ised by issuing additional 75 million shares at a price of $40 per share. 3. The investment is expected to generate results from the year 2013. 4. In 2011, the Smartphone industry has grown by 20% and same growth rate is assumed for the year 2012 onwards as there are no signs of slowdown in both short and medium terms. 2011 ($ mn) 2012 ($ mn) 2013 ($ mn) 2014 ($ mn)

Humanists and Reformers Essay Example | Topics and Well Written Essays - 500 words

Humanists and Reformers - Essay Example Another similarity that emerged out of the writings of these four authors is their consideration paid to the importance of early biblical scripts. It has been found that both humanists and reformists used earlier Greek and Latin bibles as a source of understating the early doctrines of Jesus Christ and attempted to promulgate the teachings of earlier scripts along with special attention paid to removal of unjust acts and corrupt people from higher clergy of Christianity. Another striking similarity is their attempt of investigating the core meanings of earlier biblical scripts and their reference to the practices of 16th century instead of simply bringing a reform by questioning church’s authority. Other attributes such as references to practices of early church, criticism on scholastic theological approach and problems in church i.e. simony, pluralism, favoritism and illiteracy in clergymen, also show further similarities (â€Å"The Reformations† 4). Reformism has been considered as an ultimate outcome of humanism due these resemblances (Patrick n.d). Where humanists like Erasmus and More are accused of laying down the foundation of Protestantism, both sects are often found criticizing each other due to some major differences. Erasmus’s and More’s writings have been found more convincing for the elite class with an understanding of Latin. On the other hand, reformists like Luther and Calvin addressed the concerns of every social class when it came to church and its way of functioning as a nucleus of society i.e. authority of religion and society’s civil law. Humanists also showed their adherence to the higher offices of church and did not question the authority of pope as the leader of the church and its proceedings whereas reformers considered only faith as a source of acquiring salvation by following bible. In extension to that,

John Leonard and Pepsico, inc Essay Example | Topics and Well Written Essays - 500 words

John Leonard and Pepsico, inc - Essay Example Fourth, the contract would have to have legal purpose. A contract would not be binding if the terms or enforcement were illegal at the time and place that it was implemented. The ruling in the Leonard v. Pepsico case relied on the objective theory to consider the contact void. This theory, often called the innocent bystander theory, purports to ask the question of what a reasonable person might expect from the agreement. Simply put, if an innocent bystander had witnessed the agreement, would they expect it to be serious This sometimes enters a ruling where one party has misstated a condition that any reasonable bystander would understand as a mistake. The party would not be bound by this error. In this case, it was held that any reasonable person would assume that the offer was a joke. The court found that Pepsico was not bound by the agreement on two key points raised by the defense. The first was that the humor used by Pepsico in the advertisement clearly indicated that the offer was intended as a joke and thus failed the innocent bystander test. In Judge Wood's ruling she writes, "The commercial is the embodiment of what defendant appropriately characterizes as 'zany humor'" (United States District Court, 1999, p.6).

Democratic Leadership Style and Follower Performance

Democratic Leadership Style and Follower Performance This research sought to provide information about the relationship between Democratic leadership style and Followers Performance. Drawing on a sample of employees working in a Dairy Product Industry, we tested relationships between Democratic Leadership Style and Followers Performance. On the basis of causation and bivariate data analysis it was found that there was a strong positive association between the Democratic Leadership Style and followers Performance. This report consists on Seven Chapters. In the first Chapter we introduced the topic, in second chapter we review the Literature, where different studies have different empirical results most of them have ensure positive relation ship between the variables. In third and fourth chapters, on the basis of theoretical framework we operationalzed the variables. In chapter five and six we create research design and analyze the data. In the last chapter we draw conclusion on the basis of Data analysis. Chapter 1: Introduction Since the early 1930s, leadership has remained a ubiquitous topic of exploration in the field of management, despite a modest decline in the 1970s (Hunt, 1999). The popularity of this topic was restored with the advent of concepts such as charismatic leadership, visionary leadership and transformational leadership. All of these advances emphasize that some leaders can inspire followers to pursue collective values and aspirations as well as sacrifice egocentric needs and goals. These theories also reveal that leaders can invoke and regulate emotions rather than rely on rational processes to motivate other individuals. Over the last decades, the relationship between leaders behavior and subordinates perceived stress has gained increasing attention from the scientific community. The kind of leadership style influences how subordinates cope with stress. The leadership domain has recently focused on the so-called new leadership paradigm such as transformational leadership . Transformational leaders emphasize higher motive development, and arouse followers motivation and positive emotions by means of creating and representing an inspiring vision of the future. In contrast, transactional leadership explains the relationship between leader and follower as an exchange system of well-defined transactions. In turn, the leader rewards or disciplines the follower with regard to his/her performance. While several studies have focused on the relationship between these leadership styles and follower performance the relationship between the leaders behavior and subordinates work related stress has mainly been neg lected. The present study addresses this gap and explores the relationships between the leaders behavior and subordinates work related stress has mainly been neglected. Objective:- The objective of the study are To measure the impact of democratic leadership in dairy products companies To Measure the efficiency of performance of follower of democratic leader.. To find that democratic leadership is more effective or not on the follower performance. Significance of Study:- This study was made for the following purpose. It will help the managers to improve the performance of their followers or team members if they use democratic leadership style. It will help the workers to improve their performance if they exchange their ideas with their leaders. Chapter 02: Review of Literature In this study, highly democratic leadership is compared with both moderate democratic and less democratic leadership styles. The moderate democratic leadership style is one that focuses on the task at hand. It emphasizes such behaviors as maintaining standards and meeting deadlines. Less democratic leadership involves exhibiting concern for the welfare of the other members of the group by expressing appreciation for good work, stressing the importance of job satisfaction, maintaining and strengthening the self esteem of subordinates by treating them as equals, and making special efforts to help subordinates feel at ease (Bass, 1990). Leaders who display Highly democratic leadership behaviors have been described as providing followers with clear visions of the future, expressing high expectations for follower performance, and displaying confidence in their followers ability to accomplish challenging tasks (House 1988). Leadership research has consistently found a strong positive relat ionship between Highly democratic leadership behaviors and follower performance (Bass, 1990) (House, 1988). Specifically, by articulating compelling vision of the future, communicating high expectations with respect to followers performance, and displaying confidence in followers ability to meet these expectations, highly democratic leaders have been found to positively influence follower performance. These findings have been supported in a variety of settings and using various research methodologies including laboratory experiments (howell Frost, 1989), field research (e.g., Smith 1982; Avolio, Waldman, and Einstein 1988; Hater and Bass 1988; Howell and Avolio 1993), and archival studies (e.g., House, Spangler, and Woycke 1991). Howell and Frost (1989), for example, found that individuals working under an actor trained to display Highly democratic leadership behaviors had higher qualitative and quantitative task performance, higher task satisfaction, and lower role conflict and am biguity in comparison to individuals working under less democratic leaders; they also had higher quantitative task performance, greater task satisfaction, and less role conflict than individuals working under moderate democratic leaders. More recently, in an experiment using 282 undergraduates carrying out a simulated production assignment, Kirkpatrick and Locke (1996) found a positive relationship between Highly democratic behaviors and performance, task satisfaction, and attitude toward the leader. Both Howell and Frosts and Kirkpatricks studies found that individuals working under Highly democratic leaders reported that the task was more interesting, engaging, and satisfying than individuals working under less democratic leaders; this was so in spite of the fact that all individuals performed the identical task. The above findings have been supported by the findings of studies conducted in the field. For example, in a study of 30 Highly democratic and 30 nonHighly democratic leaders from a wide variety of organizations, Smith (1982) found that Highly democratic leaders could be distinguished from less democratic leaders based on their followers higher performances and higher levels of self-assurance. Based on these reports of higher selfassurance for followers of Highly democratic leaders, Smith postulated that Highly democratic leaders may produce their effects on followers by enhancing their self-efficacy beliefs. While the above empirical evidence supports the relationship between Highly democratic leadership behaviors and follower performance, the effect of those behaviors on follower performance over time and the role of self-efficacy as a mediator of the relationship between leadership style and performance remain largely unexplored empirically. For this reason, I draw on Shamir, House , and Arthur (1993) and Bandura (1997) for a theoretical explanation of the motivational effect of Highly democratic leadership behaviors and how they might enhance follower selfefficacy and lead to greater sustained effort and performance over time. According to Bandura (1997, p. 101), People who are persuaded verbally that they possess the capabilities to master given tasks are likely to mobilize greater effort and sustain it than if they harbor self-doubts and dwell on personal deficiencies when difficulties arise. Drawing on Bandura (1986), Shamir et al. (1993) propose that Highly democratic leaders expression of high expectations for follower performance and their ability to persuade followers that they can meet those expectations motivate followers to produce and sustain greater effort via the mediation of self-efficacy. Further, they propose that, by articulating a compelling vision, Highly democratic leaders produce in followers a level of personal commitment whose behavioral manifestations produce a self reinforcing cycle that sustains itself over time. This motivational influence of Highly democratic leadership behaviors produces a positive deviation amplifying loop or performance improvement spiral (Lindsley, Brass, and Thomas 1995). Thus, while empirical evidence has demonstrated the link between Highly democratic leadership and performance, theoretical work points both to the sustainability of follower effort and performance over time and to the mediating role of self-efficacy. Chapter 03: Theoretical Framework Interest in leadership increased during the early part of the twentieth century. Early leadership theories focused on what qualities distinguished between leaders and followers, while subsequent theories looked at other variables such as situational factors and skill levels. While many different leadership theories have emerged, most can be classified as one of eight major types: 1. Great Man Theories: Great Man theories assume that the capacity for leadership is inherent that great leaders are born, not made. These theories often portray great leaders as heroic, mythic and destined to rise to leadership when needed. The term Great Man was used because, at the time, leadership was thought of primarily as a male quality, especially in terms of military leadership. 2. Trait Theories: Similar in some ways to Great Man theories, trait theory assumes that people inherit certain qualities and traits that make them better suited to leadership. Trait theories often identify particular personality or behavioral characteristics shared by leaders. But if particular traits are key features of leadership, how do we explain people who possess those qualities but are not leaders? This question is one of the difficulties in using trait theories to explain leadership. 3. Contingency Theories: Contingency theories of leadership focus on particular variables related to the environment that might determine which particular style of leadership is best suited for the situation. According to this theory, no leadership style is best in all situations. Success depends upon a number of variables, including the leadership style, qualities of the followers and aspects of the situation. 4. Situational Theories: Situational theories propose that leaders choose the best course of action based upon situational variables. Different styles of leadership may be more appropriate for certain types of decision-making. 5. Behavioral Theories: Behavioral theories of leadership are based upon the belief that great leaders are made, not born. Rooted in behaviorism, this leadership theory focuses on the actions of leaders not on mental qualities or internal states. According to this theory, people can  learn  to become leaders through teaching and observation. 6. Participative Theories: Participative leadership theories suggest that the ideal leadership style is one that takes the input of others into account. These leaders encourage participation and contributions from group members and help group members feel more relevant and committed to the decision-making process. In participative theories, however, the leader retains the right to allow the input of others. Assumptions of Participative theory Involvement in decision-making improves the understanding of the issues involved by those who must carry out the decisions. People are more committed to actions where they have involved in the relevant decision-making. People are less competitive and more collaborative when they are working on joint goals. When people make decisions together, the social commitment to one another is greater and thus increases their commitment to the decision. Several people deciding together make better decisions than one person alone. Style of leader in participative theory A Participative Leader, rather than taking autocratic decisions, seeks to involve other people in the process, possibly including subordinates, peers, superiors and other stakeholders. Often, however, as it is within the managers whim to give or deny control to his or her subordinates, most participative activity is within the immediate team. The question of how much influence others are given thus may vary on the managers preferences and beliefs, and a whole spectrum of participation is possible, as in the table below. Highly Democratic> Autocratic decision by leader Leader proposes decision, listens to feedback, then decides Team proposes decision, leader has final decision Joint decision with team as equals Full delegation of decision to team There are many varieties on this spectrum, including stages where the leader sells the idea to the team. Another variant is for the leader to describe the what of objectives or goals and let the team or individuals decide the how of the process by which the how will be achieved (this is often called Management by Objectives). The level of participation may also depend on the type of decision being made. Decisions on how to implement goals may be highly participative, whilst decisions during subordinate performance evaluations are more likely to be taken by the manager. 7. Management Theories: Management theories (also known as Transactional theories) focus on the role of supervision, organization and group performance. These theories base leadership on a system of rewards and punishments. Managerial theories are often used in business; when employees are successful, they are rewarded; when they fail, they are reprimanded or punished. 8. Relationship Theories: Relationship theories (also known as Transformational theories) focus upon the connections formed between leaders and followers.  Transformational leaders  motivate and inspire people by helping group members see the importance and higher good of the task. These leaders are focused on the performance of group members, but also want each person to fulfill his or her potential. Leaders with this style often have high ethical and moral standards. The theory which support to our topic is Participative Theory. The theory support our hypothesis that higher the democratic leadership style higher will be the followers performance. Chapter 04: Hypothesis and Operationalization of variables Research Question: Is there any association between democratic leadership style and follower performance? Hypothesis: H1: There is Positive association between democratic leadership style and follower performance. Ho: There is no association between democratic leadership style and follower performance. Theoretical Definition of Variables Democratic Leadership Style: Leadership is the art of motivating a group of people to act towards achieving a common goal. Follower Performance: The  results  of  activities  of an  organization  or  investment  over a given  period  of  time. Operational Definition of Variables Democratic Leadership Style: Democratic Leadership is a process by which a person influences others to accomplish an objective and directs the organization in a way that makes it more cohesive and coherent through its competency, intimacy, passion and integrity.   Follower Performance: The carrying of an act into execution productively and qualitatively by coordinating with peers by the commitment of employees. . Styles of leadership:- Authoritarian (autocratic) I want both of you to. . . This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. It is useful when:- when you have all the information to solve the problem, you are short on time, and Your employees are well motivated. Some people tend to think of this style as a vehicle for yelling, using demeaning language, and leading by threats and abusing their power. This is not the authoritarian style, rather it is an abusive, unprofessional style called  bossing people around. It has no place in a leaders range. Participative (democratic) Lets work together to solve this. . . This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it). However, the leader maintains the final decision making authority. Using this style is not a sign of weakness; rather it is a sign of strength that your employees will respect. This is normally used when:- You have part of the information, and your employees have other parts. Note that a leader is not expected to know everything this is why you employ  knowledgeable  and  skillful  employees. Using this style is of mutual benefit it allows them to become part of the team and allows you to make better decisions. Dimension of democratic leadership Style The major dimensions of leadership are divided into four chambers: Competence Intimacy Passion Integrity Competence Competence includes personal traits and technical skills. Competence can be divided as knowledge of the topic at hand, intelligence, expertise, skill, or good judgment.There are four elements of competence which are as follows:- Technical Skills: Are needed to understand activities, operational processes products and services, technology, and legal requirements. Cognitive Skills: Are necessary to analyze problems, develop creative solutions, identify patterns and trends, understand complex relationships, and develop effective mental models. Interpersonal Skills: Such as listening, persuasiveness, social sensitivity are needed to influence people, avoid unwanted influence, develop cooperative relationships, establish and maintain networks, understand individuals, facilitate teamwork, and resolve conflict constructively. Personality Traits: Seam less important that technical skills. Nevertheless, individual needs, core values, and temperament are clearly relevant to effective leadership. Intimacy Intimacy refers to the leaders ability to build and maintain relationships. All too often we expect people to buy into the position of leadership and be loyal to the title rather than to the person that fills the position. The first thing a leader must declare is not authority because of rights, but authority because of relationships. Effective Management: Social skills help to understand the feelings of others and the ability to communicate clearly and persuasively. Cooperative Relationships: Skills such as empathy, social insight, charm, tact, and diplomacy are essential to developing and maintaining cooperative relationships with subordinates, superiors, peers, and outsiders. Influencing: Empathy and social insight is the ability to understand motives, values, and emotions. Understand what people want and what motivates them is necessary for effective influencing strategies. Resolving Conflict: Being able to listen to people with problems, personal complaints, or criticism is necessary for resolving conflicts in a constructive manner. Passion Your passion for something is an indication of what you find worthy in and of itself. Its a clue to what you find intrinsically rewarding. Passion refers to the drive to make a contribution and to create something meaningful and valuable a sense of worth. Its sometimes referred to as enthusiasm, hope, or aspirations. Enthusiasm: Originally meant inspiration or possession by a divine afflatus or by the presence of a God. Today the word simply means intense enjoyment, interest or approval. Hope: An emotional belief in a positive outcome related to events and circumstances within ones personal life. Hope implies a certain amount of perseverance such as believing that a positive outcome is possible even when there is some evidence to the contrary. Aspirations: Providing a climate where people feel free and motivated to cultivate and implement constructive ideas is the challenge of talented leaders. Integrity Most people can manage when things go well, but true leadership is how we cope with people when times are tough. Integrity is what drives us regardless of our situation or position. Too many leaders are ready to assert their rights but not assume their responsibilities. They are looking to the organization to make people responsible to follow. They look for a new title, another position, sometimes a new job. They never come to realize that they lack authority because they lack integrity. Integrity means that a persons behavior is consistent with espouse values, and the person is honest, ethical, and trustworthy. Honesty and Trust: If people anywhere are to willingly follow someone whether it be into the battle or into the boardroom, the front office or the front lines they first want to assure themselves that the person is worthy of their trust. Courage: The strength to lead in these difficult circumstances, meaning that courageous leaders are strong and unlikely to quit. This kind of courage displays itself in an organization when a leader is willing to admit his mistake, when she is willing to stand up for her beliefs, or when he must challenge others. Self-Discipline: People have to know themselves and understand their environments in order to adapt and learn. The most basic defining moment demands that leaders resolve the issue of self-discipline. The higher leaders climb up the corporate ladder the greater their burden of responsibility and their need to reevaluate themselves and their whole self. Dimensions of Follower Performance:- Quality of Work Completing the work accurately, neat, well organized through effective. Documentation:- Fulfilling the documentation requirements and having proper record of files. Safety Consciousness:-Acting with proper safety habits, maintains equipment, corrects unsafe conditions. Coordination Supervision of others:- Guiding and assisting to acquire skills and achieve performance goals and results. Communication Skills:- Articulate in expressing facts, ideas and thoughts with clarity both orally and in writing. Public Contact Service Skills: Honesty , tact, courtesy, awareness of and sesitiviy to customer and co-worker need. Commitment Towards organization Attendance (punctuality):- punctual to work , meetings and from breads; does not abuse leave time. Initiatives:- Self-motivated and makes effort to compete work with minimal supervision. Customer Satisfaction:- Giving full time and paying full attention toward customer in order to satisfy the customers to make them loyal. Productivity Complete the assigned task effectively and efficiently. Efficiency and effectiveness:- Achieving the assigned targets with the given timeframe. Overall Cost Programs:- Delegating the task to junior in order to save time keeping in mind the cost of the task. Budget:- Completion of the tasks within defined budget. Claims: Any Amount, stock or compensation toward third party called lack for adjustment. Dimensions, Elements and Statements of Questions Section 01 Leadership Style Dimensions Elements Statement of Questions Competence Technical Skills I always update my technical knowledge of my organization through peers and my own experience. Cognitive skills I walk the talk, I model the behavior I want from my team. Interpersonal Skills I feel happy to know that my staff is clear about companys goal. Personality Traits I dont scream or lose temper. Intimacy Effective Management I avoid making judgment of premature evaluation of ideas or suggestion. Co-operative Relationship I set down performance standard for each aspect of my staff job. Influencing I provide my staff with opportunities to refresh the skills. Resolving conflict I check staffs work on a regular basis to assess their progress and learning. Passion Enthusiasm I admit when I do not the answer. Hope I provide my staff with opportunities to refresh therir skill. Aspiration I am able to provide negative feedback in a balanced and constructive manner. Integrity Honesty and Trust I keep confidential information very confidentially. Courage I share the credit and ccolades with those who contributed. Self Discipline I am fair and treat all staff members with respect and equal coordination. Section 02 Follower Performance Quality of Work Documentation My team completes documentation and the verified them before entering into new task. Safety Consciousness My team members record and enter data consciously. Coordination Supervisions of others My team adopts internal controls system voluntarily. Communication Skills My team tries to satisfy customers in their language. Public Contact My team member takes active part in public awareness. Commitment Punctuality and Regularity My team members are in office exact according to time schedule. Initiative My team members are self motivated and complete their work with in minimal supervision. Customer Satisfaction My team members dont go for new customer until they satisfy the current one. Productivity Efficiency and Effectiveness my team achieve Targets at their assigned time. Cost Programmes My team members always try to avoid to perform extra cost functions. Budget My team members never go beyond the budgeted expense. Claims My team members are initiatively conscious about claim from others. Chapter 05: Research Design This research is explanatory in nature. In the research the quantitative techniques for data collection has been used. The data was collected in a survey by questionnaire from middle level employees in production department of dairy industry . Our target population is the employees of Dairy Products Companies. We choose Haleeb Foods Ltd, Nestle Milk Pak Ltd and Shakarganj Milk Products. Our sample size is 1000 employees of Production department of all three companies. We conducted the survey from 400 employees from Nestle, 400 employees from Haleeb and 200 employees from Shakarganj Group. For this systematic random sampling techniques of probability method has been used. Data Transformation and Presentation We have tried to measure the Level of Democratic Leadership Style and Follower Performance. It was operationalized with the help of dimensions and elements. We had constructed number of statements on each element with 5 response categories using Likert Scale i.e Strongly agree, agree, undecided, disagree and strongly disagree. We scored each of these items form 1 to 5 depending upon the degree of agreement with the statement. The statements was both positive as well as negative. For positive statement we had scored straight away from 5 to 1 i.e Strongly agree, agree, undecided, disagree and strongly disagree. For the negative statement we have to reverse the score i.e 1 for strongly disagree, 2 for disagree, 3 for undecided, 4 for agree and 5 for strongly agree. Reason being that negative multiplied by a negative becomes positive i.e a negative statement and a person strongly disagree with it implies that he has a positive responsive so we give a score of 5. We have two variable i.e democratic leadership style and follower performance let us say there were 15 statement measuring for different elements and dimensions measuring level of leadership style and 10 statements measuring level of follower performance. when on each statements of commitment the respondent could get minimum score of 1 and maximum score of 5, on 15 statements a respondent could get a minimum score of (15*1 = 15) and Maximum score of (15*5 = 75) and for follower performance minimum score of (10*1 = 10) and maximum score of (10*5 = 50). In this way the score index ranges from 15 to 75 for democratic leadership style and 10 to 50 for level of follower performance. By transforming the score from score index into scale, we had categorized score ranges below 35 is for less democratic, 35 to 55 for moderate democratic and above 55 for highly democratic for leadership style. And for followers performance it was categorized like score ranges below 20 is for unsatisfactory performance, 20 to 35 satisfactory performances and above 35 is for outstanding performance. Univariate table for Democratic leadership style Table1: Democratic leadership style Leadership style Frequency Percent Highly Democratic 550 55 Moderate Democratic 300 30 Less Democratic 150 15 . Total 1000 100 Table 1 consist on three column ie. Leadership Style, Frequency and Percentage points of respondants. In leadership style, we have catorised it in three forms i.e Highly Democratic, Moderate democratic and Less Democratic. In Frequency column, there were 1000 persons sample out of which 550 are highly democratic, 300 are Moderate democratic and 150 shows the response of Less democratic. Univariate table for Follower Performance Table2: Follower Performance Follower Performance Frequency Percent Outstanding 575 57.5 Satisfactory 270 27 Unsatisfactory 155 15.5 Total 1000 100 Table 2 consist on three column ie. Follower performance, Frequency and Percentage points of respondants. In Follower performance, we have catagorised it in three forms i.e Outstanding, satisfactory and unsatisfactory. In Frequency column, there were 1000 persons sample out of which 575 are giving outstanding performance, 270 are giving satisfactory performance and 155 are giving unsatisfactory performance. Bivariate table Table 3: Democratic leadership style and Follower Performance Followe

Are College Students Getting the Grades They Deserve? :: School Education Essays

Are College Students Getting the Grades They Deserve? Students at Boston University complain of grade deflation College students work hard assuming that they will get the grade they deserve but this is not always the case. Caroline Boulanger, a sophomore business administration and management major at Boston University studies hard. In her freshmen economics class, her final grade was based on three exams. She received two "A's" and an "A-" on these exams. However, at the end of the semester, she ended up with a final grade of a "B-." She tried contacting her professor and he has still not gotten back to her, so she assumes her grade was deflated. Boulanger is not the only person who has had this problem as a result of the grading policy of Boston University. â€Å"I’ve heard that getting a 4.0 at this school is about as likely as winning the lottery or getting struck by lightening. It could be considered an act of god,† said Haley Goucher, a freshman premed student at Boston University. If a student does receive a 4.0 at Boston University they are in the minority. In a survey of 100 Boston University students, only 23% received an "A" in any one of their classes and 0% of the students had a GPA of 4.0. Many of these students expressed that this sudden decline of grades made them lose confidence in their work and themselves. â€Å"People who did well in high school have trouble transitioning sometimes. They work hard and they still feel stupid,† said Alex Corhan, a sophomore journalism major at Boston University. There is no formal grading policy at Boston University but the university does give several guidelines for professors to follow. â€Å"Don’t be a grade-inflater! Grades should reflect the distribution of effort and success in the class †¦ If your distribution of grades is skewed toward the high end, it might imply that either an 'A' does not require a high level of achievement in the course or you are demanding too little of your students,† the Boston University College of Arts and Sciences â€Å"Information for Faculty Instructors† states. Not only does Boston University strongly discourage grade inflation, but they evaluate their professors by how high they grade their students. This leads to problems for both professors and students. â€Å"The individual colleges monitor the grade distribution of courses and let instructors know if their grades seem to be considerably higher or lower than the norm. Are College Students Getting the Grades They Deserve? :: School Education Essays Are College Students Getting the Grades They Deserve? Students at Boston University complain of grade deflation College students work hard assuming that they will get the grade they deserve but this is not always the case. Caroline Boulanger, a sophomore business administration and management major at Boston University studies hard. In her freshmen economics class, her final grade was based on three exams. She received two "A's" and an "A-" on these exams. However, at the end of the semester, she ended up with a final grade of a "B-." She tried contacting her professor and he has still not gotten back to her, so she assumes her grade was deflated. Boulanger is not the only person who has had this problem as a result of the grading policy of Boston University. â€Å"I’ve heard that getting a 4.0 at this school is about as likely as winning the lottery or getting struck by lightening. It could be considered an act of god,† said Haley Goucher, a freshman premed student at Boston University. If a student does receive a 4.0 at Boston University they are in the minority. In a survey of 100 Boston University students, only 23% received an "A" in any one of their classes and 0% of the students had a GPA of 4.0. Many of these students expressed that this sudden decline of grades made them lose confidence in their work and themselves. â€Å"People who did well in high school have trouble transitioning sometimes. They work hard and they still feel stupid,† said Alex Corhan, a sophomore journalism major at Boston University. There is no formal grading policy at Boston University but the university does give several guidelines for professors to follow. â€Å"Don’t be a grade-inflater! Grades should reflect the distribution of effort and success in the class †¦ If your distribution of grades is skewed toward the high end, it might imply that either an 'A' does not require a high level of achievement in the course or you are demanding too little of your students,† the Boston University College of Arts and Sciences â€Å"Information for Faculty Instructors† states. Not only does Boston University strongly discourage grade inflation, but they evaluate their professors by how high they grade their students. This leads to problems for both professors and students. â€Å"The individual colleges monitor the grade distribution of courses and let instructors know if their grades seem to be considerably higher or lower than the norm.

Barilla’s manufacturing Essay

Manufacturing: Barilla has 25 plants, including large flour mills, pasta plants, and fresh bread, as well as plants producing specialty products. Raw materials, in the manufacturing process, were transformed to packaged pasta on fully-automated 120 meter long production lines. The plants were specialized by the type of pasta they would produce, with the primary distinction based on the composition of the pasta, e.g. dry or fresh pasta, pasta with or without eggs and spinach. Also, even within the same family of pasta products, individual products were assigned to plants based on the size and shape of the pasta. The manufacturing process at Barilla was very precise, and required tight heat and humidity specifications in the pasta dry process, so as to keep the changeover cost low and quality high. Distribution: Barilla divided its products into â€Å"dry† and â€Å"fresh† product categories and maintained a different distribution system for the two categories. The dry products category includes dry pasta and longer shelf-life bakery products, whereas, the fresh products category includes fresh pasta products (with 21-day shelf life) and fresh bread (with one-day shelf life). Barilla had two central distribution centers (CDC) to which the products shipped from the plants. The fresh products were then purchased from these CDC’s by independent agents who then channeled the products through 70 regional warehouses located throughout Italy. From the CDC’s approximately 65% of the dry products went to the supermarkets, 70% of these (65% of dry products) went to super market chains, whereas, the remaining 30% went to independent super markets. The remaining 35% of dry products were distributed from the CDC’s to Barilla’s internally owned regional warehouses, which then distributed them to small  independent shops – Signora Maria Shops. Dry products destined for supermarket chains were distributed from the CDC to the chain’s own distribution organization, known as Grande Distribuzione (GD). While those destined for independent supermarkets were distributed from the CDC to a distributor known as Distribuzione Organizzata (DO), which acted as a centralized buying organization for a large number of independent supermarkets. The CDCs held a month’s inventory for dry products, and 3 days for fresh products. The GD, DO and the internally owned regional warehouses (for Signora Maria shops) held a two-week supply for Barilla’s dry products. The following figure (Figure 1) shows an illustration of Barilla’s distribution system for dry products: Figure 1: Barillas Distribution Network for Dry Products What is the problem faced by Barilla? What do you think are the factors causing this problem? Barilla’s pasta supply chain suffers from classic bullwhip-effect problem. It has been experiencing large amounts of variability in demand resulting in operational inefficiency and increased manufacturing, inventory, and distribution costs. The underlying factors of the fluctuating demand include Barilla’s sales strategy relying heavily on the use of promotions in the form of price, transportation and volume discounts; sales representatives being rewarded based on the amount of product sold to distributors, which led to sales representatives trying to push product to the distributors during promotions, decreasing the ability to accurately forecast sales; the distributors having full control over their orders leading to gaming behaviors; and the lack of a computer forecasting system at the distributor level. Describe the solution proposed by Brando Vitali. Why do you think this would help alleviate the problem? Brando Vitali suggested the implementation of a Just-In-Time Distribution  (JITD) strategy, which is essentially the Vendor Management Inventory (VMI) strategy. Barilla will be in charge of the channel between the CDCs and the distributor and decide on the timing and size of shipments to its distributors. Thus, unlike traditional supply chains in which distributors place orders and manufacturers try to satisfy these orders as much as possible, in JITD Barillas own logistics organization would specify the appropriate delivery quantities – those that will more effectively meet the end customer’s needs yet would also more evenly distribute the workload on Barilla’s manufacturing and logistics system. If implemented, Barilla can make better delivery decisions and improve its demand forecasts, be more effective in meeting end-customers needs, and more evenly distribute the workload on its manufacturing and logistics systems. Also, the inventory levels at CDCs will a lso be reduced. What conflicts or barriers internal to Barilla does the JITD program create? What causes these conflicts? How should Giorgio Maggiali deal with these internal conflicts? The main resistance internal to Barilla was from the sales and marketing functions, which Barilla, until now, has relied upon for its success. The sales representatives feared reduction in both their responsibilities and bonuses due to a flatted sales level. The marketing people also feared a reduction in responsibilities as trade promotions would be difficult to run with a JITD strategy. There were also concerns about inability to adjust shipments quickly to stock outs, lack of infrastructure to handle JITD, vague cost benefits, and increased competitor shelf space at distributors. I think Maggiali should demonstrate that JITD benefits not just Barilla, but also the distributors. He should run experiments at one or more distributor sites and prove his case. Also, Maggiali should encourage the marketing and sales people to look at the overall benefit to the supply chain. By getting the top management involved, by effectively advocating the benefits for the entire supply chain, and by removing the obstacles of sales incentives and reduced responsibility, Maggiali can effectively deal with this problem and get JITD implemented. How do you think a typical Barilla customer would respond to JITD? Why? How would you convince the customer that the JITD program was worth trying? If you are not able to sway the customer, what alternatives would you suggest to combat some of the difficulties that Barilla’s operating system faces? I think a typical Barilla customer, if explained to properly, should be able to comprehend the benefits associated with JITD for the entire supply chain. I would convince the customer by mentioning the benefits of the JITD in removing the bullwhip effect. I would point out the fact that they would actually be reducing their costs significantly because Barilla would be responsible for monitoring and replenishing their inventories when levels are low. Moreover, the reduced inventory levels would also save them the cost for both inventories and space. If however, I am not able to convince the customers, I will try other modes, in my capability, to effectively respond to the fluctuating demand. For this purposes, I would either reduce the varieties of products being offered which will reduce the need to have so many different inventories and SKU for both customers and Barilla. I could also try implementing the Just-In-Time (lean production) approach for Barillas manufacturing processes – processes which are internal and Barilla has full control over.

useing evidence to inform nurs essays

useing evidence to inform nurs essays Summative assignment using evidence to inform nursing practise The author of this report will attempt to identify an aspect of nursing practise that raised a question in the authors mind, and therefore required further investigation thus enabling validation of certain actions and practises. In so doing, empowering the author to make informed and rational judgements of observed practises and actions and thereby implement newly acquired knowledge focusing on evidence based practise and the benefits to nursing in general, and the development of sound, informed, nursing practises. During the authors last placement, it had been observed that one particular patient, who shall be known as Jane throughout this document, in order to protect patient confidentiality and therefore act in accordance with the Nursing and Midwifery Council (N.M.C.) code of conduct, (NMC, 2000), had after receiving Electro Convulsive Therapy, (E.C.T.), suffered on at least three separate occasions from a sore throat. Jane complained of mild to moderate sore throats, and expressed some difficulties when swallowing for about half an hour after waking up. Jane had been given a laryngeal airway during her treatment, due to her having a fractured septum, leaving her with an inability to breath clearly, if at all, through her nose, but other than this, her treatment was identical to the very next patient, who had oxygen delivered via a standard face mask. After both patients treatments, they were placed in the recovery room and they both fully recovered in a little under half an hour. Upon rec overy Jane asked the author if the discomfort was normal, and the author felt unable to give a clear or fact based opinion in answer. The author determined to allay Janes concerns and wished to contribute to Janes overall after care by helping to reduce any anxiety she may be suffering through worrying about her physical condition. The author may be ab...

The U.S. Intellectual History Essay Sample

The U.S. Intellectual History Essay Sample The American Intellectual History Since 1877 Essay Sample The American Intellectual History Since 1877 Essay Sample American Thought Donald Richard DeLillo is a famous American author; he wrote sixteen novels and many other writings about the problems in the modern life of the American society. At the age of forty-nine, the writer finished his famous book White Noise, which forced the global society to recognize him as one of the famous world’s writers. In 1985, it brought him the National Book Award. Moreover, Don DeLillo became twice a finalist for the Pulitzer Prize for Fiction and won multiple National awards for his literary works. In the novel White Noise, the writer describes a common American family, its life in the modern society and problems, which it has to solve. All thoughts, actions, and deeds of a human being connect the past with the present, but the fear of death makes people commit errors. In the modern epoch, Americans have changed their views on the superheroes; they have to live, fight for life, and survive without any ideological ideals. The problem is what one will leave behind him or her after the death. The novel White Noise is dedicated to the existence of a human being in the modern world and relations between an individual and the society, in which any superhero is a fiction. Thus, the author compares the world to a wagon, in which people as students travel the life. They solve their problems and have different worldviews and interests, but their point of destination is death irrespective of their hopes and desires. Everybody knows it and does not want to die. The fear of death made Babette, the wife of the main character, Professor Jack Gladney, take drugs, which destroyed her psychic health. Professor Gladney gave lessons of Hitler at the university because he believed that the dictator’s theory could save a crowd from the fear of death, â€Å"Crowds came to form a shield†¦ to become a crowd is to keep out death† (DeLillo, 2012, p. 88). Thus, Hitler became his idol, and even one of his colleagues, Murray J. Siskind, wanted to adopt the experience of Gladney f or studying Elvis Presley. In fact, Gladney described Hitler as an ordinary person, who managed to become a strong personality. In the modern life, the American society turned into the nation of consumers having neither leaders nor dictators. As Gladney considered, the society needed a powerful hand for the further development. He said it to his students. At the same time, his kids existed in their world without his direct control. Of course, the man lived in the past in his thoughts and could not see the present. Thus, only his daughter discovered that Babette took drugs. It was a real tragedy for Professor. Both he and his wife, Babette, were afraid of death when they got to know that they could die of a toxic substance of Nyodene Din in the blood. Hazardous environment and illness of the wife brought Gadley to his end. Consequently, he decided to kill a man, who gave drugs to Babette. The crucial moment emerged when Gadley, who was afraid of death, was killing Gray. Fear, rage, evil, and suffering turned the man to a criminal, even though, it was an unsuccessful attempt. In the result, injured Gadley broug ht injured Gray to the hospital. Professor experienced what human beings felt when killing each other. He saw how Gray was dying after his shot. Of course, it was a shock to him. At the same time, Gadley experienced a similar feeling what Gray did when Gray injured him. Of course, the man’s decision to save the life of his victim changed his vision of how an avenger should act. Nevertheless, nobody knew what both men felt being near their ends. The situation mentioned above resembles actions of the United States after the World War II when it gave financial credits to Germany and Japan for rebuilding their economies. Therefore, in the modern epoch, Americans have changed their views on superheroes; they have to live, fight for life, and survive without any ideological ideals. The problem is what one will leave behind him or her after the death. In the novel White Noise, Don DeLillo described the contemporary society of the United States with its problems and happy times on the example of Professor Jack Gadley’s family. While studying Hitler’s ideology, the man could not see all the problems, which emerged in his family. His children lived in their world; his wife became drug addicted, and his life turned into a pointless existence. By committing a crime, Gadley helped his victim. He exercised generosity, which was one of the major features of the American people’s national character. Historical and Intellectual Contexts of the Works of Malcolm X, Martin Luther King, and SDS. â€Å"Letters from a Birmingham Jail† A great American human rights fighter, Martin Luther King, was a leader of the whole Human Rights Movement. His father gave him the best education he could, and in 1955, Martin Luther King got the Ph.D. degree after finishing his education at the Boston University. Being a Christian minister, Martin Luther King supported non-violent relationships between people, which were to be based on love to God and neighbors. Mahatma Gandhi became his favorite teacher. â€Å"Letters from a Birmingham Jail† proved to be a powerful means of gaining human rights for hundreds of thousands of the African Americans. Non-violent actions, as well as ideas of Christian love and brotherhood, have transformed the American society, making it more humane and democratic. In 1963, Martin Luther King was imprisoned in the Birmingham jail for the non-violent demonstration against racism in Birmingham. There, King wrote his immortal â€Å"Letters from a Birmingham Jail,† which made him one of the prominent American politicians. Martin Luther King addressed eight white clergymen for support of the peaceful demonstrations, which in their eyes were â€Å"not peaceful, ethical, or moral solution to the racial problem† (Bass, 2001, p. 25). On the one hand, the clergymen desired peace and harmony in the city, and on the other hand, they did not want to solve any racial problem at all, stating that the African Americans should not raise these questions because it was too early at that time. Martin Luther King understood the strength of the Christian teaching in such disputes. Therefore, he provided examples from the Bible, lives of famous ancient philosophers, and some historical events in order to prove his rightness. As a matter of fact, he put his opponents in a situation, in which they could do nothing but recognize his rightness. Otherwise, they would consider Jesus Christ a criminal. Of course, nobody could make such a conclusion. Moreover, this letter was published in newspapers and magazines and appeared in other mass media. At the same time, Martin Luther King raised a problem of the fair justice in Birmingham. King’s letter disturbed the whole country. It was not a mob of several hundreds of African Americans, once inspired by Malcolm X, but a multimillion population of the United States. Moreover, Martin Luther King considered African Americans an integral part of the American nation, without which the United States would have been a sweet dream of the European colonists. Martin Luther King’s examples and philosophical reasoning of the demonstration were the most convenient evidence of his rightness. As a matter of fact, nobody could charge him with any crime. Contrary, Martin Luther King defended his civil rights and civil rights of all the African Americans, which were violated by the white racists. â€Å"Port Huron Statement† A famous American political activist, director of the Peace and Justice Resource Center, Tom Hayden, wrote SDS’s manifesto. As Tom Hayden (2005) states, â€Å"The Port Huron Statement called for a coalescing of social movements: civil rights, peace, labor, liberals, and students† (p. 14). He supports the leftist movements in creating a radically new democracy in the United States. In fact, Hayden supported the Communists. He became a human rights activist, who organized a powerful anti-war movement in order to withdraw the American troops from Vietnam. His famous work â€Å"Port Huron Statement† was aimed at the improvement of the students’ self-government; it changed the political climate in the United States by rejecting bureaucracy. Non-violent actions have improved democracy in the United States by changing relations between officials and common people. At the same time, the Communist ideas posed a real threat to the whole American civic society becaus e it leads to a totalitarian political regime. Tom Hayden and other fifty-eight radical activists wrote the â€Å"Port Huron Statement† in 1962. At that time, a progressive student movement SDS, Students for a Democratic Society, conducted their actions in order to establish more democratic relations between officials and the society. In the manifesto of the movement, the authors define problems in the country and explain their radical viewpoints, which aim to improve democracy for the sake of the future. At the same time, the authors stated that employing the leftist and Communist viewpoints on internationalism in the American policy could solve the interracial issues in the country. On the other hand, they opposed bureaucracy, stating that it was the main reason for all problems, which the American graduate students faced in their life after finishing their education. Thus, the so-called New Left Movement could protect the students’ human rights opposing racism and the Cold War. Of course, the leftist policy under mined traditional American individualism and certain freedoms of a person. Improving democracy in a student community within an educational establishment was not the same to changing the whole society, as the activists had imagined. The excessive focus on the Communist principles would cause a natural sequence of abolishing the private property, and it would change the whole political system of the United States. The improvement of relations with the Soviet Union in the Cold War would be possible only under the Soviet conditions; consequently, it would mean the defeat of the whole international policy of the United States. â€Å"The Ballot or the Bullet† A famous African American leader, Malcolm X, had a quite different viewpoint on the further development of the Civil Rights Movement. As Foner (2011) states, the man was against the idea of non-violent resistance. He considered the Black Nationalism the only opportunity for the liberation of the African Americans. Malcolm X stated, â€Å"Christianity as a religion designed for slaves and the Negro clergy as the curse of the black man, exploiting him for their own purposes† (as cited in X Haley, 1992, p. xii). In his work â€Å"The Ballot or the Bullet,† Malcolm X appealed to the African Americans to unite around the idea of liberating their communities from the whites irrespective of their religious or political views. Malcolm X did not distinguish capitalism from socialism, but he proclaimed the superiority of his race over the whites. It made him a weak politician. In 1964, Malcolm X wrote his work â€Å"The Ballot or the Bullet† for a speech to be delivered at a Methodist Church of the African American community in Cleveland, Ohio. Being a Muslim, Malcolm X called for the African Americans to defend their rights on running their communities. He wanted to develop the Black Nationalism as the major policy of the Human Rights Movement. At the same time, he rejected any non-violent actions as the whites severely humiliated the African Americans. Thus, he supported racial segregation stating the African race to be supreme over the European one. In his speech â€Å"The Ballot or the Bullet,† Malcolm X (1964) states that the African Americans had to unite in a political bloc while the whites would be divided â€Å"to determine whos going to sit in the White House and whos going to be in the dog house† (X p. 76). Although Malcolm X blamed officials for the degradation of the African American communities, he hoped that fair electio ns would change the situation. At the same time, the activist expected the Government to pass the civil rights acts that would improve the situation. Otherwise, the African Americans had to take weapons for the defense of their rights. Malcolm X’s nationalist policy helped create the African American national communities, develop their culture, educational establishments, enforce ties with the African peoples and countries, and attract attention to the racial problem in the American society. At the same time, he strongly opposed the non-violent struggle and did not understand the difference between political parties. All these issues made him a weaker politician. In 1918, the wide-known American Creed determined that the United States authorities had been established to serve the needs of the whole American nation. The three literary works of SDS leader Tom Hayden, Civil Rights leader Martin Luther King, and the Black Nationalist leader Malcolm X demonstrate how they appealed to the authorities on behalf of their communities with the aim to solve various political problems. They proved the necessity to make decisions for establishing more democratic relations between authorities and their communities. Thus, Tom Hayden and Martin Luther King gained certain success in solving racial and bureaucratic problems, and Malcolm X persuaded the African Americans to unite in their struggle. At the same time, only non-violent political actions can gain success in the country. Any propaganda of armed conflicts and riots leads to terrorism; therefore, it will be considered hostile to the whole nation. As a matter of fact, each political party represents on ly a small part of the society, which does not have any right to kill people for their opposite political views. Only a dialog with authorities can solve all the problems present in the society. Therefore, Martin Luther King remains the most powerful political leader among those three. His work changed the whole opinion of the society and created conditions for a further dialog with the authorities. American Multiculturalism African Americans initiated the Civil Rights Movement, which became a crucial point in the development of the civic society in the first successful republic in the world, which had rich democratic traditions. African Americans enriched American democracy, which made the United States the most powerful country in the world at the end of the twentieth century. It is difficult to overestimate the significance of the African American community as an integral part of the American nation in the past and present times. Moreover, such great intellectuals and political leaders as W. E. B. Du Bois, James Baldwin, Martin Luther King, and Malcolm X made a sufficient contribution to the further development of the real democratic society in the United States. They aimed to turn the country into the world’s leader of the wealthy and happy people, human rights, and liberty. American multiculturalism became a powerful solution to all the problems of inequality, which existed in the society. W. E. B. Du Bois, James Baldwin, Martin Luther King, and Malcolm X were the true leaders of the African American society, who determined the further development of its democracy. They exercised different religions, and W. E. B. Du Bois even was an atheist, but they were united by love to their society and strived to improve the African Americans’ life in the United States. W. E. B. Du Bois occupied a special place in the hierarchy of the most prominent fighters for the human rights. He was the first African American, who earned a doctorate from the Harvard University. In 1909, W. E. B. Du Bois found the National Association for the Advancement of Colored People, which was one of the most significant organizations in protecting the human rights of all people of the non-European race. He considered African Americans an integral part of the American nation and thought that multiculturalism was the most prominent solution for the further development of the American society. James Baldwin, Martin Luther King, and Malcolm X were sons of the Christian preachers, but only Martin Luther King preserved his parents’ faith becoming a Christian clergyman. Of course, Martin Luther King backed multiculturalism of W. E. B. Du Bois. Both leaders supported the idea of developing various cultural traditions in the United States as the parts of a single national American culture. They opposed racial segregation of Malcolm X, who considered African Americans a different nation, which had to exist separately from the whites. Therefore, Martin Luther King criticized Malcolm X for that position. The activist could not support the Communists, but they shared his non-violent actions against racial discrimination. Moreover, he did not approve atheism of W. E. B. Du Bois, who welcomed the ideologies of the Socialists and Communists. Malcolm X was a leader of the Black Nationalists, who denied multiculturalism as a hostile social movement. He hated the whites because he considered that they only committed crimes, humiliated, and killed African Americans, and spread sins like devils. As Malcolm X stated, he â€Å"refused to see the impossibility of the white man conceding secession from the United States; at this stage in his career he contended it was the only solution† (X Haley, 1992, p. xii). He believed that the African Americans could develop own culture, community, science, and economy with the separation from the United States. At the same time, Malcolm X could not distinguish socialism from capitalism, and when he was asked to tell his opinion about socialism, he wanted to know whether it will bring any benefit to the African Americans. He claimed that the African Americans should return to any independent African country, and this idea was supported by many of his adepts. In the result, many Afric ans left the United States for Africa with the help of some special funds, established for this purpose. At the same time, Malcolm X improved the cultural, educational, and political development of the African Americans. Of course, he made many mistakes in the struggle against the white racism, and he recognized it. In the course of time, Malcolm X could have come close to Martin Luther King if they both had not been killed. James Baldwin began his career as a Christian priest but converted to Islam. He was a famous American author, who cooperated with many newspapers. James Baldwin was a real pattern of how an African American’s literary activity became a part of the National culture. He gained worldwide recognition for his works The Fire Next Time, No Name in the Street, and The Devil Finds Work. James Baldwin shared the views of both Martin Luther King and Malcolm X. He understood the whole racial problem of the American society and also supported the sexual minority movement for its human rights. James Baldwin had influenced Martin Luther King for some time, but finally, King refused to maintain relations with Baldwin. Of course, James Baldwin claimed multiculturalism to be a major means of solving racial problems, but he appreciated Malcolm X in the establishment and development of the native African American traditions and customs. American multiculturalism could exist only with the activities of such political leaders as W. E. B. Du Bois, who had developed this theory, Martin Luther King, who had proved that African Americans were an integral part of the American nation, and James Baldwin, whose literary works became a part of the American National culture. Malcolm X rejected multiculturalism but encouraged the development of the native African American culture, which took its significant place in the whole multicultural life of the United States. Therefore, all of them made their great contribution to the development of the American civil society in spite of their different political views, religions, and beliefs in the future life of the African American society.

Use of simulated learning in Radiology. Current state of affair Article

Use of simulated learning in Radiology. Current state of affair - Article Example Simulator models are effective in environments that are risk-free in training skills. The models also help to improve the safety of the patients in radiology training. The Board of surgery in America has made it mandatory for surgeon trainees to undergo a simulation test before taking the summative examination. It will become an essential tool for medical practitioners just as it is for pilots (Levine, 2013: Collins, & Stern, 2008). Researchers are looking for ways of integrating technology and knowledge from areas like surgery and anesthesia to the field of radiology. Paige argues that many programmes of teaching prefer having residents to learn with simulators for time maximization with patients. Simulation aids residents in developing confidence when it comes to dealing with infrequent events that are critical. Simulation can be well merged with interventional radiology (IR) given that IR is procedural (Pasler, 1992: Patel & Joseph, 2012: Bessemer & Myers, 1998). After internalizing basic skills like tying knots, residents can advance to use of virtual reality machines which stimulate procedures like selective arterial catheterization. Embolism is one of the events that can arise and it can be dealt with through simulation. Training by simulation has performed a major role in reliability and performance improvement in radiology and medical organizations by reduction of human factors. Simulation focuses on decision making, training of clinical teams, safety of patients and management of errors. The training of teams is viewed in a multi-disciplinary way. It should be able to respond to the changing radiology environment. Advancements in teamwork have resulted to high job satisfaction, high efficiency, increased productivity and safer ways of patient care. Simulation, when integrated in radiology programmes helps to train and acts as a remedy to limited

RNCOA Mission Essay Example | Topics and Well Written Essays - 250 words - 1

RNCOA Mission - Essay Example Academy staff, faculty members, and Small Group Leaders are effective in managing, leading and changing our Signal students to adapt to an ever-changing technological world. Our highly educated and motivated Small Group Leaders, who embody the warrior ethos, must be confident, competent decision makers, prudent risk takers, effective communicators, innovative, adaptive, professionally educated, and dedicated to the life-long learning process of our Signal ALC/SLC students. The Signal Noncommissioned Officer Academy staff and faculty must be equipped with the technical adeptness to employ modern computer systems and training to World Class proficiency, capable of strategic responsiveness, and the ability to dominate various technologies across the full spectrum of operations. To Fulfill our Mission†¦Ã¢â‚¬ ¦We are committed to a strong and comprehensive World Class educational program and learning environment which enhances self-esteem provides and develops positive community role models, optimize each Signal NCO’s potential, develops a lifelong love of learning, builds personal responsibility, and accentuates individual respect. Fundamental to our Mission†¦Ã¢â‚¬ ¦Is a commitment to the of a competent and caring Academy staff, teamwork, shared leadership, effective management of resources, and a safe and orderly learning environment for our Signal NCOs. We pride ourselves on our dedication to our students, their families, our community, our professions, each other, and to continuous learning.