Leadership and Qualities Essay

As an organization that needs to develop, SPAR s Applied System Group (ASG) faces a couple of outer and inward constrains encouraging the organization to change so as to adjust to the new business condition. Fights Applied Systems customer base fundamentally comprises of government-based organization, from Canadas Department of National Defense to U.Ss Navy and Coast Guard. Anyway because of contracting spending plans in the barrier division of government-based organization, SPARs Applied Systems faces the outside weights of less deals because of lower requested from its significant customers. Alongside decline request ASG likewise faces the issue of its legacy programs approaching rivalry, 70% of its incomes will be gone once these undertakings are finished. ASG likewise have the strategy of cost in addition to when chipping away at government ventures, which implied if the task was postponed or went over financial plan ASG would need to eat the expense. Another outside weight that is constraining ASG to change is the organization is innovation concentrate instead of client center, with the expanding rivalries in the market ASG is sick get ready for the outer weight of developing seriousness in their field. A significant inner weight ASG is encountering has to do with their representatives, in spite of the fact that ASGs workers are the most gifted in their field, the organization itself didn't have the foggiest idea how to best direct their vitality. The representatives were happy with working in their present condition, which means costs are not viably dispensed. With declining income it is basic for the board to change the way of life all together for the organization to be increasingly gainful. Alongside the agreement of cost in addition to it turns out to be certain that ASG needs to allot their cost proficiently so as to produce benefit. Taking everything into account none of this can be accomplished without Stephen Miller. What Makes Stephen extraordinary pioneers, when Stephen confronted various difficulties when he took on the job as the General Manager at ASG.? The issues that he confronted were very hard to fathom with a solitary arrangement, rather there were various other o ptions. The best test we accept that he confronted was that ASG was rivalry in a diminishing business sector, which was Government aeronautics and resistance industry. Greater part of the companys incomes originated from government gets that were prospective completion. The whole government spending towards resistance and space aeronautics was diminishing and ASG needed to make the change towards more purchaser based. With respect to that solitary issue, Stephen confronted a great deal of inward and outside weights. Stephen needed to change the corporate culture from concentrating on being innovation headed to client based. There were two sort of initiative that we think Stephen utilized as the GM. First it was situational initiative since, that authority is made out of both a mandate and a strong measurement, and each must be applied properly in a given circumstance. He effectively looked out the best and the most experienced applicants in their field of work or strength. Stephen at that point would manage them with both the mandate and strong measurements until they were really acceptable what they accomplished for ASG. The subsequent initiative was the Path objective hypothesis, the explanation I saw that is on the grounds that hypothesis is about how pioneers propel subordinates to achieve assigned objectives. The motivation behind why I state that is on the grounds that, the organization was moving toward another path, and Stephen was attempting to cultivate another corporate culture. He was having a go at cultivating cooperation, opening correspondence channels and recognizing extraordinary execution from people. Stephen persuaded his partners to put stock in the new way that was set by first concentrating on the workers. Likewise Stephen was a change chief he utilized the Inspirational Motivation strategy which encouraged camaraderie, inspiration and give significance and challenge to his associates. The test that ASG confronted, Stephen made ea ch accept that was their own concern. In conclusion how could he defeat the group initiative issue? Well what Stephen has particular duty regarding running a custom that will enable the gathering to achieve viability. Well group administration joins both inner and outer circumstances. Stephen did that pick which techniques would benefits his organization the most. Extraordinary compared to other choice Stephen did was employ Ana Solari, yet what were her difficulties. Å"Anna Solari with an encounter of 10-years, filled in as Human Resources Consultant for two Different business high innovation firms  (Rowe, 244). She is generally new to Spar Applied framework and her new position as a chief is to make Å"departmental vision and methodology for 2000  (Rowe, 241). She started her work by social affair information from a populace of 341 representatives and named it Å"Baseline Audit . She was energized with the test that settled organization needs to concentrate more on financially situated aeronautics clients than governm ent clients. The Baseline Audit acquaints a few difficulties with Anna and these are: Anna finds that ASG utilitarian offices works in confinement and Å"upper the board wanteda structure composed by process that worked in coordinated groups made for explicit contracts (Rowe, 245), So ASG improves its piece of the pie by giving items on schedule. Besides, Anna portrays the corporate culture as Å"When I strolled into was a conventional, progressive association with four or five layers of management.  (Rowe, 245) that she accept significant obstacle in correspondence between upper administration and general specialists. Thus, responsibility can't be overseen appropriately on the grounds that it rests with the individuals who had the Å"manager  title. Anna was shock to realize that work place appearance was negative Å"such as the shade of the paint on the dividers, helpless ventilation, and inquiries regarding wellbeing and security principles from workers.  (Rowe, 245) she thought about how the organization will dispense with the following endeavor of unionization, if the board couldnt propel representatives. Enlistment and preparing is another region, where she feels ASG should investigate so new thoughts and execution can be improved. As she said Å"they broke out of the form a smidgen when they recruited me.  (Rowe, 246) Since Applied System Group is innovation base office, in this way, it favors employing from inside in light of the fact that they accept experience is far superior to new alumni. It likewise restrains the association of Human Resource office that ensure whether the specialist is fit for new job. Moreover, if a representative needs basic preparing which isn't accessible inside the association then ASG sends the specialist outside to junior college. This training shows that division doesnt have enough specialized staff or mastery that trains workers. With respect to the new heading of ASG under Stephen Miller, what changes were required? From our investigation, Stephen Miller established that ASG couldn't contend in the business commercial center. ASG items were showcased for government and military customer and bombed the capacity to meet the prerequisite of new clients. Under the course of Stephen mill operator, the progressions that were required in the HR office were (1) significantly change the ASG culture from innovation headed to advertise driven, (2) make feasible for the division to get more cash-flow for at any rate a half year straight, (3) Design a worldwide long haul technique as opposed to momentary system to help ASG to make a culture that will permit more collaboration and open correspondence to increment both the adaptability and execution of the association Anna plainly best drew closer to lead her HR office easily is utilizing the transformational change structure. It includes a whole reexamining of how the organization is organized and overseen, and underline at taking out the helpless administration aptitudes to forestall the following unionization. In such change, rather than complying with methods and practices, the organization needs to rebuild and rethinks its practices and arrangements. Anna experienced culture at ASG was very conventional where serious issue experienced in correspondence between upper administration and general representatives, value, conduct shifts, additional time arrangements and wiped out leave, helpless working condition and little up close and personal correspondence are the primary obstacle for HR office run easily. Anna best drew closer to slacken up the organization circumstance is by utilizing the transformational change structure to rebuild and rethinks its practices and approaches.

Body Temperature and Time of Death Essays

Internal heat level and Time of Death Essays Internal heat level and Time of Death Paper Internal heat level and Time of Death Paper D. J. ,1995). As per Evans (2007), for reasons for deciding the hour of death with the utilization of rectal temperature, the accompanying recipe is generally used: Normal temp (37? ) †rectal temp. 1. 5 = approx. no. of hours since death Given a perusing of the internal heat level of the expired and the prior recipe, it at that point turns out to be simple for agents to gauge the time at which the passing of the casualty happened. It must be noted, nonetheless, that despite the fact that the internal heat level of the dead body might be a guide to the assurance of time of death, there are different components that should be considered as said elements can realize an adjustment in the internal heat level of the expired. One such factor which may influence the internal heat level of the perished is the climate. It is imperative to observe the overall climate at the time the inert body was found. The cooling rate is influenced by the temperature of the air as the cooling procedure will be quicker on cold and breezy days (Nickell and Fischer, 1999). Winds and dry spells influence internal heat level by expanding convection and conduction from the surface and by dissipating dampness. Remembering this, bodies will be for the most part cooling quicker vulnerable and breezy days in. Day off, and the degree of stickiness will in like manner influence the internal heat level of the expired. Aside from the climate, the body itself ought to be analyzed, particularly with regards to its size, as similar influences the internal heat level. Sufficiently genuine, the fat proportion of the dead body will enormously influence the internal heat level. A few creators guarantee that in corpulent people, fat in the body goes about as a cover, yet for handy purposes, weight, regardless of whether from bulk or fat tissue, are considered as significant components (Rowlinson, 2000). Another thought of significance is the measure of subcutaneous fat on the body (Nickell and Fischer, 1999) as fat is one of the materials in our body that makes and keeps the body warm. In this manner, after death, fat gets one of the snags to the cooling procedure of the dead body. It is in like manner essential to take note of that the dress utilized by the casualty may in like manner influence the perusing of the internal heat level. Normally, apparel, or a scarcity in that department, produces incredible contrast to cooling rates. (Henssge, Knight, Madea, and Nokes, 1995). The thicker body wear utilized by the perished, the harder for the body to cool. The manner in which the expired body is dressed is genuinely an imporant factor as substantial apparel will normally impede the way toward cooling (Nickell and Fischer, 1999). In such manner, it is significant that different covers, for example, bedclothes, different textures or even trash or another contiguous body covering the perished body additionally assume a significant job for changing the cooling procedure of the body. It is propelled that the utilization of internal heat level is profitable for reasons for deciding the hour of death. This is because of the way that accessible information, for example, the temperature of the expired body might be used to evaluate the hour of death without falling back on other data. In such manner, the specialists are being allowed to build up in any event one data encompassing said demise which may in the end lead to illuminating any secret including the passing which occurred. With a straightforward taking of the internal heat level, the specialists are now ready to assess the hour of death and afterward lead further examination with said data. This strategy is in like manner worthwhile and advantageous, as the taking of the temperature of the body of the expired is in like manner a simple procedure which can be embraced just using thermometers. It is through this that internal heat level is considered as one such significant device in helping specialists in deciding the inexact time inside which the demise may have happened. In spite of the previous, be that as it may, it must be noticed that the utilization of internal heat level in deciding the rough time of death has its own disservices. As referenced over, the equivalent can't be considered as completely exact as different variables would need to be observed and assessed, for example, the climate, size of the body and the attire or different materials covering the body. Whenever said factors are not observed appropriately, it can't be said that a legitimate perusing of the internal heat level might be had. Thus, there can be no such right estimation of the hour of death. It is additionally best in class that in spite of the fact that the taking of the temperature of the expired body is generally simple, the equivalent can in like manner be considered as intrusive of the dead body as when the temperature is to be taken through the liver. As referenced above, if temperature is to be taken through the liver, there is as yet a need to cut an opening into the body of the perished. It is along these lines propelled that in utilizing this strategy for deciding or assessing the hour of death, agents should take into mind the various points of interest and burdens of said technique for motivations behind assessing which technique will be utilized for reasons for setting up the time at which the demise happened. REFERENCE Evans, C. , (2007). The Casebook of Forensic Detection: How Science Solved 100 of the World’s Most Baffling Crimes. New York: Berkley Books. Geberth, V. , (1996). Functional Homicide Investigation: Tactics, Procedures, And Forensic Techniques. Florida: CRC Press LLC. Henssge, C. , Knight, B. , Madea, B. furthermore, Nokes, L. , (1995). The Estimation of the Time Since Death in the Early Postmortem Period. London: Arnold. Jackson, A. R. W. what's more, Jackson, J. M. , (2004). Scientific Science. Essex: Pearson Education Limited. Lyle, D. , (2004). Measurable For Dummies. Hoboken: Wiley Publishing. Nickell, J. furthermore, Fischer, J. F. , (1999). Wrongdoing Scenice: Method of Forensic Detection. Kentucky: The University Press of Kentucky. Pounder ,D. J. ,(1995). Recovered April 10, 2009 from dundee. air conditioning. uk/forensicmedicine/notes/timedeath. pdf Rowlinson,J. ,(2000) . Recovered April 12, 2009 from exploreforensics. co. uk/evaluating the-hour of-death. html

Overview of Life Expectancy

Outline of Life Expectancy Future from birth is a habitually used and dissected segment of segment information for the nations of the world. It speaks to the normal life expectancy of an infant and is a pointer of the general soundness of a nation. Future can fall because of issues like starvation, war, illness and unexpected frailty. Enhancements in wellbeing and government assistance increment future. The higher the future, the better shape a nation is in. As should be obvious from the guide, progressively created areas of the world for the most part have higher futures (green) than less created locales with lower futures (red). The territorial variety is very emotional. Be that as it may, a few nations like Saudi Arabia have exceptionally high GNP per capita yet dont have high futures. On the other hand, there are nations like China and Cuba that have low GNP per capita have sensibly high futures. Future rose quickly in the twentieth century because of enhancements in general wellbeing, nourishment and medication. Its possible that future of the most evolved nations will gradually progress and afterward arrive at a top in the scope of the mid-80s in age. At present, microstates Andorra, San Marino, and Singapore alongside Japan have the universes most noteworthy futures (83.5, 82.1, 81.6 and 81.15, individually). Tragically, AIDS has caused significant damage in Africa, Asia and even Latin America by decreasing future in 34 distinct nations (26 of them in Africa). Africa is home to the universes most reduced futures with Swaziland (33.2 years), Botswana (33.9 years) and Lesotho (34.5 years) balancing the base. Somewhere in the range of 1998 and 2000, 44 distinct nations had a difference in two years or a greater amount of their futures from birth and 23 nations expanded in future while 21 nations had a drop. Sex Differences Ladies quite often have higher futures than men. At present, the overall future for all individuals is 64.3 years however for guys its 62.7 years and for females future is 66 years, a distinction of over three years. The sex contrast ranges from four to six years in North America and Europe to over 13 years among people in Russia. The explanations behind the contrast among male and female future are not completely comprehended. While a few researchers contend that ladies are organically better than men and in this way live more, others contend that men are utilized in progressively perilous occupations (manufacturing plants, military help, and so forth). In addition, men by and large drive, smoke and drink more than ladies - men are considerably more regularly killed. Memorable Life Expectancy During the Roman Empire, Romans had a surmised future of 22 to 25 years. In 1900, the world future was roughly 30 years and in 1985 it was around 62 years, only two years shy of todays future. Maturing Future changes as one gets more established. When a youngster arrives at their first year, their odds of living longer increment. When recently adulthood, ones odds of endurance to extremely mature age are very acceptable. For instance, despite the fact that the future from birth for all individuals in the United States is 77.7 years, the individuals who live to age 65 will have a normal of very nearly 18 extra years left to live, making their future just about 83 years.

Job Specification Project Manager Business Essay - Free Essay Example

The documentation consist of four sections which elaborates information on recruitment function, selection function, leadership, management, team work, conflict management and performance evaluation of an organization. At certain levels, each of these aspects is being applied to the context of a social enterprise organization where I was considered as the Managing director. Proper conclusions as justifications are drawn in further explaining the impact of such aspects on the business itself. Further justifying, recruitment and selection processes will be explained with supporting documentations processed by the human resource department at the point of recruitment and identify the role of managing director in the process of selection and considerations to the selection process and their implications. Also, it differentiates between leadership and management where different leadership styles are being further explained with examples and explains ways in which the social enterprise organization motivates its employees. Furthermore, it will assess team work and conflict management deployed in the social enterprise organization. Finally, a study of performance management will be presented which explain importance and different approaches of performance management and planning conducting process on a performance evaluation in an organization. Also, it further explains ways in which the effectiveness of process of performance evaluation can be done. 02. Task One: Recruitment Selection 2.1 Requirement for Recruitment As the activity involves in fund raising to support the project Enlightening the Young Minds it is required to recruit a team of members who have the passion of working for the well being of both people and the environment. In organizing fundraising activities, the organization first needs a committee which must consist of; Project Manager: Is the person who takes control of overall responsibilities of the project planning, execution and progress. Marketing Executive : Is the body that is responsible in bringing the fundraising activities to the concern of the general public through promotions, advertising and other innovative campaigns. Treasurer: Is qualified person who is in charge of handling in flow and out flow of finance of the fundraising project. Team Members: Are those active players of the project who execute instructions of the project manager. They involve in real time activities of the project by performing instructions. 2.2 Job Specification- Project Manager A job specification consists of all those requirements such as education qualifications, training experience, personal attributes etc that a person must meet in performing a job in meeting its responsibilities and requirements. The following shows a job specification of a project manager. (Refer Appendix 1 for the Job Specification) 2.3 Job Description- Project Manager (Refer Appendix 2 for the Job Description) 2.4 Recruitment Approach Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. The basic purpose of recruitment is to create a talent pool of candidates by bringing the vacancy to the concern of the public through a certain media. 2.4.1 Attracting Applicants Sourcing employees can take place both internally and externally to the organization. Internal Sourcing Vacancies advertised internally only ensure that staff within the company is provided with the opportunity to move into different areas or provide opportunities for promotion. The internal sourcing could be done with use of placement tests task assignments where it will be made easy to choose the best suited person out of the rest. The vacancy could be brought up to everyones concern through e- mail notifications as a cost effective mode of communication. Internal sourcing is more preferred to a social enterprise organization as this because the existing employees have a complete knowledge of current business operations which will make the change easy to adapt. External Sourcing Newspaper advertising is the first preference for advertising externally. This is due the mass consumption of news papers on daily basis island wide. Newspapers have the capability of d elivering information in detail to people of any status in any location. Though newspaper advertising is expensive due to demanding nature, its capabilities in reaching the public effectively and efficiently is more valued. Recruitment agencies can be considered as the second recruitment medium because such agencies maintain databases of available entrepreneurs who could satisfy the organization recruitment needs. This is a more reliable medium due to its mass availability of pre- identified persons. Employee Reference is the third recruitment medium preferred. It can be done in both Narrow scale and wide scale. Narrow scale is where the employees within the organization could suggest people from their friends and family who are assumed to be fitting in to the vacancy. Wide scale is where people who are well experienced maintaining a better reputation in the industry could be employed. In terms of fund raising projects, it is wise for the organization to follow the wide sc ale for better reliability. 2.5 Selection Approach Selection is the process of differentiating between applicants in order to identify those with higher likelihood of success in a job. Following shows the selection process that can be followed in recruiting. Steps in selection process (Step 01) Short Listing: The process of sorting applications received is by eliminating unsuitable applications (insufficient qualifications etc). Only screened applicants will be considered further. (Step 02) Selection Test: This method is used as the organization cant call all applicants for an interview and need to give equal opportunity to applicants to be considered. Selection test gives information about a candidates aptitude, interest, personality etc. (Step 03) Interview: Interview is the final stage of the selection process. Interview is a formal face to face communication where the board of directors and the management can further analyze and asses the chose applicants before recruitment. This is crucial as the organization get s the chance to question the applicant based on mass aspects. 2.6 Contribution to the Selection Process As the managing director (leader) of the organization, I have control over different aspects of the selection process as follows; 2.6.1 Selecting the interviewing panel As every managerial employee reports to its leader, I have a better understanding about their values and job roles. Therefore, in selecting the interview panel, I have my authority to appoint those individuals who has the best knowledge relevance to the subject on which applicants are being screened. Better the interview panel, better the final selection. 2.6.2 As a Selector As the leader, I inherit a better understanding about what is expected out of employees. Therefore, I can also perform duties as a selector where I will select applicants personally upon my knowledge and experience. 2.6.3 Estimating Requirement Criteria As I have a better and thorough understanding about organization objectives and goals, I can contribute to the selection process by estimating the criteria which the applicants must meet in satisfying the job vacancy requirements as it has a direct impact of achieving organizational objectives. 2.6.4 Internal Recruitment As all department heads report to their leader, I have a better knowledge about people who are working in my organization. Therefore, in terms of internal recruitment, I can corporate to the HR decisions by suggesting a number of internal candidates who have complete capabilities in meeting the vacant job tasks. 2.7 Legal, Regulatory Ethical Consideration In term of creating and HR policy for recruiting new staff and filling out vacancy there areÂÂ  legal, regulatory and ethical considerations that need to take account. The disability Discrimination law Organization is not allowed to discriminate applicants against their disability. If that person is capable of doing the job regardless they are disable the organization are not allowed to disqualify them as long as it will not disturbing the company operation. For example people that are blind are capable to answering and taking order through phone but they are not inconvenience to deliver the orders as it will slow the business down. Diversity and Employment Organizations are not allowed to eliminate applicants for their gender or race and must able to prevent discrimination and support diversity. Race and gender should not be use to dismiss someone as long as they capable to perform the job tasks successfully. 03. Task Two: Leadership Management 3.1 What is Leadership? Leadership is an intangible quality which is difficult to just explain. Not every human is born to excel at leadership. One must study and practice leadership in its state of art in becoming successful at it. And the leader is a person who executes leadership. Simply explaining leadership, it is the action/ process of guiding people towards achieving a common set of goals. In becoming successful at leadership, there are different skills and attributed that one must meet. 3.2 Skills Attributes of a Leader In becoming an effective leader, there are certain skills and attributes that one must excel. Skills are those competencies that are used in achieving effective performance. And Attributes are those qualities which brings a person to become a leader. Following explains few skills and attributes as such in detail. Skillfully motivate It is said that the greatest human need is the sense of appreciation. As a leader, it is most essential to know the knowhow of complimenting team members. If the team is never complemented on their actions, team members will lose their interest in work as they do not feel valued. By the little compliment and praise, it will encourage their motivation to work as they feel noticed and valued. Therefore, a leader must be keen on skillfully motivating people. In my scenario, motivation is a critical skill as the organization is a social enterprise where it requires its employees to be motivated to adapt and maintain its passion to work for people a s it is not born with much people. Also, by being a skillful motivator, I will be able to achieve my organization goals effectively and efficiently by encouraging productivity. Coaching expectations A leader is always a coach. A coach is that who brings expectations to the concern of its fellow members. By coaching, it helps to make team members understand what work they do, how to do and why they do it. It is a quality that a leader must meet in leadership because a leader plays a key role in setting direction to achieve organization mission and vision. As a leader, it is highly useful for me to coach organization expectations to my team players as it will give a clear idea about what they are working for. Also, by knowing the scope of the business, I will be able to use critical thinking of my employees in generating innovative strategies in achieving them which will save time and efforts. Recruit the best Hiring suitable people for suitable positions is important as i t assure accurate performance, reduce errors and minimize risks. Since the organization is differed from a usual manufacturing organization, hiring people for a social enterprise organization needs to be done carefully as the availability of suitable people are in short. Also, as the business is yet at its early development, I will not be able to recruit people in large scale due to financial difficulties. Therefore, as a leader, recruitment needs to be done precisely where the right selection will help to improve organization performance despite of the number of employees for contribution. Become a great example As children look up to their parents as examples, team members look up to their leader as an example. It is most needed for a leader to be fair and not favor any member in special on any circumstance. Also, in becoming an example, a leader must know every knowhow of the work performed as at any issue. As a leader, it is most important for me to be an example to my tea m mates as they must have a practical model to study and follow rather than going by the book. In that way, it helps to improve my employee analytical skills and critical thinking which can be used positively for business performance. Practice good communication skills Communication skills are very important at any working environment as people need to properly understand what is being communicated. It is a skill that a leader must develop in maintaining a smooth business flow. As a leader of a social enterprise organization, communication skills help me to deliver information instructions to my team mates in getting things done. Right Attitude As a leader, developing the right attitude is very important as the leaders attitude represents the organization and sets attitude on its employees. Therefore, a leader must always develop the right attitude to suit the business. As a social enterprise organization, my attitude must represent empathy, care, attention, concern and wellbeing by which the business will be able to attract more investors in to the business in aiding our future projects as we deliver the right attitude. 3.3 Leadership Management It is most common to confuse management over leadership. Leadership is leading people towards achieving goals and management means obeying standard processes in achieving goals. But it is the best to always merge leadership with management at organizations. Following explains the differences between how leadership and management as two entities operates. Management administrate, Leadership innovate: management is more strategic which governs the execution on certain standards where leadership finds new ways in achieving its goals. Management is a copy, Leadership is original: It can also be said as that management is a result of leadership. As said before, leadership innovate strategies where lately, those innovations are set to be standards and followed by management. Management maintains, Leadership develops: management involves in maintaining the balance of standardized processes where leadership gather ideas and develop strategies in creating balance. Management relies on control, Leadership inspires trust: As it is said that management is strategic, it always control the situation in order to maintain the standards where leadership inspires trust and make things work by learning from mistakes. Management does things right, Leadership does the right thing: Management makes sure that it executes the correct pre set strategy in achieving goals where as leadership concern doing whatever the right measure it takes to achieve the goal by thinking out of the box. As it is said above, management and leadership must always go in line with each other which is why I have decided to adapt both management and leadership roles in the organization. With leadership, I always generate new, innovative more effective solutions by motivating and inspiring talents that are hidden within my employees. Since these new innovations takes time to produce results and estimations, management roles are being executed in carrying on day-to-day business processes. Once new strategies are estimated, old management techniques will be replaced by new leadership findings where then onwards, management becomes a result of leadership. Therefore, without the integration of both leadership and management roles, it is merely impossible to attain success in business. 3.4 Leadership Styles WHAT IS ADAPTED WITH IN YOU!!! 3.5 Motivational Measures Motivation is a critical factor to be treated in any working environment. With motivation, it can always drive an organization towards its supreme success or pull it down to a miserable failure. There are many factors influencing motivation of employees in an organization. Basically, employee motivation factors can be clustered into two forms such as financial motivation and non- financial motivation. Following further explains financial and non- financial motivation factors. 3.5.1 Financial Factors Bonuses: Bonuses are given on set frequencies where the management decides on paying its employees an extra amount of money beside the usual salary as a compliment for their efforts contributed. Taking bonuses in to consideration, on Sinhala New Year and Christmas seasons, every employee is given with a bonus of 3 months salary along with the usual monthly pay in my organization. Annual Increments: Annual increments are those monetary increments of the basic salary done at the end of annual performance evaluation. At my organization, a 12% salary is increased at the point where an employee reflects satisfactory performance evaluation results annually. Allowances: Incentives is the money paid by an organization in helping its employees with their expenses. It can also be called as an allowance which is commonly allowed for traveling food expenses. Employees at my organization are provided with allowance of 3500 Rs. per month for travelling. Overtime: Overtime payments are paid as a measure of motivating employees to work more on overtime basis in improving productivity. It is the payment made of every hour that an employee works beside the estimated working hours in the employment contract. In case of the organization, every employee who works of OT basis is paid 100 rs. Per hour rate for every extra hour worked. 3.5.2 Non- Financial Factors Working environment: When the workplace environment is healthy, secure and conflict free, employees find it is interesting to work where it enhances the employee motivation towards work due to risk and stress free environment. Taking this in to consideration, my organization is equipped with state of are furnishing with 100% hygienic atmosphere where it has influenced employees to be interested in attending work every day. And due to proper conflict management system, there less conflicts occurred and maintains a smooth business life. Welfare Services: As organization, it is common to see employee welfare services provided in enriching their lives such as free medical campaigns, annual trips etc. These welfare services have been effective compliment services where employees feel that they are being taken care of by the organization. This sense of valuation increases employee motivation towards work they perform. In my organization, the management organizes a health clinic for i ts entire working staff and their family members once in every 3 months and an annual trip sponsored by the company annually. This has helped to retain the employees satisfied and motivated. Promotions: In all of non- financial motivation factors, job promotions play a leading role where most employees are motivated to work when they are promoted to a better position with added benefits. In the organization, promotions are made use of in projects work where it has immensely motivated the individual to perform better. Also, the fellow members are equally motivated to work to get promoted the next. Empowerment: By giving authority of making decisions to employees, they feel that they are an essential entity to the organization. This has work wonders in building employee motivation. At my organization, it has a more de- centralized decision making procedure where employees are given a fair authority over decision making where it has clearly created motivation among employees b ecause it has made them feel essential to the organization. 04. Task 03: Tam Work Conflict Management 4.1 Team Work In any organization, it is common to encounter a collection of people working together on mutual tasks. This is known as team work. Team is a collection of people who has mutually agreed to work with each other in achieving a set of mutually set goals. Team work is more encouraged at work due to its various benefits over individual working. As it always says, two hands are always better than one. 4.2 Team Work Benefits In considering team work, there are many highly beneficial facts enjoyed by organizations. Following explains a few of those benefit enjoyed by our organization. Better decision making With many people involved in the decision making process of teams, different and innovative decision ideas will be suggested by different members where the best suited decision for the situation can be selected. This way it reduces the risk of error occurrence when compared to individual decision making. Considering team working and decision making within our organization, it has been highly effective where with use of decision pooling, it has been able to generate new and more innovative decision ideas in cases such as establishing new and effective fund raising campaigns in aid of projects etc. Increase productivity When many hands are involved in a particular task, the task can be performed faster which increases both employee and organization productivity. In case of our organization , team work has helped in increasing productivity in situations such as human welfare projects where organizing responsibilities of such projects are being clustered among team members and performed which helps the organization to conclude the project on time while meeting all necessary criteria as planned. Build motivation When people are cross contributing at work, it is more interesting and motivating to work rather than working by self. Individual working carries the fear of boredom where team work completely revokes it by making multiple people pool in to a single task. Even in case of doubts and issue, the group as a team can collaborate and come up with solutions which make work more interesting. In case of our organization, it requires employees to be motivated to work for people where by team work; it helps to build integrity and motivation to work. Increase accuracy When many people are collaborating to perform a single task, the accuracy of work performed is h igh and guaranteed because the work gets over looked by many eyes and the slightest mistake can be spotted at any instance. This is a great benefit to our organization in terms of tasks performed with numbers; finance accounting. When multiple members are working as a team on preparing accounts and budgets, it is easier to spot any mistake made and corrected which will help the organization to maintain accurate account entries in estimating organization accountability. 4.3 Conflicts at Work Conflicts can be defined as behavior intended to obstruct the achievement of some other persons goals. The existence of conflict in organizations might be considered inevitable or unnatural depending on each others viewpoints. There are many different forms of conflicts occurred at work due to by many different causes. Following are a few causes which has the highest tendency to create conflicts at work. Differences in the objectives of different individuals: people are different from one to another. So as their thoughts, goals, attitudes etc. Therefore, it is more common for conflicts to arise when one deny agreeing with anothers opinion/ suggestions etc at work. Scarcity of resources: Conflicts due to lack or sharing resources is common in any developing stage organization where the organization can not invest more money on fulfilling 100% of resource requirements. In such cases, conflicts tend to arise among employees in sharing resources. Interdependence of two depar tments on a task: In team work, different departments happen to collaborate on an individual task where each department depends on the other. Therefore, in the instance of one party commit a defaulting, it will cause conflicts in between as the work is disturbed. Disputed about boundaries: In cross contributing among employees, certain boundaries and deadlines need to be met. At the point of one being unable to meet those deadlines or go over the boundaries/ expectations, conflicts are prone to arise. 4.4 Managing Conflicts It is very essential to manage and settle conflicts at work as it would adversely effects on organization performance if else. In managing conflicts, the management has to think critically and act smart. There are many conflict resolution management responses. Following are the most effective conflict resolution techniques practice in our organization. 4.4.1 Collaborative resolution In cases of conflicts, parties involved in the conflict are called upon a meeting and cause of conflict will be discussed. This is most used in situations where conflicts occur due to disagreements of ideas. In such case, ideas of both parties are pooled in together where a new set of goals, strategies and views are generated with use of ideas from both parties. This way, it satisfies demanding of each party while making all parties collaborates as a team in achieving the mutual goal(s). 4.4.2 Collective bargaining Collective bargaining is also practiced in the organization in settling conflicts which has caused due to disputes with relevant to boundaries. In such cases of conflicts, parties involved can be asked to reach a mutual agreement over negotiation of terms by discussion where one party agrees to perform their duties up to an agreed standard where the other party(s) must perform their part of the deal as agreed. This is a negotiation more than a settlement. 4.5 Team Evaluation As much as it is important delegate team work, it is equally important to evaluate effectiveness of those teams if else, teams will commit mistakes and adapt irrelevant strategies blindly. This will have a great adverse impact on the organization performance. In evaluating team effectiveness, there are four main measures followed in our organization as furthere explained below. 4.5.1 Task performance evaluation One of the most common and effective method of evaluating team effectiveness within the organization is by task performance evaluation. It is where the management tests for the effectiveness and efficiency goal achievement. As further explained, it evaluates if the team has achieved the final expectations and has they used corrective and valid strategies in achieving them. 4.5.2 Team functioning evaluation Team functioning evaluation is done by assigning the particular team with a test task where the ways in which the team function with respect to task expectations are then observed and evaluated upon criteria such as individual collaboration, work delegation, decision making many more important terms. The most common task assigned in evaluation is a fundraiser as it is easy to perform and evaluate. 4.5.3 Team member satisfaction In rating the effectiveness of a team, team member satisfaction is a major concentration. With an unsatisfied team member, a team can never be effective because it shows that there are certain concerns untreated which have led a team member be unsatisfied and de- motivated. Therefore, in evaluating individual member satisfaction in our organization, the management has an appointed panel of authorities who distribute questionnaires among team members in retrieving feedbacks on their satisfaction. By evaluating feedbacks, drawbacks are spotted where they are brought to the concern of team leaders in suggesting improvements. 4.5.4 Quality, quantity and time Another main measure in evaluating team effectiveness is by evaluating quality and quantity of a task performed and its time consumed. If the evaluation estimates that the team has met estimated quality and quantity of work assigned in the task on or before the deadline, it proves that the team adapts effective team operations. 05. Task 04: Performance Evaluation 5.1 What is Performance Evaluation? Performance evaluationÂÂ  is a systematic and periodic process that assesses an individual employees job performance and productivity in relation to certain pre-established criteria and organizational objectives.ÂÂ  Other aspects of individual employees are considered as well, such asÂÂ  organizational behavior,ÂÂ  accomplishments, potential for future improvement, strengths and weaknesses, etc. (Wikipedia, 2012). 5.2 Importance of Performance Evaluation Improve performance With use of performance evaluation system, it helps the management to understand current performance status of our employees and evaluate its impact on the organization. If any employee seems to adapt negative performance, the management can then suggest the employee certain improvement plans in enhancing performance. Layoff decision At certain situations of organization performance defects, performance management is made use of in identifying those employees who do not have the potential in improving performance in aid of the organization. In such situations, the management can make decision on layoff so it can recruit and select a better match to the organization. This way, it reduces the risk of poor employee performance within the organization. Training development decisions Performance evaluation is a very important in estimating training and development strategies in organizations. With use of performance evaluation, it helps the management to identify what sort of training and development needs its employees have. Therefore, proper training and development measurements can be provided in enhancing employee performance in favor of the business. Reward management motivation Performance evaluation is an important primary function in reward management of an organization. One an employees performance is being evaluated based upon performance improvements, the management can set different rewards, financial benefits and merit pay on the particular employee in appreciation and further motivation of work performed. 5.3 Performance Evaluation Techniques In performance evaluation, there are many techniques available for organizations in which they can select the most convenient technique to adapt. 360 Degree Feedback It is an approach which collects comments and feedback on an individuals performance from various sources and adds the individuals own self- assessments. It highlights every aspect of individuals performance and allows comparison of individuals self assessment with the view of others. Upward Appraisal In upward appraisal, employees are rated not by their superior, but by their subordinates. For example: the followers appraise the leader. Subordinates tend to know their superior better than superior knows their subordinates. It gives opportunity to employees to give feedback and raise problems they may have with their bosses. Critical incident method This is the vice versa of upward appraisal where the manager identifies all pros and cons about its individual employees. In identifying pros and cons, th e manager maintains a log of incidents caused by the behavior of its employees over a time where at the point of performance evaluation, all noted points are considered and draw conclusion of positive or negative behavior of the employee. Management by objectives method MBO is a system that seeks to align employees goals with the goals of the organization. This ensures that everyone is clear about what they should be doing, and how that is beneficial to the whole organization. Its quite easy to see why this type of managing makes sense when the parts work in unison the whole works smoothly too. And by focusing on what youre trying to achieve, you can quickly discriminate between tasks that must be completed, and those that are just a waste of valuable time. (MindTools, ND) 5.4 Planning Conducting Performance Evaluation In planning and conducting performance evaluation there are certain steps to be observed in making the evaluation effective and efficient: Step 01: Purpose of performance evaluation In performance evaluation, the primary step is to define the scope of the performance evaluation. As mentioned above, performance evaluations can be used to serve different and various organization needs. Therefore, the management needs to estimate purpose of performance evaluation. Step 02: Frequency of evaluation Once the purpose is defines, management should next set the frequency of evaluation which defines the number of evaluations needed annually in order to identify employee performance needs and assist in supporting organization productivity. Step 03: Techniques to be used Once evaluation frequency is defines, a technique of evaluation must be identified. Not that every evaluation technique serves all purposes of the organization. As an example: if the organization needs to eva luate management level employees by 360 degree or upward evaluation technique but not critical incident method. Step 04: Who are the evaluators Once techniques are set, next important task is to set the panel of bodies who will be involved in the process of evaluation. In terms of upward evaluation, it will be those employees who evaluate the manager. Step 05: Criteria of evaluation Another main aspect in which the performance evaluation board must consider is the criteria of evaluation. If poor criteria for evaluation are set, it will do not serve the purpose of evaluation and mislead the organization with invalid conclusions. Therefore, criteria in which to be evaluated must be carefully selected. 5.5 Effectiveness of Performance Evaluation Besides evaluating the effectiveness of employee performance, it is equally important to know the effectiveness of the evaluation process in knowing if the organization is maintaining a worthy process in return to money, resources, efforts and time invested. Following shows the ways in which an organization evaluates the effectiveness of its evaluation process. Performance Improvements: Once employees training and development needs identified through performance evaluation are treated, improvements noticed in performance of employees will be the guarantee for effectiveness of the evaluation process. Because, if an employee happens to improve its performance with solutions suggested, it means that the evaluation process has identified the correct performance defects of the employee. Employee Feedback: Secondly, the organization can question its employees upon the effectiveness of the evaluation process executed as the employee itself has a better understanding on changes adapt ed in them after the evaluation. Business Statistics: By comparing business performance statistics before and after performance evaluation, it will help to identify if the performance evaluation process has been effective after treating those changes suggested by the evaluation process. Conclusion In conclusion, this documentation has addressed various subject matters of working with and leading people in a working environment. The documentation consist of four section which talks on recruitment selection, leadership management, team work conflict management and performance evaluation respectively. Under task one, it prepares documentations supporting the recruitment and selection process of a social enterprise organization (SEO) where considering myself as the managing director, it has explained my contribution to the selection process and has identified ethical, legal regulatory considerations to the selection process. Under task two, it speaks upon leadership and management in an organization which further explains different leadership styles with examples. It also explains ways in which the SEO motivates its employees. Under task three, it assesses team work and its benefits of the SEO and identified how conflict management is being deployed in the organizat ion. Also, it explains the approaches in measuring the effectiveness of team work in the organization. Finally, an empirical study on performance evaluation is done by describing different evaluation approaches, its importance and factors considered in planning conducting the evaluation. Also, it explains how to evaluate the effectiveness of performance evaluation process of an organization.

Effects Of Early Childhood Trauma On Relationships

Effects of Early Childhood Trauma on Relationships Over 25% of children in the United States will witness or experience a traumatic event before they turn four. Early childhood trauma is the experience of an event by a child that is emotionally painful or distressful. Consequently, exposure to traumatic events in childhood is associated with a wide range of psychosocial and developmental impairments. Nilsson, Holmqvist, Jonson (2011) conducted a study that found trauma related experiences (particularly in childhood) relate to dissociative symptoms and an insecure attachment style. Accordingly, Erozkan (2016) also indicated that victims of early childhood trauma are more likely to develop an insecure attachment style, moreover, are less†¦show more content†¦Additionally, results indicated that these conflicts occur across several social settings, including friendships and romantic relationships. Accordingly, Busby, Walker, and Holman (2011) investigated the patterns of perceptions of self that develop as a result of family t rauma. Findings indicated that one s experience of abuse was significantly related to negative communication. Past research has indicated that negative communication was positively related to having an insecure attachment style (Pearce Halford, 2008). According to attachment theory (Bowlby, 1969/1982, 1979), attachment patterns are formed in the context of early childhood experiences with caregivers and maintained by interpersonal relationships in adulthood. Attachment is defined as an affectionate bond between two individuals that endures through space and time and serves to join them emotionally. Attachment trauma may be especially problematic because of its influence on the course of psychological, social, emotional and physiological development over one s lifetime. 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Fuel Crisis free essay sample

. Cause and Effect Essay What is the biggest complaint from consumers about driving your car these days? Many people think this cost is form gasoline only, but many other factors determine what you pay at the pumps. Results of primary use for gasoline, gasoline prices rising to all-time highs and environmental programs are the reason why consumers are complaining about driving their automobiles today. The primary use for gasoline is in automobiles and light trucks. Fuel produced all year round, and is delivered from oil refineries through pipelines to a massive distribution chain serving 167,000 retail stations throughout the United States (EIA Brochures, 2004). Refineries produce millions of barrels of gas a day; but not all barrels of gas are delivered to retail stations. Cost of crude oil to refiners, refinery- processing costs, marketing and distribution costs, and finally the retail station costs and taxes. The marketplace forces of supply and demand determine the price of fuel. We will write a custom essay sample on Fuel Crisis or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page If demand grows or if a disruption in supply occurs, there will be upward pressure on prices (The Price of Fuel). In return what the consumer pays at the pump reflects the cost to produce and deliver gasoline to consumers. In the United States, gasoline prices rose to all-time highs between mid-December 2004 and mid-March 2005. Underlying cost of crude oil was the biggest reason for the increase in prices. Crude oil is produced by many different countries and which is overseen by OPEC. Crude oil costs increased are related to the falling value of the U. S. dollar, which is used by OPEC to price crude oil worldwide. The broad inability of the U. S. efining system to satisfy steadily rising gasoline demand, has also contributed to higher prices at the pump for consumers. (EIA Statistics, 2004). Consumers will spend billions of dollars a day to fill their automobiles; but when the price of a barrel of gas increases; a consumers may only spend millions of dollars. Supply disruptions, such as scheduled or unscheduled refinery maintenance, can slow or stops production of gasoline for a short time, whi ch can prompt bidding war for available supplies. BP oil spill that is losing millions of gallons oil a day could increase gas prices. Consumers who live in remote areas have to decide to travel to get lower-priced gas or pay for the convenience of higher local prices. United States is aimed at environmental programs to reduce air toxins, smog, and carbon monoxide. Environmental Protection Agency estimates are that Federal Reformulated Gasoline costs about 4 to 8 cents per gallon more than conventional gas; this differential, and often even less, is generally reflected in retail prices (â€Å"EPA†, 2007). Shipping costs from the refinery to market, as well proximity of refineries to crude oil supplies can be a factor. Areas farthest from the Gulf Coast are the source of nearly half of the gasoline produced in the United States, and thus, a major supplier to the rest of the country. Transportation from areas of the Gulf Coast can tend to increase gas prices. Since gas can rise overnight with no rhyme, or reason, it is easier to understand when the consumer understands the factors that go into that price. Whether it from how much we drive on a daily bases, to taxes charged by federal state, and/or local governments. There are many variables that go into calculating gas that the consumer uses today. Works Cited EIA Renewable Alternative Fuel Data, Reports, Analysis, Surveys. U. S. Energy Information Administration EIA Independent Statistics and Analysis. Web. 14 July 2010. . EIA Renewable Energy- Renewable Energy Consumption and Electricity Preliminary Statistics. U. S. Energy Information Administration EIA Independent Statistics and Analysis. Web. 14 July 2010. . A Primer on Gasoline Price s. Mississippi Petroleum Marketers and Convenience Stores Association. Web. 14 July 2010. . Token, The Same. The Price of Fuel | What Affects Fuel Pricing. The Price of Fuel. Web. 14 July 2010. .

Musical Controversy Essays - Music, Eminem, , Term Papers

Musical Controversy There is a kind of music, which is commonly referred to as ?Pop? music. It attracts a variety of Americans of very different geographical, racial, and economical backgrounds. Some of the most popular artists these days that are considered ?Pop? are N'Sync, Britney Spears (who, having recently turned eighteen, doesn't seem to mind letting the guys know that she's legal now), Cristina Aguilera, Eminem, Limp Bizkit, and Tupac Shakur. It would take a thousand pages to describe the entire commercial and cultural aspects of the music industry, so I will talk about the hip-hop community. Some hip-hop is commonly referred to as ?Pop? music, simply because it is popular with a wide variety of crowds. I intend to show you how the different types of crowds under the Pop category interact with one another, especially at popular awards ceremonies, such as the recent MTV Video Music Awards '00. MTV's largest show and party of every year is their Video Music Awards, celebrated in 1999 on 9/9/99. In 2000, it was highlighted by performances by Eminem (aka Marshall Mathers), N'Sync, a side of Britney Spears which brought a chuckle from a few early Madonna haters, and others. In an interview with reporters before the show, 26 year-old white rapper Eminem stated ?It ain't often you get so many people that I don't like into one room together.? Eminem's relationship with the music industry is a strange one ? you either love him or you hate him. He openly hates gays, women, and children. He is being petitioned to be arrested by a national gay rights activist group for his homophobic lyrics and attitude. So, you ask, why is he such a loved character if he is so ?shady His most recent album, The Marshall Mathers LP, sold 1.7 million copies its first week ? the most for any single artist in history. Also notable for comment is that he achieved this at a time when illegal music piracy is so commonly practiced that the government cannot even begin to regulate it. This is another issue however. The recent media chase over Shawn Fanning, an innocent-looking 19 year-old college dropout, is amazing for one who has not been along for the ride the whole time. Shawn Fanning released Napster in 1999, it was one of the top 10 most quickly downloaded programs of 1999. It's ability to ?share? music files, called mp3s, digitally over the Internet made it become absolutely essential for anyone between the ages of 12-24 to have. Gone were the days when you had to listen to the radio or buy a single ? now you could just go online, wait anywhere from two to thirty minutes, and have the song that you wanted, for play on your own computer or to burn to a blank CD. In steps ancient rock legends, Metallica. Metallica drummer, Lars Ulrich, took a stand against Napster. He claims that it is violating copyright laws set by the United States. Fanning's creation, by allowing fans to disperse their music to one another, is equivalent to stealing right from the band. In a sense, he is correct. In re ality, if it weren't for the popularity that the program has already achieved, it would have been shut down long ago without a multi-million dollar court case. Now it becomes just one of the many media-hyped incidents in the music industry. The pop music industry is a complicated web of underground culture. Because America is such a diverse nation, the music industry reflects the diversity of the country. From white rappers to thirteen year-old black rappers, to seventy year old country singers, there is definitely a type of music that most people enjoy. Bibliography: Marshall Mathers, spoken in pre-show interview before MTV VMA 2000