What is a stakeholder and what role do they play in our healthcare system Essay Example

What is a stakeholder and what role do they play in our healthcare system? Essay What is a stakeholder and what role do they play in our healthcare system? A stakeholder is a person or group that has interest or concern in an organization. They can affect actions or be affected by the organizations actions, objectives and policies. In order to qualify as a stakeholder, an entity must have a claim or interests in the firm and the ability to influence it. In the role of healthcare this would include the hospitals, physicians, insurance companies and the drug companies. I think it was said best by McLaughlin and McLaughlin when they said â€Å"If everyone is in charge? then no one is in charge. In this paper I will discuss the hospital’s position on healthcare reform and why they take these positions. Education remains of importance for community-based nonprofit hospitals struggling to be able to manage the working costs of healthcare reform in a hard-hitting economy. The reform has caused a decrease in federal compensations to hospitals, and at the same time profits have declined, patient’s outstanding debts have started to pile up and the costs are up due to the increased use of the emergency room. We will write a custom essay sample on What is a stakeholder and what role do they play in our healthcare system? specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on What is a stakeholder and what role do they play in our healthcare system? specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on What is a stakeholder and what role do they play in our healthcare system? specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Hospitals have had to lay off more than 23,000 employees, to reduce their costs and try to increase success. In the years ahead working together in health care will become a main concern. Professionals are estimating more hospitals coming together, partnerships and developments to happen. Providers will also have to fight to get their portion of the 30 million new patients expected to come in the health care system in the next five years. On Dec. 9, The Chicago Tribune reported that health providers nationwide â€Å"are spending hundreds of millions of dollars on buildings, marketing and new partnerships to position themselves† to interest the future new patients created by the reform of healthcare. Healthcare reform means that hospitals will have to do more for less money, it also puts an importance on quality care by examining issues like the multiple need for patient readmissions and infections by relating payments to improvements. The biggest change is the yearly decrease to Medicare ayments, this is money that many local hospitals count on to remain in the black. Eventually, Medicare payments will be tied to productivity, meaning they will only get paid for what they actually do for the patient. These changes will put pressure on cash-strapped hospitals already fighting to stay open, forcing them to cut costs and improve the quality of services they offer. Those changes will put pressure on cash-strapped hospitals already fighting to stay in the black, forcing them to cut costs and improve the quality of services they offer. By following lines A – C on the chart below you can see how your hospital’s rate is compared to the national rate, which gives you your hospital’s â€Å"readmission rate. † On line D, if it is greater than 1. 0, then your readmission factor is above the expected and an â€Å"estimated excess payment† is calculated (lines E- F). Total estimated excess payments (line G) are the totals of the excess payments in line F. The uncapped payment adjustment factor is G/H. For this time period this is capped at 1%, so if your payment factor exceeds 1% it will be capped at 1% (lines I and J). % is then multiplied times the FFY 2012 Medicare inpatient operating payments for the hospital to give the final penalty amount (J * K). (hospital case management â„ ¢ / July 2012) According to the CMS the calculation for readmission with in a 30 day period looks The health care system in the United States is a linked system of patients, physicians, hospitals, insurers, and employers. Hospitals are facing a major cut in the amount they will be reimbursed from Medicare, so we know that ultimately other insurance companies will follow. Hospitals are handling on average 5,000 patients a day and that does not include the outpatient facility or the emergency room. Hospitals have always had to worry about their bottom line when it comes to patient care, staff, and overall expectations of keeping a hospital running, however now they will be doing more for less profit. Hospitals are our life line to healthcare and people need to know that they can still count on them when they are in need. References A Stakeholder Approach to Community Health Management; E. Jose Proenca, Widener University,2003

3 Justifications for Altering Quotations

3 Justifications for Altering Quotations 3 Justifications for Altering Quotations 3 Justifications for Altering Quotations By Mark Nichol Generally, writers should not change the wording in quotations, but quotations that lack context or that include a gratuitous word or phrase should be repaired, as shown in the following examples. 1. â€Å"Without those tools, she said, ‘It’s as if years ago we had given them a pencil to write the essay and took away the eraser.’† When a partial paraphrase is inserted before a quotation to provide clarity or additional information, lowercase the first letter of the first word of the quotation even if it was originally a complete sentence: â€Å"Without those tools, she said, ‘it’s as if years ago we had given them a pencil to write the essay and took away the eraser.’† 2. â€Å"It [the fire] was both a setback and a great relief,† he later remarked. Avoid introducing a bracketed noun or noun phrase to specify what an ambiguous pronoun refers to in a quote. Instead, use the noun or noun phrase in a paraphrase and omit the pronoun from the partial quotation that follows: â€Å"The fire, he later remarked, ‘was both a setback and a great relief.’† 3. â€Å"I think it’s important to recognize that this issue is not a, quote, distraction,† she added. Omit, without comment, a speaker’s or writer’s use of the word quote (or the phrase â€Å"quote, unquote†) to signal emphasis or skeptical or ironic usage; simply frame the emphasized word or phrase in single quotation marks: â€Å"‘I think it’s important to recognize that this issue is not a â€Å"distraction,†Ã¢â‚¬â„¢ she added.† Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Punctuation category, check our popular posts, or choose a related post below:100 Beautiful and Ugly WordsAcronym vs. Initialism15 Names and Descriptions of Effects

Mega events on their effct Essay Example | Topics and Well Written Essays - 1000 words

Mega events on their effct - Essay Example This work will take into consideration the Muslim event of Hajj as the central theme of discussion and aim to find the effect of Hajj on tourism industry in the region where this pilgrimage occurs annually. Literature suggests further research in the area of consumer behaviour in mega events tourism (Jago, 1997: 113). On the basis of this, it is important to understand the behaviour of those who attend such mega events. Value perceptions have been approached in mega events (Doukas, 2007: 62). However, further research is required to better understand religious mega events attendees’ behaviour, and particularly, value perceptions and place attachment. As far as the research gap is concerned, academic research to highlight the importance of place attachment regarding the holy places of Saudi Arabia is scarce. It is well-known that religion can contribute significantly to place attachment and this attachment is learned through performing rituals and visiting places (Mazumdar, & Mazumdar, 2004: 385-397.). Muslims from all over the world gather together at the holy cities of Saudi Arabia for performing rituals and visiting their sacred places; an act that contributes to their place attachment. It should be understood that place attachment in this case is different from others, since religious emotions are involved in this case. Therefore, place attachment serves additional purpose in this case. If tourists have a purpose of visit, other than entertainment, the behaviour and choices may differ. Since Muslims visit Saudi Arabia due to their religious beliefs, they have a special kind of relationship with this place. Research should be directed towards revealing the differences in behaviour of people if they have a place attachment different from the normal ones. Additionally, an analysis of the perceived value of this form of tourism is an area that has

The requirement of a commercial building is that it is low Essay

The requirement of a commercial building is that it is low maintenance. This requirement could have a major influence on material selection and design - Essay Example The efficiency of a building is directly related to the integration of the numerous elements. The orientation of the building, the window/wall ratio and visible/thermal properties, the efficiency of the components of each element, the choice of materials and their ventilation requirements, and the balancing of the heating and cooling requirements of each element. Commercial buildings should consider the needs to address early in the process the integration of the building orientation and envelop components with the heating, cooling, ventilating and lighting requirements. The size, location and properties of the windows have a direct effect on the lighting requirements and heating and cooling loads of the building. According to (Cohen, 1994), the choice of certain windows can enhance the equality and quality of the lighting system while reducing the cooling and heating loads. The cost of low quality windows can increase the cost of the light system and the heating/cooling components such that these items will cost less or have less impact to the construction budget. Most often, the building design and construction process needs not to address and control the infiltration of the outside air. A complete understanding of all these elements and aspects of a building is important in building, including commercial builders. The requirements as stated above have major influen... These are low materials that are not durable as regards wall and floor finishes, the fixtures, and the equipment. The products selected will affect the energy plug loads, the water consumption, and other goods and services. The environmental concerns include but are not limited to recycled contents, locally and regionally produced; renewable, local and state environmental goals and targets, and the ability to be reused or recycled are not mostly considered. Design for good air quality, efficient and effective lighting and comfortable temperatures should be of a great importance. CONSTRUCTUION ADMINISTRATION The construction phase is critical to the success of a performance building in order for the design intent to be realized it is necessary that the site be managed to reduce water win-off, to control dust migration, to control construction waste, and limit other environmental impacts which most commercial buildings lack. To control construction waste, construction materials need to be organized extract reusable items, recyclable items. Compact items and hazardous items depending on the experience of the contractors, firms new to high performance buildings will require education on all aspects of site management, waste collection, verification of installed items, collection of material data on all items, and their importance to the final quality of the building. In as much as commercial buildings are known for low maintenance, the occupant's condition of mind which expresses satisfaction with the thermal environment is very important (ISO, 1994). Thermal comfort therefore describes person's psychological state of mind about their thermal climate and is usually described simply in terms of

From your perspective and your experience, what do you think your Article

From your perspective and your experience, what do you think your culture can offer an American How can you contribute to the development of a cross-cultural perspective - Article Example The thirst of learning and the respect of teachers can be the most inspiring factor for an American. The elongated feathers of social values embedded in the Middle Eastern culture can never leave any American untouched. The system of upbringing a child with moral values, blend of provincial, official and national languages and in the beam of religion can be another captivating sight for any American. From a lullaby to national songs, from classical to pop, Middle Eastern music is enriched with melodies and rhythms an American might not have imagined. One of the most different experiences for any American can be found in literature, art and drama is the concept of love which demonstrates the true eastern values of soul. This will be true to say that Middle Eastern culture can give an American the secret to live a healthy and happy life. When it comes to my potential to serve for the development of cross culture, I tend to follow the same steps of my cultural and historical values: teaching and learning. I can create awareness about the fruitfulness of cultural exchange programs by writing and talking. I can give services to the foreigners visiting my country of origin by providing them deep and profound secrets of my land. If I get any chance to visit foreign country either on exchange program or not, I will be exhibiting my own customs and tradition in dressing, events and celebration to help the people of that country understand my culture. This way I would contribute in the development of cross cultural activities. In contrast to this, for the contribution in development of cross cultural perspective, I would also be inquisitive, appreciating and absorbing the values, customs and tradition of the other land. I would like to know the historical and cultural dome and the values upon which that nation is standing. It will be a great experience to explore the art, literature and cinema of that country and know the sense of

Meaning and Definition of Performance Appraisal

Meaning and Definition of Performance Appraisal Performance appraisal is a formal system that evaluates the quality of a employees performance. An appraisal should not be viewed as an end in itself, but rather as an important process within a broader performance management system that links: Organizational objectives Day-to-day performance Professional development Rewards and incentives In simple terms, appraisal may be understood as the assessment of an individuals performance in a systematic way, the performance being measured against such factors as job knowledge, quality, and quantity of output, initiative, leadership abilities, supervision, dependability, co-operation, judgment, versatility, health, and the like. Assessment should not be confined to past performance alone. Potentials of the employee for future performance must also be assessed. Traditional Performance Appraisal The history of performance appraisal is quite brief.Its roots in the early 20th century can be traced to Taylors pioneering Time and Motion studies. But this is not very helpful for the same may be said about almost everything in the field of modern human resources management. During the First World War, appraisals concept was adopted by US army which was in the form of merit rating. It was man-to-man rating system for evaluation of military personnel. From the army this concept entered the business field and was restricted to hourly-paid workers. During 1920s, relational wage structures for hourly paid workers were adopted in industrial units and each worker were used to be rated in comparison to other for determining wages rates. This system was known by merit rating. The process was firmly linked to material outcomes. If an employees performance was found to be less than ideal, a cut in pay would follow. On the other hand, if their performance was better than the supervisor expected, a pay rise was in order. Little consideration, if any, was given to the developmental possibilities of appraisal. If was felt that a cut in pay, or a rise, should provide the only required impetus for an employee to either improve or continue to perform well. Sometimes this basic system succeeded in getting the results that were intended; but more often than not, it failed. These observations were confirmed in empirical studies. Pay rates were important, but they were not the only element that had an impact on employee performance. It was found that other issues, such as morale and self-esteem, could also have a major influence. As a result, the traditional emphasis on reward outcomes was progressively rejected. In the 1950s in the United States, the potential usefulness of appraisal as tool for motivation and development was gradually recognized. The general model of performance appraisal, as it is known today, began from that time. Modern Appraisal Performance appraisal may be defined as a structured formal interaction between a subordinate and supervisor, which usually takes the form of a periodic interview, in which the work performance of the subordinate is examined and discussed, with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development. In many organizations but not all, appraisal results are used, either directly or indirectly, to help determine reward outcomes. That is, the appraisal results are used to identify the better performing employees who should get the majority of available merit pay increases, bonuses and promotion. By the same token, appraisal results are used to identify the poorer performers who may require some form of counseling, or in extreme cases, demotion, dismissal or decreases in pay. Whether this is an appropriate use of performance appraisal, the assignment and justification of rewards and penalties, is a very uncertain and contentious matter. Objectives of Performance Appraisal Salary Increase Performance appraisal plays a role in making decision about salary increase. Normally salary increase of an employee depends upon on how he is performing his job. There is continuous evaluation of his performance either formally or informally. This may disclose how well an employee is performing and how much he should be compensated by way of salary increase. Promotion Performance appraisal plays significant role where promotion is based on merit and seniority. Performance appraisal discloses how an employee is working in his present job and what are his strong and weak points. In the light of these, it can be decided whether he can be promoted to the next higher position. Training and Development Performance appraisal tries to identify the strengths and weakness of an employee on his present job. This information can be used for devising training and development programmers appropriate for overcoming weaknesses of employees. Feedback Performance appraisal provides feedback to employees about their performance. A person works better when he knows how he is working. This works in two ways, firstly, the person gets feedback about his performance. Secondly, when the person gets feedback about his performance, he can relate his work to the orgaisational objectives. Pressure on Employees Performance appraisal puts a sort of pressure on employees for better performance. If the employees are conscious that they are being appraised in respect of certain factors and their future largely depends on such appraisal. Others: Identifying systemic factors that are barriers to, or facilitators of, effective performance. To confirm the services of probationary employees upon their completing the probationary period satisfactorily. To improve communication. Performance appraisal provides a format for dialogue between the superior and the subordinate, and improves understanding of personal goals and concerns. This can also have the effect of increasing the trust between the rater and the rate. To determine whether HR programmers such as selection, training, and transfer have been effective or not. Methods of Performance Appraisal A) Traditional methods 1) Rating Scales: The rating scale method offers a high degree of structure for appraisals. Each employee trait or characteristic is rated on a bipolar scale that usually has several points ranging from poor to excellent. The traits assessed on these scales include employee attributes such as cooperation, communications ability, initiative, punctuality and technical (work skills) competence. The nature and scope of the traits selected for inclusion is limited only by the imagination of the scales designer, or by the organizations need to know. The one major provision in selecting traits is that they should be in some way relevant to the  appraisers job. 2) Check-list Method: Under this method, checklist of statement of traits of employee in the form of Yes or No based questions is prepared. Here, the rater only does the reporting or checking and HR department does the actual evaluation. The rater concerned has to tick appropriate answers relevant to the appraises. When the check-list is completed, it is sent to HR department for further processing. Various questions in the check list may have either equal weightage or more weightage may be given to those questions which are more important. The HR department then calculates the total scores which show the appraisal result of an employee. Advantages economy, ease of administration, limited training required, standardization. Disadvantages Raters biases, use of improper weights by HR Dept, does not allow rater to give relative ratings. 3) Force Choice Method: A series of statements arranged in the blocks of two or more are given and the rater indicates which statement is true or false. The rater is forced to make a choice. HR department does actual assessment. Advantages Absence of personal biases because of forced choice. Disadvantages Statements may not be correctly framed. 4) Force Distribution Method: One of the problems faced in large organizations is relative assessment tendencies of raters. Some are too lenient and others too severe. This method overcomes that problem. It forces everyone to do a comparative rating of all the employees on a predetermined distribution pattern of good to bad. Say 10% employees in Excellent Grade, 20% in Good Grade, 40% in Average Grade, 20% in Below Average Grade and 10% in Unsatisfied grade. The real problem of this method occurs in organizations where there is a tendency to pack certain key departments with all good employees and some other departments with discards and laggards. Relatively good employees of key departments get poor rating and relatively poor employees of laggards departments get good rating. 5) Critical Incident Method: In this method, only critical incidents and behavior associated with these incidents are taken for evaluation. This method involves three steps. A test of noteworthy on the job behavior is prepared. A group of experts then assigns scale values to them depending on the degree of desirability for the job. Finally, a checklist of incidents which define good and bad employees is prepared. Advantages: This method is very useful for discovering potential of employees who can be useful in critical situation. Disadvantages: a) Negative incidents are, generally, more noticeable than positive ones. b) The recording of incidents is a core to the superior and may be put off and easily forgotten. c) Overly close supervision may result. 6) Essay Method: In the essay method approach, the appraiser prepares a written statement about the employee being appraised. The statement usually concentrates on describing specific strengths and weaknesses in job performance. It also suggests courses of action to remedy the identified problem areas. The statement may be written and edited by the appraiser alone, or it be composed in collaboration with the appraisee. 7) Grading: In this method, certain categories of abilities of performance are defined well in advance and person are put in particular category depending on their traits and characteristics. Such categories may be definitional like outstanding, good, average, poor, very poor or may be in terms of letter like A, B, C, D etc with A indicating the best and D indicating the worst. This method, however, suffers from one basic limitation that the rater may rate most of the employees at higher grades. 8) Performance Tests Observations: This is based on the test of knowledge or skills. The tests may be written or an actual presentation of skills. Tests must be reliable and validated to be useful. Advantage Tests only measure potential and not attitude. Actual performance is more a function of attitude of person than potential. Disadvantages Sometimes costs of test development or administration are high. 9) Confidential Reports: Though popular with government departments, its application in industry is not ruled out. Here the report is given in the form of Annual Confidentiality Report (ACR). The system is highly secretive and confidential. Feedback to the assessed is given only in case of an adverse entry. Disadvantage is that it is highly prone to biases and regency effect and ratings can be manipulated because the evaluations are linked to future rewards like promotions, good postings, etc. 10) Comparative Evaluation Method (Ranking Paired Comparisons): These are collection of different methods that compare performance with that of other co-workers. The usual techniques used may be ranking methods and paired comparison method. Ranking Method: Superior ranks his worker based on merit, from best to worst. However how best and why best are not elaborated in this method. It is easy to administer. Paired Comparison Method: In this method each employee is paired with every other employee in the same cadre and then comparative rating done in pairs so formed. The number of comparisons may be calculated with the help of a formula N x (N-1) / 2. The method is too tedious for large departments and often such exact details are not available with raters. B) Morden Methods 1) MBO (Appraisal by Results): The use of management objectives was first widely advocated in the 1950s by the noted management theorist Peter Drucker. MBO (management by objectives) methods of performance appraisal are results-oriented. That is, they seek to measure employee performance by examining the extent to which predetermined work objectives have been met. Usually the objectives are established jointly by the supervisor and subordinate. Once an objective is agreed, the employee is usually expected to self-audit; that is, to identify the skills needed to achieve the objective. Typically they do not rely on others to locate and specify their strengths and weaknesses. They are expected to monitor their own development and progress. 2) Assessment Center Method This technique was first developed in USA and UK in 1943. An assessment centre is a central location where managers may come together to have their participation in job related exercises evaluated by trained observers. It is more focused on observation of behaviours across a series of select exercises or work samples. Assesses are requested to participate in in-basket exercises, work groups, computer simulations, role playing and other similar activities which require same attributes for successful performance in actual job. Advantages Well-conducted assessment centre can achieve better forecasts of future performance and progress than other methods of appraisals. Also reliability, content validity and predictive ability are said to be high in Assessment Centres. The tests also make sure that the wrong people are not hired or promoted. Finally, it clearly defines the criteria for selection and promotion. Disadvantages Concentrates on future performance potential. No assessment of past performance. Costs of employees travelling and lodging, psychologists. Ratings strongly influenced by assassins inter-personal skills. Solid performers may feel suffocated in simulated situations. 3) 360o Appraisal: It is a technique in which performance data/feedback/rating is collected from all sections of people employee interacts in the course of his job like immediate supervisors, team members, customers, peers, subordinates and self with different weight age to each group of raters. This technique has been found to be extremely useful and effective. It is especially useful to measure inter-personal skills, customer satisfaction and team building skills. One of the biggest advantages of this system is that assesses cannot afford to neglect any constituency and has to show all-round performance. However, on the negative side, receiving feedback from multiple sources can be intimidating, threatening, and expensive and time consuming. 4) Psychological Appraisals: These appraisals are more directed to assess employee potential for future performance rather than the past one. It is done in the form of in-depth interviews, psychological tests, and discussion with supervisors and review of other evaluations. It is more focused on employees emotional, intellectual, and motivational and other personal characteristics affecting his performance. This approach is slow and costly and may be useful for bright young members who may have considerable potential. However quality of these appraisals largely depends upon the skills of psychologists who perform the evaluation. Performance Appraisals purpose Performance appraisals are essential for the effective management and evaluation of staff. Appraisals help develop persons, progress of organizational performance, and feed into business planning. Official performance appraisals are generally conducted annually for all staff in the organization. Every staff member is appraised by their line supervisor. Directors are appraised by the CEO, who is appraised by the chairman or company owners, depending on the size and formation of the organization. Annual performance appraisals allow management and monitoring of standards, agreeing expectations and objectives, and allocation of responsibilities and tasks. Staff performance appraisals also create individual training needs and facilitate organizational training needs analysis and planning. Performance appraisal also normally feed into organization annual pay and grading reviews which commonly also coincides with the business planning for the next trading year. Performance appraisals generally review each individual`s performance against objectives and standards for the trading year, agreed at the earlier appraisal meeting. Performance appraisals are also necessary for career and succession planning for individuals, critical jobs and for the organization as an entire. Performance appraisal are important for staff motivation, attitude and behaviour development, communicating and supporting individual and organization aims and fostering positive relationship between staff and supervision. Performance appraisal affords a formal, recorded, regular review of an individuals performance and a plan for future progress. Job performance appraisal in whatever forms they take are therefore fundamental for managing the performance of people and organizations. Managers and appraises frequently dislike appraisal and try to avoid them. To these people the appraisal is daunting and time consuming. The process is seen as a difficult administrative responsibility and emotionally challenging. The annual appraisal is may be only time since last year that the two people have sat down together for a meaningful one to one discussion. No wonder then that appraisals are stressful which then beats the whole purpose. Appraisals are much easier and especially more peaceful, if the boss meets each of the team members individually and repeatedly for one to one discussion throughout the year. Meaningful regular discussion about work, career, aims, progress, development, hopes and dreams, life, the universe the tv, common interests etc., whatever, make appraisals so much appraisal so much easier because people then know and trust each other which diminish all the stress and the uncertainty. Appraisals much address whole person development not just job skills or the skills necessary for the subsequently promotion. Appraisal must not differentiate against anyone on the grounds of age, sexual orientation, race, gender, religion etc. For Example in the uk, the uk employment equality regulation 2006, which is effective from 1st oct. 06, make it particularly important to avoid any comments, judgments, suggestions, questions or decision which might be supposed by the appraisal to be based on age. This means people who are young as well as old. Age, along with other description stated above, is not a lawful basis for assessing and managing people, unless proper objective justification can be proven. See the age variety information. When crafty or planning behaviour appraisal, seek to help the whole person to grow in whatever direction they want not just to identify clearly relevant work skill training. Increasingly, the best employee distinguish that increasing the whole person promotes positive attitudes, advancement, motivation and also develops lots of new skills that can be unexpectedly significant to working productively and effectively in any nature of organization. Developing the whole person is also an important aspect of modern corporate duty and independently, whole person development is a crucial benefit in the employment market, in which all employers contend to attract the best recruits and to retain the best staff. Therefore in appraisal be creative and imaginative in discussing discovering and agreeing whole person development that people will respond to, beyond the usual job skill set and incorporate this sort of development into the appraisal process. Abrsham Maslow recognised this over fifty year ago. If you are an employee and your employer has yet to cuddle or even acknowledge these concepts, do them a favour at your own appraisal and suggest they look at these ideas or maybe mention it at your exit interview prior to joining a better employer who cares about the people not just the work. Incidentally the Multiple Intelligences test and Vak learning styles test are tremendously useful tools for appraisals before or after to help people understand their nature probable and strengths and to help managers appreciate this about their people too. There are a lot of people out there who are in jobs which dont allow them to use and develop their supreme strengths, so the more we can help folk understand their own special likely and find roles that really fit well the happier we shall all be. Essentials for a successful performance appraisal system Basing appraisals on accurate and current job descriptions Ensuring that appraisers have adequate knowledge and direct experience of the employees performance Providing ratings via aggregated anonymous feedback when multiple sources of information are used Incorporating performance appraisals into a formal goal setting system Offering adequate support and assistance to employees such as professional development opportunities in order to improve their performance Conducting appraisals on a regular basis (at least two times a year) rather than annually. If resource constraints do not permit frequent formal appraisals, consider conducting one formal appraisal annually, with a review of progress in the mid-year and ongoing review in regular supervision meetings Using performance appraisal to address workforce development challenges: Regular performance appraisals provide a useful opportunity to conduct a check up on various workforce development issues that may impact on employees effectiveness and well being. Performance appraisals can be used to: Recognize, reward and support effective performance Develop and reward effective teamwork Identify and manage issues likely to impact on retention Monitor and support employees well being.   Recognize, reward and support effective performance Ensuring employees receive adequate rewards and recognition is a key workforce development issue for the performance. Performance appraisals provide a good opportunity to formally recognize employees achievements and contributions to the organization, and to ensure a clear link is maintained between performance and rewards. The appraisal interview can also be used as a vehicle to demonstrate supervisory and organizational support for employees by discussing barriers and supports to effective performance, and strategies to address problems or difficulties.   Develop and reward effective teamwork The appraisal interview is also a useful vehicle for recognizing and rewarding employees contributions to various teams in the organization, especially if appraisal information is gained from team members. An appraisal of the team as a whole can also be a useful strategy to recognize and reward team performance, and to identify strategies to improve team functioning.   Identify and manage issues likely to impact on retention Open and constructive performance appraisals can be useful to identify issues that are likely to impact on employees willingness to stay with the organization in the longer-term. Key factors associated with retention include salary and remuneration, professional development opportunities, and work-related demands and stress. The appraisal interview provides a good opportunity for a check up regarding employees satisfaction with their working conditions and environment, and a discussion of strategies to address any problems or issues.   Monitor and support employees well being Performance appraisal interviews are a good opportunity to discuss employees health and well being in the workplace, particularly in regard to factors that contribute to feelings of stress and experiences that promote satisfaction with their work. 360 Degree Assessment The concept of 360 degree feedback makes a lot of sense and, if used well, should have a great deal to offer. It seems to suit the move towards the less hierarchical, more flexibly-structured and knowledge-based organization of the future Professor Clive Fletcher Goldsmiths College, University of London Introduction In recent year the 360 degree appraisal has become much admired. It has been felt for long that one person`s assessment of another cannot be free of favoritism. In supplementary with the focus on customers and emphasis on softer dimensions of performance it has become necessary to multiple assessments for a more objective assessment. The 360 degree appraisal is multilayer assessment and feedback system. Almost Fortune 500 Company is using this in some form or other. In this method, the candidate is assessed periodically by a number of assessors including his supervisor, immediate subsidiary, colleagues, and inner and outer customers. The assessment is made on a questionnaire specially designed to measure activities measured critical for performance. The appraisal is done anonymously by others and the assessment is collected by outer agent or specially designated inner agent. The assessment is consolidated; feedback profiles are prepared and given to the participant after a workshop o r directly by his supervisor or the HRD department in a performance examination conversation sitting. Due to the incalculable variations possible in the 360 degree feedback and Appraisals and its effectiveness as a competency identification and development tool, it is important to understand the process and its dynamics. 360 degree feedback 360 degree feedback is a full circle system of acquiring informal from peers, subordinates and inner and outer customers about employee`s performance. 360 degree assessment is based on the assessment of an individual`s management styles, competencies and behavior by contemporaries horizontally and vertically by involving his supervisor, peers and direct report in organization. 360-degree feedback is an assessment of multi source, which contain; Self Supervisor Internal customers/staffs/peers External customers Why 360-degree feedback is needed in the organizations? Business is towards surplus generation. Without additional no organization can develop. Here the effort to grow the business and the surplus should come from employee part. The performance of the employees is at work here matters in business development and organizational development. The performance of the employees should then align with the strategic decisions that integrate the business goals in more and more aggressive environment. It is the duty of the Human Resource Management to assimilate the culture of the organization with all available resources to the best possible output. The 3600 Appraisal helps the HR Department to have better understanding of the competitive advantage and disadvantages of the current manpower resources and tune them towards performance quality and output. Prerequisites Top management support Confidence of employees on the appraisal methodology Objective need to be with performance requirement clearly stated A detailed plan of implementation Collaboration between superior and subordinates Some prior experimentation and positive experiences clear organization philosophy and policy objective Uses for 360 Degree Feedback contain: Performance Appraisal Recognition of performance. Providing feedback on individual performance. Providing a basis for self evolution. Assessing employee development   Diagnosing training and career development needs.   Providing a basis for promotion, dismissal, job enrichmen, job transfer, probation etc.   Monetary and other rewards. Organizational Climate Study   Organizational environment improvement needs   Changes in managerial approaches, leadership etc. Customer satisfaction study   Employees attitudinal change   Customer satisfaction improvements Using of 360-degree performance appraisal we get benefits like, 360 degree feedback permit an organization to focus on developmental efforts, at the individual and grouping level, in the nearby business position where the success of the company depends on constant revolution, which is possible through organizational development. 360-degree feedback facilitates the alignment of individual capabilities and behaviors with organizational strategies. That adds value to the organization uncaring ways:- 360 degree feedback afford a talented view about the employee from different source 360 degree feedback provides increased the understanding about one1s role probability 360 degree feedback provide a better understanding of employed development requirements 360 degree feedback provide the understanding of competence and skill in various roles 360 degree feedback provides a better understanding of individual presentation at work 360 degree feedback reduces training costs by identifying common development want 360 degree feedback extends better morale to those who perform and put in well to the organization 360 degree feedback helps everyone to work for a common standard and institutionalize presentation management 360 degree feedback ensure better interpersonal relationship and grouping cohesiveness It promotes self directed learning and provides a road map for employee`s development planning It promotes better communication within departments 360 degree feedback increases the team`s ability to put in to the organization goals 360 degree feedback increases the team`s ability to put in to the organizations goals develop better bottom line thought additional the capability of the organization to meet its objectives. For 360-degree feedback this steps may be taken to gauge the readiness of an organization Identification of the problem.  · Analysis of the organization context for finding a solution to the problem. Allocation of resources for the purpose in terms of time and finances. A detailed plan of implementation. Follow up Drawback of using 360-degree feedback A detailed plan of action which, ensure the transparent and clear implementation of appraisal with employee accountability. Effective follow up is the prime requirement of 360 degree feedback. Failure in follow u cause more scratch than superior. The 360 degree feedback is time consuming and cost consuming assessment process. Without having adequate resource to implement the process, it will end up no where and develop financial

The Developments and Changes the Monster Undergoes in Frankenstein by M

The Developments and Changes the Monster Undergoes in Frankenstein by Mary Shelley Frankenstein is a classic novel by Mary Shelley, published in 1818. It recounts the life of Victor Frankenstein; Victor is a young, idealistic student of natural philosophy whose aim is to discover the elixir of life. He succeeds in his aim and consequently brings into existence a monstrous creation. However, he abandons his creation, which is then forced to discover the complicated ways in which society and the world works, in a very cruel but candid and unequivocal manner. The novel begins in the epistolary style, presenting the story in a series of letters. These letters are from Robert Walton, a British sailor who describes and communicates to his sister, though correspondence, his search for fame and glory by exploring the North Pole. More importantly, his letters also announce the discovery and rescue of a stranger, Victor Frankenstein. Consequently, Victor tells the story of his life to Robert Walton, who then includes it in his letters home to his sister. Therefore, Frankenstein is essentially an account of the life of Victor Frankenstein as related to him by a British sailor, Robert Walton, by whom he has been found on the ice floes of the Arctic Ocean. However, Frankenstein's story contains yet another narrative, that of the monster he has created. Furthermore, the monster includes within his narrative the story of the De Laceys, the family of exiles whom he unsuccessfully tries to make contact with. To synopsize, Frankenstein is one novel, but within it there are several narratives and consequently it contains several contrasting .. ...It may well be that Mary Shelley wanted her work to be a warning to all scientists. She was fascinated by the discoveries and scientific inventions that modern science produced. However, at the same time she was very aware of the potential dangers of scientific quest. In Victor Frankenstein's case, his obsessive thirst for knowledge and power developed into a self destructive passion. Through his research, he severs himself off from his family and friends, who are all finally destroyed by his creation. The innermost embedded narrative of the monster reveals to us that he is in an equally miserable and isolated situation. The monster is tragically fated to a life of rejection and isolation from humanity and ultimately we tend to sympathise with him and condemn Victor Frankenstein for his actions that resulted in this.

United States And Stroke Awareness Health And Social Care Essay

In the United States stroke has been reported as the 3rd prima cause of decease. There are about 795,000 instances of shots that are reported each twelvemonth in the United States. Over 143,579 of these people die each twelvemonth from holding a shot. Strokes can be really serious and consequence in decease if non treated instantly. There are several types of shots that one may hold and different hurts that may happen depending on what type of shot person has ( Center for Disease Control and Prevention, 2007 ) . There are besides different hazard factors associated with a shot. Some of these hazard factors can be controlled while some hazard factors are familial ( American Stroke Association, 2009 ) . A shot can happen in different ways. One manner is by holding parts of the encephalon blocked from the blood supply. When a blood vas explosions within the encephalon it can besides do a shot. Having blood supply blocked or a blood vas explosion causes harm to the encephalon. Stroke is the figure one cause of disablement that last for a long clip and can happen at any age. There are three different types of shots. Ischemic shot is one type, it occurs when an arteria is blocked that supplies blood and O to the encephalon. The most common cause of an arteria obstruction is blood coagulums. Hemorrhagic shot is another type of shot, which occurs when an arteria explosions in the encephalon. Hemorrhagic stroke can happen in several ways, such as ; an aneurism, which is a weak or thin country on an arteria wall that can spread out like a balloon. The thin walls of the arteria can tear or interrupt. Hemorrhagic stroke can besides happen when arterial walls lose their snap and go thin. Once an arterial wall becomes thin it can check and shed blood. Another hazard of a haemorrhagic shot is high blood force per unit area. Transeunt ischaemic onslaughts is another type of shot, it is sometimes called a mini-stroke. These mini-strokes start out like a shot, but clears up within 24 hours go forthing no symptoms. Having a transeunt ischaemic onslaught could be a warning that person could be at a higher hazard for a more serious shot. The sudden oncoming of transeunt ischaemic onslaught should signal an exigency. Patients who experience a transeunt ischaemic onslaught should have intervention instantly ( Center for Disease Control and Prevention, 2007 ) . Strokes affect people in different ways. Damage from a shot depends on the type of shot that person has. When a individual has a shot the encephalon may go injured doing many jobs, some countries of the encephalon green goods emotions, if these countries are injured a individual may shout easy or have sudden temper swings for no ground. Strokes can besides do a loss of consciousness. Peoples who have a shot may lose feeling in an arm or leg. If person has a shot on the right side of their encephalon, so their left side of their organic structure is affected. Stroke subsisters may bury about their left side which is their weaker side. A shot can besides impact seeing, touching, believing and traveling. A shot subsister ‘s perceptual experience of objects may be changed. Strokes can impact hearing and address every bit good. Stroke victims do non normally lose their hearing but have jobs with address and understanding address. Address jobs are associated when a individual has a s hot which affects the left side of the encephalon. Stroke victims besides may see jobs with masticating and get downing nutrient. This occurs when musculuss on one side of the oral cavity are weak. Another job with shots doing encephalon hurts are long-run and short-run memories. Stroke subsisters may non cognize how to get down a undertaking, or be confused why they walked into a room. After a shot, some of these jobs can be improved over clip ( American Heart Association, 2009 ) . There are several marks of a shot that people should be cognizant of. One mark is a sudden numbness of the weaponries, legs, or face. Another mark is sudden confusion. Having problem seeing out of either oculus or merely one oculus is another mark. Having problem with coordination, giddiness, or walking is another mark. Another mark is a sudden concern for no evident ground. All marks of shot can look all of a sudden, and sometimes there are more than one symptom go oning at the same clip. If person experiences any of these symptoms so immediate attending is required ( Center for Disease Control and Prevention, 2007 ) . There are different hazard factors associated with holding a shot. Some hazard factors are familial while other factors are from the manner a individual lives. Heredity hazard factors can non be changed, such as ; age. Opportunities for holding a shot are higher as person gets older ( Center for Disease Control and Prevention, 2007 ) . Two tierces of shots occur in people who are over 65. Some shots besides occur in people who are under 65. Other hazard factors that can non be changed are gender and racial group. Males have a higher hazard factor than females do and African Americans have a higher hazard factor than most other racial groups. A household history of shot and diabetes are besides risk factors that raise the hazard of holding a shot and can non be changed. High blood force per unit area is a hazard factor for shot that can be changed. Another hazard factor for shot is cigarette smoke, which can be changed. Diabetes is a hazard factor for a shot that can be controlled. Pe oples who have diabetes have other jobs, such as ; high blood force per unit area, high blood cholesterin, and are overweight. Having all these conditions increases the hazard even more. Artery disease increases the hazard of a shot. Atrial fibrillation, which changes the Black Marias beat, besides raises the hazard for shot. Heart failure, high blood cholesterin, and coronary bosom disease have a higher hazard of holding a shot. Poor diets can hold a function in a shot. Peoples who eat nutrients high in fat and cholesterin can raise their cholesterin degrees. Peoples who eat nutrients high in salt can increase their blood force per unit area. Other hazards of holding a shot that can be controlled are physical inaction and fleshiness. The lone ways to command some of the hazard factors are by eating a healthy diet. Eating a healthy diet can assist cut down three of the hazard factors associated with a shot, such as ; fleshiness, high blood cholesterin, and high blood force per unit area. Exerting mundane for at least 30 proceedingss can besides cut down the hazard of a shot. Keeping an oculus on blood force per unit area and non smoke will besides better person ‘s opportunities of non holding a shot ( American Stroke Association, 2009 ) . In the past interventions of a shot was merely basic life support at the clip of the shot and rehabilitation subsequently ( St. Luke ‘s Episcopal Hospital, 2008 ) . Timess have changed and people have realized that acquiring intervention for a shot instantly can cut down their encephalon harm and better their opportunities of lasting a shot. Treatment of a shot varies depending on what caused the shot. Before anyone can get down intervention a physician will execute several trial, such as ; a resonance imagination ( MRI ) or a computed imaging ( CT ) scan to name which type of shot occurred. Trials may besides be done to find where the hemorrhage is or to see where the coagulum is. Having these trials done will besides demo the Doctor ‘s how much encephalon harm has occurred. If an ischaemic shot is discovered within the first three hours when the symptoms started so a clot-dissolving medical specialty can be given, which can increase the opportunities of endurance and re covery. A individual whom had an ischaemic shot may besides be given an acetylsalicylic acid. Other medicine may be given to command febrility, ictuss, and blood sugar degrees. For a haemorrhagic shot medical specialties may be given to command febrility, ictuss, encephalon puffiness, blood sugar degrees, and blood force per unit area. Person who has a haemorrhagic shot will besides be watched closely for marks of force per unit area on the encephalon. If haemorrhagic shot is due to an aneurism so surgery may be done to mend it. After the first initial interventions are done for a shot so the focal point turns on rehabilitation and forestalling another shot. If a blood coagulum caused the shot so the patient may hold to take decoagulants to forestall another shot from go oning. Medicines may be given to stroke victims to take down high cholesterin or to command blood force per unit area. After a shot victim is stabilized so they may get down rehabilitation, which allows person who h ad a shot to recover some normal operation in their life. To cut down the hazard of holding another shot alterations in the life style of a shot victim will hold to be changed ( WebMD, 2009 ) . There are some future intervention options that are being researched to assist victims of a shot. One technique that is being researched involves the transplantation of research lab grown nervus cells into the encephalon of a shot victim. Research workers are trusting that by transfering these nervus cells into the encephalon of a shot victim that it will better motor and address accomplishments. This technique is still being researched. Since a shot is hard to handle research workers are looking at forestalling a shot before it happens ( St. Luke ‘s Episcopal Hospital, 2008 ) . On the Louisiana ‘s Department of Health and Hospitals ( 2006 ) , website there is plentifulness of information on what a shot is, what causes a shot, the hazard factors for a shot, and how to assist cut down the opportunity of holding a shot. The information on the web site is delivered in a manner that lets person understand precisely what is being said without utilizing large words. The information is delivered in an easy to read and apprehensible manner. The information is available to those who visit the Louisiana Department of Health and Hospitals office or web site. The information that the Louisiana Department of Health and Hospitals offer is really helpful and comprehensive. Explaining how shots occur and how to forestall a shot is the most of import information that is available. There is besides a subdivision on bosom healthy formulas. These different formulas are of import when person needs to cognize precisely what is healthy to eat, and what can take down their ha zard of holding a shot. The Louisiana Department of Health and Hospitals needs to supply a subdivision on how shots are treated. There besides needs to be local support groups in every parish in Louisiana. The Mayor of Louisiana has set aside as the month of May being stroke month consciousness, but more demands to be done. Many people are non cognizant of the stroke month consciousness. Peoples are besides non cognizant that they can travel to their local Health Department and acquire information and aid with shot ( Louisiana Department of Health and Hospitals, 2006 ) . To suggest a new and effectual manner to acquire the word out about the improved plan one should utilize an mean individual on a flyer discoursing what a shot is, marks and symptoms of a shot, the hazard factors for a shot, and bar methods for a shot. This flyer should be mailed to occupants in each parish who are in-between aged and older. The flyers should besides hold information about their local Health Departments, and who they may reach if they have any inquiries or concerns about a shot. These flyers should be sent out allowing occupants know about the shot awareness month, and that they can come in and acquire a free blood force per unit area cheque, discourse eating healthy and how regular exercising helps lower their hazard of a shot. Strokes can happen at any age, but as person gets older the opportunities of holding a shot additions. To cut down the hazard of holding a shot one should avoid smoke and eat a healthy diet. If person has diabetes so proper medicine and intervention should be taken to assist take down the opportunity of holding a shot. Exerting on a regular basis on a day-to-day footing will besides assist lower the opportunity of holding a shot. If one has a shot so immediate medical attending is of import within the first three hours, which can take down encephalon harm and aid with recovery. Being cognizant of the hazard factors that one can command will assist cut down the hazard of holding a shot ( American Stroke Association, 2009 ) .

Curriculum Alignment in Modern Education

Curriculum Alignment in Modern Education The goal of curriculum alignment is to make sure that every student can acquire necessary knowledge and skills that will help him or her in the future. Moreover, its purpose is to help learners cope with standardized tests. This paper will show how the task is addressed by educators who teach algebraic thinking at elementary level.Advertising We will write a custom essay sample on Curriculum Alignment in Modern Education specifically for you for only $16.05 $11/page Learn More The purpose of this lesson was to help student understand algebraic equivalence and find the correct order of operations for solving mathematical problems. This is the main competency that learners were supposed to acquire. The teacher, Ms. Soglin adhered to this purpose and every task that students were asked to do contributed to the eventual goal. Overall, the objectives of the lesson were clear and they manifested themselves in every activity of the class. Furthermore, the teacher r elied on the background knowledge and information from the previous lessons. According to the video, these students were used to working with pan balances in order to solve mathematical problems. This attribute is very important because students have to see the continuity of tasks that they do and understand why these activities are necessary Thus, in terms of this criterion the lesson corresponds to the professional standards that are set for teachers. The lesson had a clear delivery method; in particular, Ms. Soglin relied on inquiry. This method implies that a teacher should not give direct answers or instructions to the students; instead the task of a teacher is to encourage children to come up with their own answers and solutions by asking questions that are relevant to the experiences and background knowledge (Nilson, 2010, p. 175). For example, Ms. Soglin asked students whether such a tool as pan-balance had been familiar to them. In response, they compared a pan balance to a seesaw or scales. Moreover, Ms. Soglin did not simply explain how to solve pan-balance equations, but prompted students to offer their solutions to particular problems.Advertising Looking for essay on education? Let's see if we can help you! Get your first paper with 15% OFF Learn More Overall, she avoided giving direct answers. Moreover, the method of guided inquiry is closely related to experiment. This is why the teacher encouraged students to work with pan-balances in order to understand how algebraic problems could be solved. This approach places more emphasis on student’s autonomy (Borich, 2011, p. 258). In this way, the teacher tried to make the activities more interesting and she achieved this goal. The lesson was intended for students with various learning styles. For example, there were children who preferred kinesthetic learning. Such children usually prefer to carry out some physical activity in order to understand the concept of algebraic equivalence (Martin, 2011, p. 225). This is why they worked directly with pan balances and weighed different objects to understand the concept of equivalence and solve problems. In turn, some of the students were visual learners. Their needs were also met. In particular, they could use various diagrams and drawings explaining equations. Finally, some of the children relied more on auditory learning. This is why Ms. Soglin explained the way in which pan balance equations could be solved. Thus, this lesson was adjusted to various learning styles. The activities of the lesson were intended for students of various intelligences. For example, manipulation of balances is mostly oriented toward bodily-kinesthetic intelligence, whereas oral explanations were supposed to benefit students with linguistic intelligence. Finally, the lesson provided for the assessment of student understanding. For example, Ms. Soglin asked children to explain how they intended to solve a math problem and use su ch operations as addition, subtraction, division, or multiplication. In this way, she determined whether students did understand the notion of algebraic equivalence and its implications. Reference List Borich, G. (2011). Effective Teaching Methods: Research-Based Practice, Seventh  Edition. New York: Allyn Bacon.Advertising We will write a custom essay sample on Curriculum Alignment in Modern Education specifically for you for only $16.05 $11/page Learn More Martin, D. (2011). Elementary Science Methods: A Constructivist Approach. New York: Cengage Learning. Nilson, L. (2010).Teaching at Its Best: A Research-Based Resource for College Instructors. New York: John Wiley Sons.

Leadership Case Study

Leadership Case Study Introduction Leadership is one of the concepts in the world, which has received massive coverage and attention. Although there are several reasons behind this trend, the commonest one is the fact that leaders have a significant influence in the society. Not to mention that some people and organizations have become what they are today because of the impact of certain leaders (Grint 2010, p. 1).Advertising We will write a custom essay sample on Leadership Case Study specifically for you for only $16.05 $11/page Learn More Leadership Even though there is a wide range of definitions that describe a leader, it has been universally agreed that a leader is a person who gives direction to others in order to attain a common goal (Gallos 2008, p. 1). This is mainly achieved through setting a pace in serving as a role model and creation of a working environment that allows members of the organization or employees to feel honored as part of the advancement process. Impo rtantly, a leader cannot be viewed as a boss since he or she remains committed to the full course of achieving set goals and objectives. It is noteworthy that there are numerous qualities, which define the character of a good leader. While these factors may vary from one person to another, common traits include being a good listener, focused, organized, available, ready to delegate duties, confident and decisive (Gallos 2008, p. 2). Leadership Theories Twentieth century saw the demand and interest in leadership rise to an advanced stage. While early leaders laid emphasis on existing differences between leaders and followers in terms of their qualities, subsequent leadership theorists approached the issue by considering certain variable like qualifications and situations in establishing an understanding of leadership traits (Grint 2010, p. 1). Some of these theories have been discussed under this segment of the analysis. The first one is the â€Å"great man† theory, which assu mes that good leaders are born and that what is considered to be good traits are naturally obtained. In other words, these leaders are born, which is against the notion that favors making of leaders. This school of thought normally depicts leaders to be heroic and ready to take up leadership positions in the corporate world whenever there is need. It is also paramount to note that the term was developed when the society thought that leadership was strictly meant for males (Bolden et al. 2003). This theory is believed to have been first developed by Thomas Carlyle, a time when gender equality was not being talked about as it is today. Men were therefore given leadership preference as women dominated other domestic areas of society management. It is also believed that the trait theory resembles the great man philosophy, as it assumes that certain qualities observed among some leaders are inherited, thus making them better than other leaders. This theory generally focuses on a behavior or trait, which is common among leaders. Even though this has been the case, it is hard to explain the existence of some of these qualities among people who are not leaders (Bolden et al. 2003). This is considered as the main obstacle in adopting this theory when explaining the concept of leadership.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More On the other hand, contingency theories address certain variables, which are connected to the environment and influence the type of leadership style suitable for a given situation. A very important fact under this theory is that situations in life cannot be addressed by one leadership style. This is based on a wide range of ways in which the situations are manifested. Basically, success is coupled with leadership styles, different situational aspects and traits carried by followers (Bolden et al. 2003). This leadership theory is closely related to situational theories, which affirm that situational variables are key in influencing the decision made by leaders. It follows that a decision-making process may require several leadership styles to ensure that the best position is reached. Unlike of the ideas discussed above, behavioral theories of leadership are inclined towards the fact that good leaders are made. It is solely based on behaviorism and the overall manner in which leaders act. In essence, the theory suggests that good leadership can be attained through learning and observation as opposed to being natural traits in human beings (Bolden et al. 2003). Moreover, participative theories of leadership support the fact good leadership seeks to incorporate the ideas of others in decision-making. They motivate other people to be part of the course of achieving set goals and objectives. Nevertheless, a leader may choose not to consider the input of his or her followers. Management leadership focuses on concepts of performance, supervision and organization. It is founded on the use of rewards and punishments in ensuring that the course is retained by all parties involved. This is the commonest leadership theory in business, where employees are recognized according to their input. The last theory of leadership is the relationship theory, which is also referred to as transformational theory. This emphasizes on the bond between leaders and their followers. Through motivation, these leaders show their followers the benefits, which are hidden in the future. As much as they are concerned with performance, exploitation of each person’s potential is always at the heart of their performance. These leaders equally possess high standards in terms of ethics and morality (Bass Riggio 2006). Steve Jobs leadership The name of Steve Paul Jobs has dominated the world of leadership especially in the 21st century; at the peak of technological advancements in computer technology. Born in 1955, Steve Jobs was a man of his caliber in terms of innovation of business ideas. Until his death in 2011, Jobs remained an icon of transformational leadership (Peà ±a 2005).Advertising We will write a custom essay sample on Leadership Case Study specifically for you for only $16.05 $11/page Learn More Among other successes and leadership positions, Jobs was well known for as the chairman and co-founder of the famous Apple Inc. Unlike his counterparts who have a clear-cut of their leadership styles, Jobs could not be described by a single style of leadership; he was endowed with several qualities, which helped him to traverse the business world, to achieve such massive success. Importantly, his life experiences right from teenage played a major role in molding his personality, having failed to graduate from college. In his 2005 address at the Stanford University, Steve Jobs highlighted several life experiences, which had shaped his life and challenged graduates to see su ccess and opportunities in setbacks, which life offers. He believed in having faith, by connecting dots in life even during hard moments and hardly regretted for his decisions, including the selection of an expensive college that became a challenge to his parents in paying tuition fees. As a result, he dropped out, and registered for calligraphy, which was significant in designing fonts while designing the first Macintosh. The love for his job was unwavering. Together with his friend, they founded Apple and even after being kicked out of the company, he moved on to launch NeXT Software Inc., which was acquired by Apple in 1997, giving a chance to rejoin Apple. His ill-health was a further source of inspiration in life. After surviving a pancreatic surgery necessitated by cancer, he considered it as a wakeup call; to maximize the use of available time in doing what he loved most (Peà ±a 2005). It is this path that shaped Steve Paul Jobs to become a leader with countless styles and q ualities. Firstly, Jobs was a charismatic leader. He was widely known for his ability to give captivating speeches, a trait that was equally employed in his career. His storytelling skills favored him capturing the attention of not only his audience but also his employees at Apple and other companies (Kramer 2010). He was able to communicate the benefits of using Apple products as compared to other products by use of metaphors and analogies. His charismatic nature was essential in developing enthusiastic leaders who remained focused towards achieving that which seemed impossible in the eyes of many and convince his customers that his company had the best products in the market. Jobs inherent and learned traits seemed to define his character and leadership path. Due to this, he earned himself several titles, which mainly described his attachment to perfection (Kramer 2010). His leadership was therefore described as personalized; he sometimes expected too much from an employee.Adverti sing Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to Jobs, he was interested in making people better, a leadership approach that was sometimes misinterpreted as being autocratic and rude especially in meetings. As an autocratic leader, Jobs insisted on being in control and showing people what to do even as a role model. While at Apple, Jobs had over a hundred employees who directly reported to him directly. His degree as a participatory leader was therefore low (Peà ±a 2005). Importantly, Steve Jobs remains an icon of transformational leadership. Throughout his career, Steve Jobs managed to transform different companies like Pixar. He also led by example, showing employees and other managers what was to be done in order to overcome the challenges of a competitive business world (Kramer 2010). This was essential in bringing out the best in every employee and promoting performance. Jeff Bezos He is the founder of Amazon.com, its CEO and chair of the company’s board. Bezos is highly recognized in the money market and was valued at $3.6 billion, according to Forbes’ survey in the year 2006. He was listed as the personality of the year in 1999 by the Time magazine. Besides Amazon.com, Jeff Bezos founded Blue Origin, with an aim of promoting tourism. He is definitely influential and his leadership style is worth studying to understand his success secrets. Unlike some of company owners who choose to delegate managerial positions, Bezos runs Amazon.com as its founder and CEO. He therefore battles out by transiting from a small company to the head of thousands of employees. He is generally overwhelmed with fun and innovations, having carried his laughing character to the company. In analyzing his leadership qualities, Bezos has been described using a wide range of approaches (‘Taking the long view’ 2012). He is a transformational leader. Based on the path he has used to get Amazon.com where it is today, it is doubtless that he has been instrumental in promoting the company’ s performance. He has always made choices based on his desire to move to another level, a reasons he gives for marrying his wife. His visionary has definitely landed him to a place he dreamed, decades ago. He is also concerned in the performance of managers and other company employees. In order to impact his management team, he organizes weekly meeting, reporting on experiences and answering questions from him. The Just Do It program launched by Bezos was highly applauded for promoting participatory management at Amazon (‘Taking the long view’ 2012). According to the program, managers are promoted for their innovative ideas, which are aimed at improving the company’s performance. His perfectionism in performance means that he has to higher new managers consistently, who are intelligent and highly skilled. Skills approach leadership This approach is mainly leader-centered. In other words, it focuses on certain skills, which can be learned and improve the leadershi p potential of an individual. It is obvious that knowledge and skills are essential for one to be recognized as a strong leader. Furthermore, skills denote what is achievable by a leader, while traits mainly focus on a leader’s identity (Leadership Skills Approach 2012). This leadership approach requires a leader to master three important areas, which are conceptual, technical and human. Technical skills determine a leader’s proficiency in performing certain tasks. For instance, Steve Jobs’ skills as a computer scientist were paramount in navigating through the world of computers. Despite his lack of a college degree, he had relevant knowledge in the world of technology (Peà ±a 2005). He also had innovative skills, which transformed several companies including Apple Inc. Mr. Bezos equally has computer skills in science and business, which have been significant in internet business, marketing and cloud computing. Bezos has experience in garage operations, having been a garage inventor during his early years of entrepreneurship. Skills approach of leadership further emphasizes on human skills, which are vital in dealing with people (Leadership Skills Approach 2012). Although Steve Jobs was sometimes considered to be rude autocratic in handing employees, his sense of charisma made him an outstanding leader in handling people. He was a role model and encouraged his employees to exploit their potential. On the other hand, Bezos enhances his human skills through weekly training and hiring of intelligent and smart employees. The last aspect is having conceptual skills, which are necessary in making long-term decisions (Leadership Skills Approach 2012). Steve jobs had a long-term vision and remained focused on the course despite his failure to graduate from university. While serving with various companies, he invested in getting higher. He transformed Apple, making it one of the leading technological companies in the world. Similarly, Amazon cult ure is dominated with long-term strategies. Since its inception, Amazon always invests its short-term profits for long-term benefits. Bezos takes risks, venturing into fields, which are less considered. These included cloud computing and the Blue Origin. The question we need to ask is how Steve Jobs and Jeff Bezos would lead a conservative industry like banking or construction. As mentioned before, the contingency theory of leadership focuses on external and internal factors, which determine the kind of leadership necessary. In other words, it may require the application of several styles in order to achieve reputable skills. The success of the two would not be limited, by the fact that their leadership styles are more diverse. For instance, Steve Jobs had several leadership styles, which would be important in taking a contingent approach. However, they would be limited in innovation; their success stories revolve around innovative ideas, which might not have a place in a conservati ve environment. While starting a company like Apple or Amazon with five employees, it would be important to apply transformational leadership in order to realize success. This is because transformational approach focuses on having a vision to advance to higher levels in future. It further nurtures talents and skills among employees for maximum performance (Bass Riggio 2006). Transformational leadership was highly employed by Jobs and Bezos. This helped in changing their small businesses into multinational companies. Nevertheless, this styles wastes a lot of time since leaders have to share their goals with follower. It can also be misused especially by dictatorial leaders. Conclusion From the above report, it is clear that leadership is a major concept in the society. Additionally, the success of leaders largely depends of their leadership qualities and styles. Leadership theorists argue that every leader can be grouped into a particular class of leadership. In this case study, it was revealed that several leadership styles contributed to the success of Steve Jobs and Jeff Bezos, to become world leading CEOs in the 21st century. To thrive in this competitive environment, they adopted several leadership styles. Moreover, transformational leadership qualities were key in developing their success story. It is worth noting that different companies may require varying leadership styles for their success. List of References Bass, B Riggio, R 2006, Transformational Leadership, Routledge, London. Bolden et al. 2003, A Review of Leadership Theory and Competency Frameworks. Web. Gallos, J 2008, Business Leadership: A Jossey-Bass Reader, John Wiley and Sons, New Jersey. Grint, K 2010, Leadership: A Very Short Introduction, Oxford University Press, London. Kramer, D 2010, Leadership Behaviors and Attitudes of Steve Jobs. Web. Leadership Skills Approach. 2012. Web. Peà ±a, M, 2005, Steve Jobs to 2005 graduates: Stay hungry, stay foolish. Web. ‘Taking the long vie w’ 2012 The Economist (US), vol. 402, p. 1-3.

Business Legal Environmen(230) Essay Example | Topics and Well Written Essays - 1250 words

Business Legal Environmen(230) - Essay Example As such to the disadvantages will now be discussed. The first of these is with regards to the fact that the sole proprietorship is very unlikely to garner any number of investors. This is due to the fact that investors are ultimately leery of investing in the business venture whose decision-making structure and ownership is all concentric upon single individual. Similarly, a secondary drawback is concentric upon the strength that has already been listed; the fact that all responsibilities and business decisions necessarily fall upon the shoulders of the sole proprietor. As such, sole proprietorship oftentimes places an undue level of stress and anxiety upon a single individual and therefore makes it impossible for him/her to both manage the business and maintain any semblance of a normal life. 2. With regards the advantages of a corporate business entity, the first of these is with regards to the fact that it is much easier for this entity to gather and raise money from investors. Du e to the fact that a pooling of capital and/or property can be rapidly affected within such a means, it is likely that such an entity will be able to garner a relatively higher level of investment as compared to the other entities thus far discussed. Likewise, a secondary advantage of the Corporation is that unlike the sole proprietorship, the individual shareholders are not personally liable for any debts that the corporation might incur during its operation. Conversely, one of the distinct disadvantages of the corporate business entity is with regards the fact that it is liable for a double taxation. The reader can understand this to mean that the profits of the Corporation are taxed as well as the individual shares that the stakeholders earn as a form of dividends/payments/salary. A further disadvantage is with regards to the fact that not all stakeholders will have an equal share with regards to a voice in how appropriation is wrong. As a function of the fact some shareholders w ill have a much stronger voice and level of ownership, their decisions will be taken much more seriously than those with a lower level of ownership or shares. 3. With regards to piercing the corporate veil, this most directly refers to the legal decision and ability to assume that the rights or duties of incorporation are also the rights and duties of its stakeholders. In this way, the reader can understand why a corporation is typically viewed as a separate legal person; completely and entirely responsible for the debts that it incurs as well as the credits that it is owed. Ultimately, the decision to understand the Corporation as a separate person is only pierced when an exceptional situation arises that forces the law to consider the Corporation in a non-personhood manner. More often than not, litigation with regards to piercing the corporate veil is generally concentric upon the level and extent to which wrongful conduct, proximate cause, or unity of interests might have been vi olated within the initial startup or subsequent actions of the Corporation. Similarly, as was briefly discussed above with regards to the disadvantage of entering into a corporate entity, the double taxation standard will be briefly discussed below. Firstly, whereas a sole proprietorship only allows for the individual to be taxed upon their earnings, the Corporation, regardless of its size and the number

Department of Defense (DOD) Information Technology infrastructure Research Paper

Department of Defense (DOD) Information Technology infrastructure Audit - Research Paper Example This will achieved by CompTech’s detective controls. The company will provide an alarm system that uses laser technology to detect intrusion and report it immediately to the police. This will ensure that the confidentiality of data and information within the DOD is safeguarded from intruders. The department of Defense (DOD) within its directives provides that DOD information must be protected from security breaches by one or more physical controls (Online Information for Defense Community 2012). It is in this regard that that the CompTech Inc. will provide physical security through locks which inhibit access to sensitive data and information within the DOD. Physical barriers will be installed within the DOD to prohibit access to data warehouses. The physical barriers that CompTech Inc. will provide for the DOD include passwords to entry and exit doors including the elevators. Through physical protection, the privacy of data within the department will be guaranteed. In order to comply with the information security program that is recommended by the DOD, CompTech Inc. will ensure that the department recovers quickly from any losses of data that emanate from security breaches. The company will achieve this through the design and installation of data recovery software that will act as a corrective control for data losses. This will ensure availability of data for use without any delays hence implementation of quick corrective measures. The Critical Program Information within DOD’s requirements and directives will be adhered to by CompTech Inc. in its procedural controls. The company will design and present training applications will help employees within the department to have adequate skills and knowledge on safeguarding the system. This will lead to a situation where the integrity of information within the DOD is maintained. CompTech Inc. will provide the DOD with secure systems which are designed and installed with firewalls,