Vaccinations Linked to Autism free essay sample

These articles are written by medical journalists, politicians, and celebrities whose opinions, personal motives, and sources go unchecked and unquestioned by the general public. Educated reporters realize the public may take their words to heart and responsibly report on the event or issue in a factual manner. Other writers who are either uneducated or blinded by their ulterior motives report in ways that can confuse and misinform the public. Due to the populations devote faith in the media, if an issue of health is being reported on, whoever is responsible for writing and/or publishing said media, since they cannot be censored, must be held liable for any injury individuals sustain by listening to their advice. Two articles pertaining to the cause of autism in children will show the differences between educated and unsupported reporting and how poor reporting can leave the public at risk and no one to blame. Carrie Gann is the production assistant for ABC news’ medical unit and earned her undergraduate degree from Emory University in 2006, double-majoring in neuroscience/behavioral biology and journalism. We will write a custom essay sample on Vaccinations Linked to Autism or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The article she wrote titled â€Å"Autistic Brains Have Abnormal Number of Brain Cells, Study Finds† considers a study published by the Journal of the American Medical Association comparing the amount of neurons in deceased boys brains to whether or not the boys were autistic. Gann’s article does not at any point express her opinion on any part of the study or the issue at hand. She simply reports what the study concluded and states very clearly the many variables that could invalidate the study’s results. This style of reporting leaves the reader informed on the study interested in research that will follow and able to develop their own opinions upon it, the report could in no way misinform a reader at Gann’s fault. Gann obviously understands she is not a doctor although she is well educated she still has no right publicizing her opinion on a medical issue. Jenny McCarthy is a Playboy Bunny. Ms. McCarthy’s highest degree is a High School Diploma and has no involvement ever in medical research or study, except that of her own. McCarthy’s article titled â€Å"In The Vaccine-Autism Debate, What Can Parents Believe? † speaks of how a recent publication of the British Medical Journal essentially ended the Vaccine-Autism debate. McCarthy expresses he opinion on this publication questioning the writer and his sources. Her report contains no medically proven or unproven facts, The scatter brained 13 â€Å"paragraphs† she delivers could easily misinform an unwary reader to supporting or acting upon an idea that is medically proven to be fraudulent. Near the end of the article she even states that her son is autistic and she claims she saw him regress after his vaccinations proving her extreme biased which unwary readers would interpret as authority on the issue, and if she sees herself as such, she should be held just as accountable as a doctor the actual authority on the issue should be. Unfortunately we cannot brush off McCarthy’s article because she is actually the president of an autism awareness organization Generation Rescue. Her fame and status as an â€Å"autism activist† makes many people consider her credible, even though the issue she and the rest of Generation Rescue is most active on (the results of Dr. Wakefield’s 1998 repot linking the MMR shot to autism) has been proven fraudulent. Gann shows us how real reporting is done. When Gann first speaks of the study she is reporting on she says â€Å"In the study†¦scientists investigated the brains of 13 boys from age 2 to 16†¦Ã¢â‚¬  She blatantly states the study’s size and restrictions and later goes on to describe the study’s results as which she describes as â€Å"†¦very preliminary and don’t apply to children and families currently dealing with autism. †(Gann 1). Her article exemplifies how non-medical writers should report on issues knowing this we can conclude Gann’s motives as being informative and know her words are clearly not meant to persuade anyone. McCarthy shows us numerous times as we previously mentioned she is writing for no other reason than to try and rally people to her beliefs. She brings up the point â€Å"Dr. Wakefield did something I wish all doctors would do: he listened to parents and reported what they said† (McCarthy 2). This shows that her argument is based her own personal thoughts and nothing else. If we consider what kind of an authority the average non- doctor parent is on autism, we realize that this statement by McCarthy reveals even more flaws in Dr. Wakefield’s report. No parent who is already emotionally compromised by the child’s condition should be considered a medical authority, any parent in such a state would agree with any statement that could give them some scapegoat for why their child must suffer. This brings about my real problem with McCarthy, if a parent has been following only McCarthy’s side of the debate and decides not to vaccinate their child who is to blame when their child contracts or dies from the diseases said vaccination would’ve prevented? McCarthy would obviously be responsible for the child’s death or illness along with anyone who published her opinions on the topic but legally the blame would not come to them. Since we as individuals are considered intelligent enough to question what we are reading and who is writing it the blame would fall to us, but the idea of not vaccinating our children wouldn’t have existed without McCarthy’s activism and opinions, especially since Dr. Wakefield’s study has been publically disproved, so how can our society not hold her liable? Gann as an intelligent human understands this accountability a writer should uphold for their words especially when speaking of medical issues. Her motives are clearly to inform, her sources are well cited, and her opinions are kept to herself. McCarthy’s article is only opinions, her words are clearly out of anger and sadness and unfortunately she’s so misinformed that that anger stems from her strong belief in Dr. Wakefield’s study. Since she is so strongly devoted a fraudulent study she will do anything to get people rallied to her cause convincing the of things that are simply because she believes in them isn’t right all it is, is dangerous.

Richard Posners Not a Suicide Pact Brief Summary

Richard Posners Not a Suicide Pact Brief Summary Free Online Research Papers Richard Posner discusses through â€Å"Not a Suicide Pact† how the Constitution is an ever changing document, which constantly must be interpreted differently in order to find a new balance between how much civil liberties are given and how much rights must be taken away in order to ensure safety. During times of war, or unstable situations in which the public safety is threatened, the government must responsibly decide how much they should decrease the civil liberties of the people in order to ensure safety without taking away too much rights from the people. Because the Constitution is such a flexible document, we can interpret it freely enough so that we can alter the document’s meaning for times of war or peace and thus treat each situation with more unique, workable solutions. Posner points out the need for flexibility in the Constitution on page 1 of his narrative, â€Å"Like any brittle thing, a Constitution that will not bend will break†. Posner’s message throughout his entire book is that we must interpret the Constitution loosely in order for our country to survive through any situation. The threat level that the United States government deals with effects the range of how far civil liberties from the Constitution should be allowed to vary; but, the specific amount at which they should vary is never concrete. In fact, the we are always trying to find a balance between these two points on the spectrum that best fits each new given situation When values such as personal liberty and privacy come into conflict with those of equal importance, like public safety, which have suddenly become magnified by the onset of a national emergency, then it is more important to sacrifice some of our personal liberty and privacy in exchange for the safety of the public during a time of crisis. When there is a time of crisis it is more important to protect the safety of the people than to get as much rights as usual and then have the lives of the people at greater risk. I personally agree with Posner’s ideas on the balance between freedom and security, and I think that the sacrifice of rights to an extent is a good solution, as long as civil liberties never disintegrate. According to Posner, civil liberties in order to protect the people from a tyrant or oppression, and states that they are for making sure that there is no situation where â€Å"such actions get out of hand, creating a climate of fear, oppressing the innocent, stifling independent thought, and endangering democracy.† Protection from terrorisms is essential, and I am very thankful for many of the steps that the government has taken to give us security, and the price of a little less privacy is alright with me if it saves countless lives and keeps our nation safer. Research Papers on Richard Posner's "Not a Suicide Pact" Brief SummaryPETSTEL analysis of IndiaCapital PunishmentQuebec and Canada19 Century Society: A Deeply Divided EraUnreasonable Searches and SeizuresIncorporating Risk and Uncertainty Factor in CapitalAppeasement Policy Towards the Outbreak of World War 2Relationship between Media Coverage and Social andMarketing of Lifeboy Soap A Unilever ProductDefinition of Export Quotas

How to Create an Environment of Effective Communication at a Business Research Paper

How to Create an Environment of Effective Communication at a Business Meeting - Research Paper Example This essay stresses that the employees will have their say leading to rising contention and new ideas may bring brighter prospects for the firm. At times entrepreneurs cannot think of ideas that fresh minds can and so this might help in the smooth running of the firm. Also this action item plan will lead to the development of attributes like target making and target achieving. When the employees have goals in front of them and a deadline to achieve them, they would do everything to accomplish that. Other employees will learn by seeing the example. This way, there would be a lot of competition and positive spirit arising in the employees. It is also equally important to seek for accountability of the follow up plan during the next meeting. Often people say a lot during one meeting and its effect simply cools down or, more appropriately phrased, dies out before the next meeting. This is very discouraging for those who take the meetings seriously. To ensure that the effective communicat ion environment is maintained, it is extremely important that the follow up plan is actually followed and the first thing during the next meeting should be to discuss its proceedings. This paper makes a conclusion that the decisions that the firm makes are actually representing everyone involved in the firm’s activities. Also, effective communication gives rise to fresh ideas and minds leading to innovation and more chances of research and development. It also ensures satisfaction amongst the employees. They would be contended and would thus work for the firm earnestly.

Ethics and Criminal Justice Term Paper Example | Topics and Well Written Essays - 1000 words

Ethics and Criminal Justice - Term Paper Example People who follow ethics are highly acknowledged and privileged by the society. Ethics, values and norms are not defined for the sake of knowledge only rather these are invented to be implemented properly. Simple moral ethics include taking care of sick, obeying of elders, avoiding lies, fair dealings etc. All these are common in every society and every religion of the world. Ethics are included in moral philosophy which involves in making moral judgments about the good or bad and right or wrong. It is obvious that these are absolute truths but also these are desirable by every cultured society (Singer 1995). Ethics and moral standards are of high importance in tackling cases of crimes. There has been every kind of big or small crime occurring round the globe. The world is not a quite safe place indeed. Rates of crimes all over the world particularly in US are increasing day by day. Law enforcement agencies are making their extreme efforts in order to make the world a safe place from these things. But since these are a part of society and the persons who conduct such activities are amongst us, we must have to have a system of rules to guide us in such situations which contain morality. No doubt dealing with humanity requires emotions too; but these only are not enough for making tough moral decisions. Here, ethics are defined in order to make justice and to give a message to other criminals too that they would not be spared from the justice in any case. Ethics in criminal justice sets the standards and limitations of the punishment according to the crime. They are quite helpful in determining the sensitivity of the case and to identify its variation. Once the nature of the crime is identified, then the criminals are charged correspondingly. Researches and analysis on ethics and criminal justice involves all those topics which are tagged under the law and justice. Some typical topics are authority of the state, role of law enforcement forces, providing a safe an d equal opportunity work environment which is free of rational and ethnical basis, crimes and prisoners etc. In order to research upon such sensitive and crucial topics, it is important to have a pre-defined set of moral ethics for a proper and fair judgment (Importance of ethics in Criminal Justice 2012). People who study and research upon criminal justice and critical ethics become able to have some analytical skills and logically reasoning abilities by which they can understand the complexities of different cases and tend to solve them with good moral judgments. By studying moral ethics, all such issues which occur within the criminal justice system can be understood well and criminal justice professionals may take lesser time in order to analyze the sensitivity of the case. They became able to draw consequences more quickly and enforce actual punishments as required by the crime. Since these professional are given power and authority to handle cases on their own; and in some cas es they may use or permit the use of physical force upon the criminals, it is necessary for them to have an in-depth knowledge of moral ethics so that they can distinguish between the limits and try as much as possible to keep make humanitarian decisions. They must not mis-use their authority and must not use it for personal purposes and benefits (Felkenes 1987). Since the subject of ethics belongs to the philosophy of life, we must understand and elaborate it in these terms. There

Research Paper Case Study Example | Topics and Well Written Essays - 1250 words

Research Paper - Case Study Example Fortunately or unfortunately, West contacted the boy and the conversations turned sexually explicit once the expert informed West that he had just turned 18 years old. As a consequence, three reporters wrote several stories concerning the West scandal. However, things did not turn out to be good on the side of West as he was forced to take a leave from office, and was charged, although the charges were dropped some two months later on the argument that the issue of limitations had expired. Several editors from spokesman-review posted several of private and sexually explicit web chats and emails involving West and the teenage boys. Indeed, it is eminent that three online chats concerning the scandal were moderated by Steven Smith, who is mandated to oversee operations of the newspaper and website. Among other things, Smith and other editors posted hyperlinks that mentioned issues related to West, spokesman-review’s coverage and community members’ blogs on the matter. Vie ws from other journal articles On his review on how journalist behaves, Brainard, (2012) argued that, media watchdog Jim Naureckas was right when he noted that journalism is one of other means of uncovering untold or unclear stories. However, the worry is that people have stopped putting their whole trust on such stories due to concern about violation of journalism ethics. An example given by Brainard is the one involving deceptive and undercover reporting by Sun Times’ Tavern sting, whereby exposure of corruption deals by city inspectors was exposed, but failed to win a Pulitzer prize due to violation of journalism ethics (Brainard, 2012). In this regard, it is apparent that although journalist engage in such activities to uncover the untold stories, one thing that is evident is that media is there to exercise practices of showing the power of determining experiences of others. To some extent, such actions like the once involving spokesman-review and West brings about concer ns about journalism ethics and cyberspace ethics. For example, it is apparent that spokesman-review postings about West could have a lot of implications on West’s life. Journalism calls for integrity on their reporting. Matters involving private life are a bit sensitive. Although the legitimacy and legality of what a journalist publishes highly depends on the certainty and the level of investigation done, matters involving invasion of private life become sensitive (Whiteman, 2007). For example, just because a journalist can pull up some information concerning a politician’s private life does not mean that is ethical practice. Some of the major areas of concern when such issue arise includes invasion of individual’s personal habits, medical condition, and sexual preferences, among others (Whiteman, 2007). In relation to cyberspace ethics, there are many issues surrounding what social sites regulations due to increased level of cyber crime and identity theft. Alth ough famous social sites have facilitated and changed the way people interact, in the wake of these developments, several ethical issues have been of concern (Brainard, 2012). In particular, it is apparent that ethics in cyberspace focuses on the consequences of certain interactions in the cyberspace. However, due to lack of international legal framework that defines cyberspace ethics, many of issues regarding what is ethical and what is not

Models Of Organisational Culture Management Essay

Models Of Organisational Culture Management Essay The research will present literature of various models of organisational culture. The research will concentrate on models of organisational culture by Schein, Hofstede, Denison and competing value framework models. This model will be presented to give a framework for organisational culture. The models of organisational culture are very important to the study as they explore the various perspectives of authors and how they are applied in organisational setting. The study will focus on the Denison model of organisational culture. 2.2.1 Schein (1992) discusses the levels of culture namely; artefact, espoused value, basic underlying assumption. 2.2.2 Artefacts Artefacts deal with organisational attribute that can be perceived, felt and heard as new members join the organisation, they are difficult to measure. According to Du Toit (2002), artefacts are visible, obvious expressions of culture. They are the tangible and audible demonstration of behaviour supported by organisational norms, values and assumptions. They range from aspects such as architecture, office design, language, rituals and celebrations. 2.2.3 Espoused Values This level deals with espoused goals, norms, standard, morals and principle, and it is measureable. It is the value from the foundation as to what is acceptable and what is not acceptable. They represent what is considered as right and wrong and forms an ethical code of the organisation. Norms relate to value that indicate the expectancy amongst members in the organisation. Norms offers the organisation with unwritten rules that shows the expectations in terms of actions appropriate to certain situation. Norms and values support the artefact of a culture (Du Toit, 2002). 2.2.4 Basic Underlying Assumption This level is the basis of the culture of an organisation. Basic assumptions are unconscious and are often taken for granted, but they are often how employees feel in an organisation. The basic assumptions are often taken for granted to the degree that there is little variation within culture unit. They serve as a guiding behaviour that tell people how to think, feel and perceive work, performance goals relationships and performance of co-workers. (Du Toit, 2002) Figure 1 Scheins Model of organisational Culture Source: Schein, E.H. organisational culture and leadership, Jossey-Bass, San Francisco, 1992, figure 9. 2.3 Hofstedes Model of organisational Culture Hofstedes four levels of culture are symbols, heroes, rituals, and values. This cultural model was for the relationship between organisational culture and local cultures. . 2.3.1 Symbols Symbols is the first level of this cultural model. Symbols convey a specific meaning within a culture, (Davidson, 2004). According to Denison (1990), symbols are the most obvious elements of culture, presenting the gestures, objects or words, which are acknowledged by those who belong to the same organisational culture. 2.3.2 Heroes Heroes according to Davidson (2004) are people who are recognised to have characteristics that are highly valued and most times are winners in the organisation. They function as models of behaviour within the organisation (Hofstede, 1985). 2.3.3 Rituals Rituals represent a number of activities in the culture that are extra but are considered socially vital. According to Hofstede (1985), symbols, heroes and rituals can be termed as practices, because they can be seen and observe. 2.3.4 Values According to Hofstede, the essential aspect of culture is formed by values, which are broad propensities to have a preference of certain state to others which are the deepest level of culture (Denison, 1990). Figure 2 Hofstede organisational culture model Source Adapted from Davidson (2004, p.47) 2.4 Competing Value Framework Model The competing value framework consists of two dimensions which have been encompassed into four groups. The first dimension is allied to organisational focus, from an internal emphasis on the well-being and development of individuals in the organisation and to an external emphasis on the well-being and development of the organisation itself. The second dimension distinguishes organisational preference for structure and signifies the difference between stability, control, flexibility and change. The two dimensions form the four quadrants of the model (Cameron and Quinn, 2006). 2.4.1 Clan Model The clan model in the upper left quadrant places a great importance on the flexibility and internal focus, and stresses on cohesion, moral and human resource development as standard for effectiveness. This model focuses on friendly working environment, like one big family where individuals have a lot in common and share things among themselves. Leaders are seen as mentor, and they represent a parental symbol. What keeps the organisation together is loyalty, custom and teamwork. The organisation focuses on long-run remunerations of individuals development with a sense of high unity and morale being important, whilst commitment becomes very high (Cameron Ettington, 1988). Accordingly, Cameron and Quinn (1991) argued that clannish organisations place importance on attachment, affiliation and membership support. The definition of achievement at this level is in terms of thoughtfulness to clients and concern for people, exceptional focus is on teamwork, involvement and harmony in the org anisation (Cameron Quinn, 2006). 2.4.2 Adhocracy model The Adhocracy model is located in the upper right quadrant emphasising on flexibility and external focus, and highlight on readiness, growth, resource, acquisition and external support. The organisation is measured as a vigorous, enterprising, and resourceful workplace, where employees stick their necks out to take risks for the organisation. Leaders are ambitious, productive and risk-oriented. The organisation is held together by commitment to experiment and invention. The focus is being at the foremost edge of work knowledge, products and other services. Willingness for change and meeting new challenges are significant. The organisations long- run emphasis is on fast growth and obtaining new resources. Denison and Spreitzer (1991) argued that, the resources are predicted to cultivate innovation and cutting-edge output. Behaviours come from members creativity, self-determination and adaptability (Cameron and Quinn, 2006). 2.4.3 Market model This model is located in the lower right quadrant with emphasis on control. It has internal focus, and stresses on the role of information management, communication, stability and control. The most important attention is for work to done. Leaders become motivating creators, directors, and contestants. Leaders are tough and demanding. The bond that holds the organisation together is on importance on winning. The long-run concern is on competitive movements and achieving strategic goals and targets. The style of the organisation is striving on competiveness (Cameron and Quinn, 2006). 2.4.4 Hierarchy model Hierarchy model is in the lower left quadrant. This model emphasises on control. It has external focus, and views planning, goal setting, productivity and efficiency as effective. It is branded as a formal and organized place to work. Measures and well define practice govern what people do. Leaders in the organisation are good coordinators, planners, and efficient experts. The long-run of the organisation are constancy, expectedness and efficiency. Official guidelines and policies hold the organisation together (Cameron Quinn 2006). Behaviours that affect these values consist of conformity and predictability. Denison and Spreitzer (1991) argued that these values, in turn, promote efficiency, timeliness, and smooth functioning. Figure 3 Competing Value Framework Source from Cameron and Quinn (1999) 2.5 The Denison Organisational Culture Model. Denison (1990) established four basic views of organisational culture traits namely; mission, consistency, involvement and adaptability 2.5.1Mission Denison (1990) postulates that, culture that offers a shared definition of the role and purpose of the organisation is not only positively linked with putting in their efforts in the interests of the organisation, but also helps in finding the direction and goals which makes it easier to select appropriate course of action for the organisation. A sense of mission permits an organisation to shape present behaviours by predicting a desired future state. Being able to adopt and recognise with an organisations mission contributes both short and long-term commitment to the organisation. Organisations that have low mission scores usually have top executives who concentrate on controlling their organisation, second-guess their direct report and make thorough decisions about products, people and resources. Also, organisation with low mission scores respond to competitors who have redefined the rules, goals and not very understanding to many employees and the long term drive of the organisation is not very motivating. The mission model has three divisions; 2.5.1a. Strategic Direction and Intent A clear strategy intention communicates the organisations purpose and has a clear indication on how everyone in organisation can contribute and make an impact in the organisation (Denison et al., 2006). This affirms the argument by (Baker., 2002) that strategic planning and identification are very important for maintaining organisational culture (Baker., 2002). 2.5.1b Goals and Objectives According to Denison et al (2006), a clear set goals and objective can be associated to the mission, vision and strategy and this give a clear direction to employees in an organisation. To be able to function effectively an organisation should be able to plan future course of action and also have a well-defined understanding of where they are going and the strategy to get there. 2.5.1cVision Denison et al (2006) posit that, the organisation has a shared view of preferred future and it stands for core values and apprehends the heart and minds of the members of the organisation, whiles giving guiding principle and direction. Mobley et al (2005) discovered from a study when assessing a global office furniture firm that, high score on vision may be indicative to people in the organisation having a clear idea as to the vision of the organisation. Denison and Fey (2006) argued that mission is the most significant cultural characteristics for the organisations concentrating on sales growth. 2.5.2 Consistency Denison (1990) suggests that, a reliable procedure for exchanging information is communication because it brings about an agreement on the meaning of words, actions and other symbols and further argued that organisational members will enhance their internal co-ordination and stimulate meaning and a sense of identification when they have a common perspective, shared beliefs and communal values. Organisations are effective when they are consistent and well incorporated (Safflord, 1998). To back this view, Denison, 2006; Gordon and Ditomaso,1992; Schein, 1992; argued that, behaviour is rooted in the set of core value, that leaders and followers are capable in agreeing and including various points of view and that the organisations activities are well coordinated and integrates. A consistent organisation cultivates an idea and produce organisational systems that build an essential system of authority based on consensual support. 2.5.2a Core Value Members of organisations often share a set of values which generates a sense of identity and a clear set of expectation. A research in Russia, conducted by Denison and Fey (2006) indicated that employees viewed core values to be important. The response of employees showed that the main purpose of the firm is to uphold the integrity of the current authority structure. 2.5.2b Agreement When members of organisations are able to reach agreement on critical issues, there is an agreement. This involves the fundamental level of agreement and the capacity to settle the differences as they happen (Denison et al., 2006). A study conducted on the effect of organisational practices on individual attitudes and behaviour by Fisher and Alford (2000) discovered that it is important to establish if agreement within the organisation is about the main organisational practices. Agreement will build up the impact of organisational practices of individual work behaviour. Disagreement on the other hand will weaken the connection between organisational practices and work attitude and behaviour. 2.5.2c Co-ordination and Integration Different departments of organisation are able to work together to accomplish a common goal whiles organisational boundaries do not affect getting the work done (Denison et al., 2006). The Wyandotte city council did a research to determine ways to decrease operational cost and to enhance customer service. The Denison culture survey was administered and the outcome was low consistency scores which point out that the city council should enhance integration and co-ordination in order to increase operational effectiveness, (Buno and Bowditch, 1998). Organisations that have low consistency score most of the times have customers who get unsatisfied for the reason that no one seems to be able to speak for the whole organisation. According to Rondeau and Wagner (1999), strong consistency cultures which highlight adherence to formal roles, rules and regulation and traditions, were discovered to be usually less likely to use systematic approaches when reacting to change. 2.5.3 Involvement Involvement incorporates the significance that the organisation places on building the capabilities of its professional and administrative employees. The value that the organisation has on team orientation against individual accomplishment and the feeling of ownership is created by the high level involvement. According to Denison, Jonovics Young and Cho (2006), employees are committed to their work when they feel a strong sense of ownership. They indicated that, people at all levels believe that they have some contribution into decisions that will affect their work and will make them believe that their work is directly connected to the organisational goals. The involvement view on organisational culture postulates that, the role of organisational effectiveness is the level of involvement of organisations members participation. A sense of ownership and responsibility is created by a high level of involvement and participation. This ownership produces a high level of commitment to the organisation and an increasing ability to operate under circumstances of ambiguity. The outcome is an increase in the level of employee commitment to the organisation which tends to reduce the needs for formal systems of control in organisation and leading to performance improvement (Denison, 1990). Organisation with a high level of involvement depends on informal, voluntary and implicit control system instead of formal, explicit, bureaucratic control systems. On the other hand, organisation with low involvement generally shows an organisation whose employees are detached from their work, ignorant of its importance and its link to the rest of the organisation, reluctant to accept greater responsibility and are tentative about working with people who are not from their immediate circle (Denison et al., 2006) The involvement part of the Denison model has three divisions. 2.5.3a Empowerment According to Denison et al (2006), people have the authority, initiative and aptitude to manage their own work. This produces a sense of ownership and responsibility to the organisation. Greastey, Bryman, Dairity, Prince, Soetanto and King (2005) did an investigation on how empowerment is perceived by employees in a construction firm and discovered that the strict regulations and rules under which construction workers operate, hinder their freedom to impact the work that they do. Additional discoveries suggest that the role of the employees direct supervisor has a strong impact on the diffusion of empowerment. To concur this view, findings of an investigation done by Benko (2001) perceived that if employees were not constrained by rules, regulation and limitations, they were able work more efficiently, promptly and effectively. 2.5.3b Team Orientation Denison et el (2006) postulate that, organisation depends on team effort to get work done as value is placed on working together towards a common goal for which every employee feel jointly responsible. Scott et al (2003) conducted a research on team orientation; they found out that, group association and teamwork have been linked with greater implementation of continuous quality development practice. 2.5.3c Capability Development According to Denison et al (2006), capability development of the organisation is the continuously investment in the development of employees skills to enable the organisation to stay competitive and meet on-going business demands. Managers and employees must learn how they can work well in a market economy, so an organisational culture that place importance on training and capability development of workers is very essential, (Puffer, 1992). Research point out those effective organisations empowers and engages their employees, build their organisation around teams and develop human skill at all levels (Block, 1991; Buckingham Coffman, 1999; Lawler, 1996; Spreitzer, 1995). Fey and Denison (2006) discovered that involvement is the most key dimension of organisational culture for organisation whose primary aim is employees satisfaction. To harmonise this view, research conducted examining organisational culture in a hospital setting found that strong involvement cultures were possible to increase employee participation, increase employee training and development expenditure, and increase use of self-managed work teams (Rondeau and Wagner, 1999). 2.5.4 Adaptability Denison and Mishra (1995) argue that organisation which has a strong adaptability generally experience sales and growth market share. Organisations which have low adaptability score generally have an internal focus and struggle to respond to competitors, customers and employees with new ideas. Low adaptability organisations operate on apathy and their past accomplishment may possibly create barriers for future success. Top managers in these organisations devote their time responding to results of standard operating procedures, controlling the organisation and managing short-term performance, instead of leading change or long-term thinking (Denison et al., 2006). 2.5.4a Creating Change Denison et al (2006) argued that, an organisation is able to create adaptive ways to meet changing needs. It is also able to read the business environment to react quickly to trends and predict future changes. A research conducted by Price (2003) in assessing organisational culture in a manufacturing firm, discovered that most employees showed that they were not rewarded or respected for discovering new and better ways of doing things, and they are not able to quickly adapt, change is met with opposition and the organisation is not taking the initiative. Areas that need improvement were identified in order for the organisation to adapt to the external environment. 2.5.4b Customer Focus Customer focus mirrors the extent to which the organisation is motivated by a concern to satisfy its customers. The organisation recognises and responds to their customers and predicts their future needs (Denison et al., 2006). Price (2003) when assessing the organisational culture of the manufacturing firm reached that most employees felt that they were meeting the needs and expectations of the customers. 2.5.4c. Organisational Learning The organisation obtains, interpret indicators from the environment into opportunities. The opportunities serve as a means to inspire innovation, gain knowledge and develop competences (Denison et al., 2006). Rondeau and Wagner (1999) from the study they conducted reported that strong adaptability cultures emphasis employees innovation, risk-taking, internal flexibility and entrepreneurialism. Also according to Doherty and Hardy (1996) adaptability to the environment is an essential element in ensuring innovative success. Figure 4: Denison organisational culture model Adapted from www.denisonconsulting.com 2.6 ORGANISATIONAL COMMIMENT The idea of organisational commitment has increase in the literature on industrial and organisational psychology (Cohen, 2003). The theory of organisational commitment is a concept different from other concepts such as job satisfaction, job involvement, career salience, occupational commitment, turnover intentions and work group attachment (Cohen, 1993; Mathieu Farr, 1991; Meyer et al.,1993; Morrow McElroy, 1986; Mueller et al; 1992). Apart from being a different concept, organisational commitment adds exclusively to the forecast of important outcome variables such as performance, turnover and withdrawal behaviours (Mathieu and Zajac, 1990; Meyer et al, 1993; Tett and Meyer, 1993). Research has emphasised that commitment has a great impact on the successful performance of an organisation. A highly committed employee in an organisation will identify with the goals, objectives and values of the organisation and will have a strong desire of being associated with the organisation. 2.6.1 Definition of organisational commitment. The concept of organisational commitment was defined by Mowday et al (1982, p.27) as, the relative strength of an individuals identification with and involvement in a particular organisation. OReilly and Chatman (1986, p.493), defined organisational commitment as the psychological attachment felt by the person for the organisation; it will reflect the degree to which the individual internalises or adopts characteristics or perspective of the organisation. Organisational commitment has been defined as a psychological state that binds the individuals to the organisation (Allen and Meyers, 1990, p.14). Mathieu and Zajac, (1990, p.171) also defines organisational commitment as a bond or link between the individual and the organisation. However, Steers (1977) defined organisational commitment as a comparative strength of an employees identification and participation with an organisation. According to Mowday, (1992), commitment consists of three components, it is identification with the goals and values of the organisation, a desire to belong to the organisation and willingness to display effort on organisations behalf. Researchers suggest that commitment impacts behaviour independently of other motives or attitudes and, might lead to the persistence in a course of action even in the face of conflicting motives or attitudes. Thus, commitment can lead individuals to behave in a way that, from the perspective of neutral observers, might seem in contrast to their own self-interest, e.g. a temporary employee who is productive despite having no job security (Meyer and Herscovitch, 2001, p. 301). For the purpose of this research, the definition and components given by Allen and Meyer (1990) will be used. 2.6.2 Models of organisational commitment The research will present literature of various models of organisational commitment. The research will concentrate on the Morrows model, OReilly Chatmans model, Etzionis model, and Allen and Meyer model. These models will be presented to give a framework for organisational culture. The models of organisational commitment are very important to the study as they explore the various perspectives of authors and how they are applied in organisational setting. The study will focus on the Allen and Meyers model of organisational commitment. 2.6.3 OReilly and Chatmans model of commitment The model of commitment by OReilly and Chatman according to Herscovitch and Meyer (2001), was based on the theory that commitment signifies a frame of mind towards an organisation, and that there are different ways through which attitude can be cultivated. OReilly and Chatman (1986) argued that commitment takes three different forms, established on Kelmans work on attitude and behaviour change. The three commitment forms are as follows: Compliance Commitment, which is the instrumental involvement for specific extrinsic rewards. Identification commitment, which involves attachment based on a desired for affiliation with the organisation Internalisation commitment which involves envisaged on congruence between the individual and the organisational values. 2.6.4 Morrows model of commitment Morrow (1983) gives five different forms of organisational commitment. The forms of commitment are divided into two broad categories. The first category looks at commitment that impact work attitude with no association to organisation where one is working. These are Protestant work ethic (Mirels and Garret, 1971), Career commitment (Greenhaus, 1971) and Job commitment. The second category looks at commitment that are impacted by the organisation where one is working, these are continuance and affective organisational commitment (Allen and Meyers, 1993) 2.6.4a Protestant Work ETHIC (PWE) Protestant work ethic (PWE) according to Aaron Cohen (1999), determining factor are felt to be a principally a function of personality and secondarily a function of culture (Morrow, 1983). The character connection is based on the observation that ethical authorization with stable personality and demographic traits. Power work ethical is related to work experience variables or to work outcomes (Morrow, 1983). 2.6.4b Job Commitment Job commitment according to Aaron Cohen is a function of personality or individual difference and the work situation (Morrow, 1993). Thus demographic and work experiences are expected to relate to job involvement (Blau and Boal, 1989). 2.6.4c Career Commitment Blau(1985) suggest that the principal determinants in career commitment are; individual differences and situational characteristics. Therefore, for the demography variables, the same pattern of relationship is expected for career commitment with the job involvement. 2.6.4d Affective Commitment Affective organisational commitment was discovered to be related to a wide variety of literatures. Affective commitment is related to both demographic characteristics and work experience. (Mowday, Porter and Steers, 1982; Morrow, 1993) 2.6.4e Continuance Commitment Continuance commitment, which reflects the recognition of costs associated with leaving the organisation, should be related to anything that increases perceived costs. Direct or indirect investments in the organisation, side bets, represents such costs bets, represents such cost best, and were operationalized mainly by variables like age, education and tenure (Becker, 1960). Morrow (1983) posits that career commitment is linked to continuance and affective commitment to the organisation. Also continuance commitment to the organisation relates to affective commitment, both of these commitment influence job involvement. Morrow further argued that there is a reciprocal between the different levels of commitment. 2.6.5 Etzionis model of commitment The Etzionis model of commitment has three different forms, namely Moral commitment, Calculative commitment and Alternative commitment. 2.6.5a Moral Commitment Moral commitment is classified Etinios (1961) originate from a symbolic compliance structure which can epitomise one of the two affective commitment. Moral commitment is categorised by positive affective attachment and internalisation of organisational goals and values based on an agreement structure that stresses on material or symbolic reward, shared norms and personal dedication (Etzionis 1975; Penley and Gould, 1988) cited in Hornung (2010). Moral commitment is categorised by its identification with organisational goals (Patchen, 1970). Hall (1970) argued that moral commitment can be seen as a kind of organisational identification. To concur this, Wiener (1982) argued by presenting moral commitment as a form of affective organisational attachment commitment. He aligned it with the commitment work of Porter and his colleagues (Porter, Steers, Mowday Boulian, 1974; Steers 1977). Therefore, arguments such as Hall (1970), and Porter (1974) are presently intented to operationalize af fective scopes of commitment, similar to Etzionis (1961) moral involvement. 2.6.5b Calculative commitment The calculative commitment is established on employee getting incentives to their match contributions. According to Etzioni (1996), this type of attachment to the organisation as typical agreement systems based on exchange. It is theoretically embedded in the theory of Barnard (1938) and the theory of March and Simon (1958). Calculative commitment needs not to be decreased to willingness to keep organisational members. It may be seen in a wider terms of contributory attachment. The traditional perception of calculative commitment retention of organisational members may be more closely linked to the affective form of organisational commitment. 2.6.5b Alienative commitment The alienative commitment is characterised by a negative form of attachment in light of being forced to a course of action by environmental pressure, experienced loss of control and lack of alternative (Hornung, 2010). According to Etzioni (1975), alienative commitment is emblematic of a prison which a force compliance system is prevalent. Alienative commitment can be regarded as a foundation for organisational commitment if one thinks of organisational members commitment to the organisation as a result of lack of control over the internal organisational environment and recognised absence of substitutes for organisational commitment (Etzioni, 1961) The word alienation was acquired from Karl Max who gave alienation its classic meaning, a lack of control. To the alienative committed employee, rewards and punishment may be seen accidental instead of lack of alternatives for organisational commitment (Etzioni, 1961). The worker may see the random 2.6.6 Allen and Meyers model of commitment However, Allen and Meyer (1991) also give three forms of organisational commitment has made the biggest contribution to organisational commitment literature. Their three models will be chosen because it has gone through a wide empirical evaluation to date. Allen and Meyers argued the belief that commitment binds people to an organisation, thus decrease the probability of turnover. The main alteration is in the mind-sets assumed to categorise the commitment. These reproduced the three different types of commitment: 2.6.6a Affective Commitment Affective Commitment is the employee emotional attachment and identification to the organisation. Affective commitment is also the individuals emotional connection to, acknowledgment with and partaking in the organisation, (Allen and Meyer, 1997). Employees who are affectively committed to the organisation will possibly continue working for it for the reason that they want to (Allen and Meyer, 1991). Employees who are dedicated at an emotional l

Old Man and Old Woman as Marital Guide :: Old Man Old Woman Essays

Old Man and Old Woman as Marital Guide  Ã‚   "Old Man and Old Woman," a retelling of a Native American myth by Chewing Blackbones, a Blackfoot Indian, should serve as a lesson to all couples in how a good relationship works. In today’s society there is a great need for people to understand how to make their relationships successful. As the divorce rate gets higher every year; small children have begun to think that getting a divorce is something that is normal and to be expected. This story shows how to work through problems with a give-and-take approach where you make compromises, yet still stand up for yourself when you believe your convictions cannot be compromised. The Old Man and Old Woman agree on certain rules from the beginning. It is important for couples to agree on certain points when they begin a relationship. Problems might arise later if certain ideals and standards for behavior are not established from the onset. The man and woman in the story agree that the man will have the first say in all decisions and the woman the second. For couples in today’s society the ideals that are established are more likely have something to do with religion, the number of children a couple wishes to have, or who should work in the family. The establishment of these principles will help couples to stay together longer and also be happier. While the Old Man and Old Woman agreed, from the beginning, that the man should have first say and the woman the second, they both had equal input into decisions. When they were discussing the duty of tanning the hides, the man said "the women will have the duty . . . they will rub the animals’ brains on the hides to make them soft and scrape them with scraping tools. All this they will do very quickly, for it will not be hard work" (539). The woman did not completely agree with the man’s ideas about how this should be done. The woman suggested, "they must tan hides in the way you say; but it must be very hard work, so that good workers may be found out" (539). The Old Man and Old Woman used compromise in making this decision. While the woman had the final say, she did agree to part of the man’s original idea, while also adding some input of her own.

Culture and World Wide Web Essay

Basis ternet has changed our lives, before the internet, Life was completely different. In early times, people sent letters for communication, but now a day, The World Wide Web has changed the world in more than one way. The Internet has suddenly changed politics, business, and culture. Now today, there is no need to sent letters, it is the modern era, the information technology time, in which information can take not more than half second to be sent. ternet has changed our lives, before the internet, Life was completely different. In early times, people sent letters for communication, but now a day, The World Wide Web has changed the world in more than one way. The Internet has suddenly changed politics, business, and culture. Now today, there is no need to sent letters, it is the modern era, the information technology time, in which information can taternet has changed our lives, before the internet, Life was completely different. In early times, people sent letters for communication, but now a day, The World Wide Web has changed the world in more than one way. The Internet has suddenly changed politics, business, and culture. Now today, there is no need to sent letters, it is the modern era, the information technology time, in which information can take not more than half second to be sent. The technologies are growing, developing, but did the culture changed and turned iternet has changed our lives, before the internet, Life was completely different. In early times, people sent letters for communication, but now a day, The World Wide Web has changed the world in more than one way. The Internet has suddenly changed politics, busiternet has changed our lives, before the internet, Life was completely different. In early times, people sent letters for communication, but now a day, The World Wide Web has changed the world in more than one way. The Internet has suddenly changed politics, business, and culture. Now today, there is no need to sent letters, it is the modern era, the information technology time, in which information can take not more than half second to be sent. The technologies are growing, developing, but did the culture changed and turned into a single culture, not at all. Discovery of computers and internet has come like a miracle to mankind. Through this the worldwide communication has increased. People are gaining knowledge about other cultures, but this does not mean that they are fully adopting the other culture and this is because soness, and culture. Now today, there is no need to sent letters, it is the modern era, the information technology time, in which information can take not more than half second to be sent. The technologies are growing, developing, but did the culture changed and turned into a single culture, not at all. Discovery of computers and internet has come like a miracle to mankind. Through this the worldwide communication has increased. People are gaining knowledge about other cultures, but this does not mean that they are fully adopting the other culture and this is because sonto a single culture, not at all. Discovery of computers and internet has come like a miracle to mankind. Through this the worldwide communication has increased. People are gaining knowledge about other cultures, but this does not mean that they are fully adopting the other culture and this is because soke not more than half second to be sent. The technologies are growing, developing, but did the culture changed and turned into a single culture, not at all. Discovery of computers and internet has come like a miracle to mankind. Through this the worldwide communication has increased. People are gaining knowledge about other cultures, but this does not mean that they are fully adopting the other culture and this is because so The technologies are growing, developing, but did the culture changed and turned into a single culture, not at all. Discovery of computers and internet has come like a miracle to mankind. Through this the worldwide communication has increased. People are gaining knowledge about other cultures, but this does not mean that they are fully adopting the other culture and this is because so

Arthur Miller creates the tension Essay

I have chosen to write my essay on a section in Act VI, starting on page 105 from where Elizabeth Proctor enters, ending just before John Proctor enters at the bottom of page 106. This scene in ‘ The Crucible ‘, is a heated dialogue between Deputy-Governor Danforth, Reverend Hale, Reverend Parris, Judge Hathorne and Goodwife Elizabeth Proctor whom the four men are desperately trying to persuade to save her husband, John Proctor’s life. I chose this scene because it makes clear how Arthur Miller uses all the means available to a dramatist to make a section tense. He creates the extreme tension between the characters and makes the mood obvious to the reader using; language devices, the interrogation of characters, pauses, disagreement between characters, stage directions to create images for us to visualise the action, and our previous knowledge of events and relationships between these characters in particular. The scene is set inside a cell in Salem jail. Earlier in Act IV, Miller used stage directions to show us how uncomfortable he wished for the room to look. Also as the season is Autumn, Miller described the weather as bitterly cold and told us that â€Å"the place is in darkness but for the moonlight seeping through the bars.†These conditions add to the tension in the scene as characters are much more likely to be irritable and short-tempered if they are cold, especially as it is night time and a prison in darkness would seem very sinister. People often expect bad happenings at night, such as the dancing in the woods at the beginning of the play, which was a forbidden event in the Puritan society and had terrible after-effects. Also Abigail when threatening the other girls said,†I have seen some reddish work done at night.† We are therefore already expecting the unexpected due to this imagery and theme of darkness, used by Miller to create tension with the setting. The tension has already been built up to this section by the background knowledge that we have from other scenes in the play. Danforth, Hale, Parris and Hathorne are proposing to gain Goody Proctor’s help in saving her husband from hanging the next morning. We have seen John and Elizabeth alone together and the limited information that we have about their relationship leaves the reader with a questioning mind on how she will react to: John being condemned, and to them wanting her to persuade him into a false confession. Miller has given us contrasting pieces of evidence as to whether she cares enough about him to be willing to talk to him: in Act II we see tension between the couple during their dinner when they were falsely polite and formal to each other, and seemed to have unloving relationship with a lack of trust. However, in Act III Elizabeth lies in an attempt to protect John. Elizabeth’s hatred for lying is another reason that could lead the reader to doubt if she will agree to speaking with John, especially as she is a religious person and one of the Ten Commandments is ‘Thou shalt not bear false witness’ – In doing what they wish, Elizabeth would have to persuade another person to lie. Miller has put this scene at this point in the play so it can follow on from the sections that give the reader the knowledge of Elizabeth’s inner tensions are and how they could affect her descisions; we know that Elizabeth is aware of her husband’s principles, but also that her conflicting emotions will tell her to attempt at saving his life. This doubt of what Elizabeth will do will make the audience increasingly tense, as they know her descision over whether to help is crucial: If she agrees to speak with him, John could be saved. However, if she will not speak with him, John will hang the next morning, as there is no-body else who could possibly make him listen and reconsider. The section that I chose starts with Parris saying,†Hush,† on hearing footsteps. This leaves the room in a tense silence, during which the audience will be focused on anticipating what Elizabeth will look like and how she will react to their news of John. Miller uses stage directions to help us visualise Elizabeth’s appearance- â€Å"Her clothes are dirty; her face is pale and gaunt.† Miller also uses this to imply how they may feel uncomfortable in each others company, by showing us the very different positions they are in. We can see the tension due to this when Danforth begins to speak,†(very politely)†, as this is obviously false. She is silent when he adresses her and the tension increases again when Danforth says,†I hope you are hearty?†. This could be seen as ironic and sarcastic from how Miller previously presented her to be visibly unwell. However, from what we already know of Danforth’s character, the reader is more likely to assume that he merely said the wrong thing due to not knowing how to handle the delicate situation- this makes the scene even more tense as the most authotitive person doesn’t seem to know what to say. His words could also be interpreted as a deliberate use of informal/coloquial language which can be effective for means of persuasion- Miller could have been making it look as though Danforth was speaking in a controversial way, and trying to make Elizabeth regard him as a friend. However, pleasantness from Danforth could just result in making Elizabeth more tense, and suspicious of what they want from her. The silence from Elizabeth could result in making Danforth even more tense, especially if he was already uneasy, due to the fact that he may feel that him being involved is unfair because, as he said himself, â€Å"twelve are already hanged for the same crime.† Miller uses silence many other times within this small section to build up tension as we wait for a reaction from a character. Pauses are also used by Miller when a character doesn’t know what to say or is being extremely careful in their response.

T. Roosevelt, a legacy essays

T. Roosevelt, a legacy essays The Presidency of Theodore Roosevelt The turn of the century has always been a big deal for modern civilizations. One hundred years of life is quite large compared with the average 70 or so given to most. Because of that, people tend to look in trends of decades, rather than centuries or millennia. When it does come time for a new century, when that second digit rotates, as it does so seldom, people tend to look for change. Events tend to fall before or after the century, not on top of it, and United States history, particularly, has had a tendency for sudden change at the century marks. Columbus' accidental discovery of the West Indies in 1492 brought on the exploration age in the 1500s. Jamestown colony, founded in 1607, was England's first foothold on the New World. A massive population surge, brought on in part by the import of fricans, marks entry into the 18th century. Thomas Jefferson's presidency, beginning in 1800, changed the face of American politics. 1900 was a ripe year for change, but needed someone to help the change arrives. That someone was Theodore Roosevelt. Roosevelt's political presence altered the course of the United States, transforming it into a superpower fully ready to handle the challenges of any opposition, and changed the role of the president and executive branch of US government, making it a force with As the first president with progressive views, Roosevelt enacted the first regulatory laws and prosecuted big businesses who had been violating them and others for years. Roosevelt also initiated the United States' active interests in other countries, and began to spread the benefits of democracy throughout the world. Before Roosevelt, the United States was an inward-looking country, largely xenophobic to the calls of the rest of the world, and chiefly concerned with bettering itself. As one critic put it, "Roosevelt was the first mode...

Should our food habits and eating preferences be guided by sense of Term Paper

Should our food habits and eating preferences be guided by sense of morality - Term Paper Example Maybe, what is intended is not that you are free to do whatever you want to the animals, morality states that we cannot treat animals with barbarity, brutality, savagery and truculence, but† since humans are made with more rationale than the rest of the animals on earth, it will be up to them to see that the animals are well cared for – humans shall not harm or kill them unless it is absolutely necessary." (Weil). It's not that I suppose ethics isn't an element in consuming creatures however, the cruel actuality of life is that with a explicit end goal to feed one form, some life, a living thing whether an animal, fish, bird or plant, must be given the ax. Every species has its own sort of sustenance that their physique needs in order to survive. Some individuals have the capacity to be solid on a veggie lover eating regimen, however numerous individuals go for vegetarian diets and sometimes their health deteriorates to dangerous levels. However, some individuals, regard less of the fact that their health suffers as a result of their veggie lover eating regimen, won't consume meat items in light of moral explanations. Endeavoring to go against what your physique needs in an exertion to be an "exceptional individual" is not ethics or morality, its silliness. It’s corrupt to damage yourself! Also, in the event that you don't think about yourself, and might rather spare a creature's existence than your own, that is one thing, however in the event that you have children or a companion, it would not seem to be a sensible, healthy and moral choice to give priority to an animal’s life over your own. You might be going overboard with your morality obligations because you have certain responsibilities regarding family and professional life. At the same time provided that you still consume meat from processing plants you have not, by definition, assimilated the actuality of atrocities committed by these plants. In the event that you legitimately comprehended the nightmarish fierceness of what happens inside these austere animal correctional facilities and butcheries, you essentially would not consume this meat (Walsh). Consider the fact that numerous individuals all over the world consume next to no meat and are among the planet's longest-living individuals, healthier by all intents and measure. Corporations that possess these horrific industrial facilities take agonies to keep their operations mystery, covered up behind showcasing symbolism (Weil). The even bigger concern is that, efforts to expose this gruesome and nightmarish abomination in exact, intentionally sourced profundity are not yet noticeably successful. Sacrificing your morality on the altar isn’t the only way of consuming meat, there’s a middle sensible path as well. It is quite clear that we see value in responsible farming on a diminutive scale. The logic behind this practice is that there is a considerable time period for an animal to become suitable for slaughtering. Assuming that individuals needed to raise all the creatures they consumed notwithstanding growing everything else they consumed, it is highly unlikely that they have the capacity to devour meat at the same rate most individuals do today, they'd

Working with and leading people Assignment Example | Topics and Well Written Essays - 2000 words

Working with and leading people - Assignment Example Without which, an organization may not be operated in a successful way in the market. This is because, in order to manage the human resource of an organization, a leader or a manager plays a very vital role. He motivates the employees towards the roles and responsibilities of the organization for amplification of its product portfolio in market. Task 3 A P10-Overview Leadership is described as the procedure with the help of which an individual might influence other members within a group. It is done, to attain the goals and objectives of an organization or a specific group. However, the leader tries to make intimate relationship by making interpersonal communication with the other members so as to evaluate their inner ideas and views. This might help the leader to act accordingly so that, both the needs and desires of the employees as well as the organization might get fulfilled. By applying the leadership skills and knowledge, the leader tries to motivate the employees towards their duties and responsibilities. Only then, it might prove effective for the leader for the organization to achieve its goals and objectives in long run. Discussion Leader is a very respectful position within a group. One, who may manage and organize all the functions of a group, is depicted as a leader of that association. Once, while working in the organization of Colgate-Palmolive, I attained the opportunity to lead a group of members. Such a decision is taken by the management of the organization of Colgate-Palmolive to make a presentation on the importance of leadership and the essential skills and talents required by a leader. After hearing the decision, it was in a dilemma, whether I might be able to motivate the members of the group to attain the target or not. However, very soon, I sort out my dilemma by thinking about my interpersonal relationship with all other members. It was my most important strength to maintain a group or motivate the group members. With the help of my i nterpersonal communication skill, I easily motivated all other members towards the objective of making the presentation successful among other teams. Other than this, I also influenced the members by presenting the idea of â€Å"Reward or incentives†, on attainment of targets (of making an effective presentation). This idea, proved extremely effective for the team mates and they became quite confident and dedicated towards their duties and responsibilities of the organization of Colgate-Palmolive. This helped them to attain their goals resulting in fulfillment of my objective as well. Side by side, it also helped me in reducing the rate of conflicts among my team mates thereby amplifying their interpersonal relationships. As a result, the desire to help one another might also get enhanced that proved extremely effective for both employees and Colgate-Palmolive as well. Moreover, at that time, I also helped my team mates with varied types of ideas and details so as to make the presentation effective and informative. So, such an activity would remain always fresh in my minds. P11- Effectiveness of the team in attaining the goals A team comprises of a group of individual, who work in a coordinated way for the achievement of a common objective or goal. In order to fulfill an objective, it is extremely essential for the members to perform the duties in a harmonized and careful way. However, in order to make the objective successful, it needs to be designed in a SMART manner. This means that the objectives are specific, measurable, achievable, and relevant and time specific. So that, all the