Associate Program Material Essay

Hard Drive Hard drives are complex storage devices in a computer. When installing a hard drive, you must consider numerous interface standards. You also must think about specific factors, such as the computer’s application, the type of motherboard, speed and noise, gigabyte barriers, subsystems, future storage needs, and archival issues. Refer to Ch. 8 of A+ Guide To Managing & Maintaining Your PC for a deeper understanding of these issues. You may measure hard drive performance by looking at three different sources of information. The first is the data rate, the number of bytes per second the driver can deliver to the processor. The second is the seek time, the amount of time it takes when the processor requests information from the driver and the first byte of information is delivered to the processor. The third is the memory capacity of the hard drive. For this assignment, you replace the internal hard drives from the computer featured in the Computer Hardware Simulator (CHS). The current internal hard drives are old and starting to fail. You need to replace the current hard drives with similar drives or drives with more storage capacity. Search the Internet for three types of hard drives compatible with the CHS computer, and enter your information for each drive into the New Hard Drive Chart below. After comparing the two drives, make a recommendation on which you would purchase and justify your decision. You only have a budget of $45 to work with, so choose carefully.

Is Voting for Young People?

Political Science 298 Book Review November 6th, 2012 Danny Fitzpatrick Is Voting For Young People? The main point according Martin P. Wattenberg in Is Voting For Young People is that young people today do not vote during elections as much compared to other voting groups. Young people today are politically unengaged. â€Å"These state patterns of voting participation can be confirmed on the national level by the Census Bureau’s 2010 survey data. Among U. S. citizens under the age of 30 in 2010, only 24 percent reported that they voted. (Page-188, IVYP) The low attendance of young people voting in Presidential elections indicates that young people do not care enough about politics to participate. According to Wattenberg, there is only one method to make young people care about voting. Wattenberg believes that Compulsory Voting is the only method to obtain votes from young people. Compulsory Voting requires all adult citizens to vote in an election or pay a fine. Compulsory Voti ng would be a useful method to obtain a larger voter turnout from young people.The low attendance of young voters is bad because those young voters will be in charge of the United States one day. All people in the United States unless under the required voting age should cast their vote in an election. By failing to vote, a person is missing their chance to fulfill their civic duty. â€Å"A generation who is relatively unlikely to see voting as an important civic responsibility is one who may well have many of its members lost as voters for the rest of its duration. † (Page- 128, IVYP) Wattenberg believes young voters need to participate or fall victim to being ignorant.Being ignorant to elections is bad because there are people in the United States that political policies will affect. By not voting and being ignorant to an election, a person misses the chance to vote for a candidate that could better their own situation. There are American citizens that really do need specif ic policies to be implemented that only one candidate can deliver. One idea that Wattenberg suggests that I disagree with is that young people do not receive enough information to be politically informed.Information concerning politics has never been more available in society then it is today. When a person watches television specifically a news network, they will become politically informed. â€Å"Without reading a daily newspaper, watching the TV news, or otherwise following current events, even the best-educated people will probably not pick up much knowledge about the political world. † (Page-69, IVYP) Media on television is constantly reporting what the President or other political figures are doing. Usually the media is criticizing politicians for statements or decisions they made.The problem with the media being critical to politicians all the time is that the negative news coverage is unappealing especially to a young voter like myself. Additionally to television, man y political figures including Barrack Obama use social networking as a way to reach American citizens. Social networking is practically a right of passage among youth today. Political influences are in all types of media. Any young person that uses social networking or watches television is choosing to not pay attention to politics. It would be reading too much into such responses to say that these two-thirds of young Americans didn’t value voting; they could well have seen voting as a fundamental right or a crucial choice. Nevertheless, without a strong sense that electoral participation is a responsibility and a duty for everyone, it seems reasonable to conclude that many of these young adults will not vote on a regular basis. † (Page-119-120, IVYP) Wattenberg succeeds in establishing that voting among young people is not popular. The title of the book suggests that voting for young people is not a priority.Young people who do not feel the urge to vote in an election have not experienced a political change that affects them personally. My overall opinion of Is Voting For Young People is that it was very informing. I was aware how low voter turnout is among young people in the United States but had no idea about the international world shared that issue. With the exception of Compulsory Voting nations, many nations share a similar voting situation to the United States. The fact that so many young people today do not participate in elections motivates me to help my generation to become more politically informed.

CEO Simon Brocklebank Fowler

Logan McFarland Mrs.. Voss Strachey BAA 366 28 November 2013 CEO – Simon Breakneck Fowler 1 . Simon Breakneck Fowler is a great CEO and an even better leader. He can sell anything. Simon obviously has perfected many organizational behavior concepts as he has grown throughout his lifetime even though he did not elaborate on which ones specifically. Simon went to Cambridge, which is a top level secondary school in the ASK. Simon ended up switching from a history major to finance and ended up working for a bank. Simon also ended up running for Parliament but was unsuccessful, although he did learn a lot wrought that experience.Along with working for a bank, Simon also has worked for a consultant agency and as a price performance salesman. He worked for a failing franchise and had to sell things straight on his credibility alone. Simon stated that he had to do a lot of research to help sell his pitch to his consumers. He ended up being promoted in 3 months because he worked so har d on his pitches and was blowing all of the veterans out of the water. He then ended up going to Castigate, which is a smaller firm, but he actually had people working for him which gave him leverage.Castigate went from 200 o 2,000 people in 4 years in different countries making this company a global company. By making Castigate a global company, their profits grew significantly in size and increased the brand recognition of Castigate. Simon is a great leader in many ways. When he walks into a room, you can feel his presence. Simon does not only look in the presence, but in the future as well. He told our class, â€Å"ask yourself ever year what does success look like in 1 year? How about in 10 years? † Simon knows that the world is always adapting and is telling us we have to adapt with it if we want to be successful.Simon is also always trying to get better. He told us, â€Å"Is what your doing right now making your boat go faster? † This means that whatever your foc us is on today, is it going to help you succeed in life? I believe this bit of advice was awesome because I find myself being unproductive some days and my boat is not going faster but instead staying the same. Simon had led some of the most high profile financial and corporate communications and networking campaigns in Europe over the last decade. He has particularly worked as a CEO or another leader position and has succeeded with his unsurpassed networking ability in he eyes of stakeholders.Overall, I believe Simon is a great CEO and a natural born leader. 2. I believe that the company, Cubit Consulting, Simon is leading right now is successful. Although it has its up and downs, Simon is eager to hire brilliant people and grown his business. One marker that Simony's business is going well is that it grew significantly from 200 to 2,000 people in just 4 years. No business would grow that rapidly without a great demand for the business that they do. I also believe Simon has the abi lity to keep this company on top with his managerial skills along with his banking kills and salesman skills. 3. Eel like I would definitely want to work for this company because I would learn a lot. Simon has had an exponential amount of experience with many different aspects of business and I belief if I took away just 10% of what Simon has learned being in the business world, I will be close to ready to running my own business. Along with the experience would take from the job, would take the ideology of Simon along with me as well. Know no average person can turn a company back around faster than Simon. If could learn Simony's ideology on how he gets things back on track ND deals with conflict, it would do wonders for me.Overall, I believe if I worked for this company, it would prepare me for whatever I wanted to do in the business world. 4. This company does face some challenges in the next five years. The employees that are working for Simon as of now have no alternative to th e best at what they do. The employees might want to work in one aspect of the business but they might be the best at another aspect and Simon believes it is hard to convince his employees of that. Another thing would be building a group of people who challenge each other but share similar ideals within the company.The last challenge would have to be trying to build internal networks and alliances, which is very hard. Some of these challenges seem daunting but I believe Simon help to conquer these challenges in no time. 5. This company does face some opportunities in the next five years. Simon believes that his employees are getting better and better at work and thinks they are adapting and learning from the tasks that are assigned from them. Believe this is very important for a company because if you stay stagnant, you will not learn from previous mistakes.Simon also believes an opportunity he could grasp would to help his employees and himself would be to delegate and train more ra ther than just do. 6. Simon gave our class some great advice for business in the future. Some advice he gave was, â€Å"it doesn't matter how good you are, if the business is going the wrong way, you won't be successful – get into a business or industry that is going the right way and you are more likely to be successful. † I thought this was very reasonable advice. Another piece of advice he gave was, â€Å"to become a successful entrepreneur you have to have the confidence in yourself to believe you can make a difference. Simon also believes in repairing for the worst and said to build in your strategy that something will go wrong. He said, â€Å"10% of life is what happens to you. 90% of life is what you do about it. Always have a plan B, you never know what's going to happen. † I think this advice has really helped me with my thinking in maybe trying to manage conflict in the future. Sometimes I cannot effect what has happened to me but I can do something a bout it and respond positively to the negative things that happen to me in life. Overall, I think his advice and expertise has taught me a ton in this interview.

Organism patenting in Africa Coursework Example | Topics and Well Written Essays - 2000 words

Organism patenting in Africa - Coursework Example They practiced these methods using DNA that was recombinant. Sometime after, Organism patenting was allowed after certain methods were seen fit to help with development and inventions. Patenting was allowed with one cardinal rule; that the patenting of living organism was and should be man-made. Since 1980, there have been many experiments that have been the result of patenting of the genetically modified organisms. Patenting of an organism includes the use of bacteria, viruses, certain seeds and plants. Another group of organisms that can be used is non-human species, particularly animals (Kankanala, 127, 2007).  Patenting does not only occur to the above named species. They can also occur from human cells, though these have to be in an isolated and manipulated state. Plants that are seemingly new and their seeds can be patented. Patenting does not come without its cost. There have been controversies that have gathered up from the time patenting occurred and has mostly been influe nced by the concern over the expense of certain patented medicines and other tests. There have also been concerns with genetically modified food which has brought concern as to whether the food originated from genetically modified seeds. Another main concern has been whether the farmers who plant the seeds of these plants have a right to harvest and plant the seeds. Each state has their own law regarding patenting rights, and some may allow certain patenting methods and organisms to be used while others may not. In this essay, attention will be paid towards patenting in Africa. Africa has been known to have issues with food, disease and health. Patenting in Africa is brings about stability and improve the living condition by ensuring that organisms patented can be able to survive; that plants can be able to tolerate the unfavorable conditions of the soil topography (Kankanala, 158, 2007).   There is one issue however; organism patenting seems to do more harm than good. This is bec ause despite the development of these organisms in order to make them more enhanced and beneficial, certain setbacks have proven to shake the foundation of the patenting scheme. For the negative feedbacks that are gotten from these experiments, it is the end user who is suffering, not the inventor. Take a case where certain bacteria is modified, patented and is introduced into a community that has had problems with the plants systems and animals, in that their survival is challenged. If the modified bacteria solution does not go as planned; say after harvesting the crops and consuming them, those who will suffer the most will be the end users. What this means is that scientists are just using people as experimental objects. They do not take responsibility and they must be liable to pay for their wrong doings. In a seemingly good society, they have introduced and organism that instead of doing a positive thing has turned out to be hazardous. It can be argued as a violation, but then again they may argue that it was just an experiment gone wrong. When patenting is done, it is done with the intention of making things and the lives of people more comfortable and lively. When this does not happen; when the opposite of good happens, responsibility is not taken by anyone. Many individuals have become ill because of the consumption of patented bacteria; have become more ill because maybe the virus that was patented has not served its purpose, or

Case Study Analysis Example | Topics and Well Written Essays - 1500 words - 2

Analysis - Case Study Example This implies if a go ahead would be granted for the firms to merge the market risks a situation whereby there is minimal competition with one company controlling pricing since the other players would not match its market penetration together with the customer base that it commands. Apparently the suit came a month after the merger had been completed when nearly all the required transactions had already been sealed. Some of the Wild Oats outlets had been rebranded to Whole Foods while other had been closed down or sold in cases where the two previous companies held concurrent stores. The share capital agreed to this particular merger deal was settled including Whole Foods absorbing the debts that Wild Oats held previously (Aprill, 2008). The suit was heard and determined by the district court where it was decided that all the due diligence required was followed thus giving the merger a clean bill of health to conclude the deal. It was a great relieve for both companies since they would not engage in reverse negotiations in the event the deal was canceled. However contrary to everyone’s expectations the Federal Trade Commission went to the court of appeal to contest the ruling after some stores were found running under the original name of Wild Oats. The CEO of Whole Foods was in a dilemma of whether to continue affecting the remaining process of the merger or wait for the determination of the case in case the previous ruling is overturned in favour of Federal Trade Commission (Aprill, 2008). The industry is founded on the trend in which consumers are turning to healthy living by consumption of natural and organic foods to avoid the effects that come along genetically modified foods. Recently a steady rise has been observed in many American households in terms of the number of people suffering from lifestyle diseases a majority of these cases are

Deciphering Yoko Ono's Artworks Essay Example | Topics and Well Written Essays - 1000 words

Deciphering Yoko Ono's Artworks - Essay Example The essay "Deciphering Yoko Ono's Artworks" explains the artworks of Yoko Ono. One of Yoko Ono’s works that testifies to her use of conceptual art is that of the ceiling painting which is shown in Figure 1. The artwork consists of text on paper, glass, metal frame, metal chain, magnifying glass and painted ladder. In this well-known Ceiling Piece (1966), the seeker’s journey up a ladder is rewarded with a benevolent "yes." Yet the word can’t be easily read. A magnifying glass hanging nearby must be used, reminding the viewer that it is their desire to know and see that carried them to this moment of affirmation. There is not so much subtlety in the Line element besides from the fact that the words were written so as to produce the desired effect of curious thinking. The simplicity of the shape, a three dimensional ladder, induces the mind as it makes the viewer wander about where the ladder is leading to. Its effect is that it arouses curiosity and such is the wa y to make others view your work. When it comes to texture, the artwork seems to suggest of the smooth transition as the viewer climbs the stairs. We see that when it comes to space, there is that little space where the ladder is focused. There is no boundary for the negative space and it is this vastness that the viewer is attracted to the artwork. We see that the stairs were highlighted. The contrast between the ladder and its surrounding serves to further emphasize that this ladder is not just an ordinary ladder but something more. That placement of the common ladder makes it so conspicuous that someone passing by would be interested in taking a glance at the artwork. The lightness value of the way the ladder was emphasized somehow gave it a glint of mystery which made it more mysterious to behold. After having read the words yes with the magnifying glass, the whole work achieves harmony with the viewer as he now feels the aura of mysteriousness and the sense of fulfillment. Perha ps the movement in the artwork is the climbing of the stairs, usage of the magnifying glass and reading the words. Each movement leads the viewer more to the essence of the artwork and makes him internalize the meaning of what he has just experienced. I could not agree more with what Bowen (2003) tells us that Ono "Ceiling Piece encourages us to ponder where we're heading..emphasizing the visual nature of this quest by linking spiritual affirmation to the seeker's curious gaze. On the other hand, what is finally found is a word, not an image. This substitution makes the mental nature of vision apparent." Another work of art of Ono is the invitation to her exhibit This is Not Here (1971). The invitations were written on partially fixed then folded photographic paper. When the invitation was opened and exposed to the light, the image imprinted disappeared. Instead, what was left was Onos name and telephone number. The recipient was left with a blank sheet of paper and an afterimage of its contents. The feeling of being puzzled and awe was for Ono what art should be and that is "wonderment". This use of photographs, as she called it, is "a tool with which to picture our world, mediate our desires, fulfill our goals, and yet it too exists in flux, perpetually afloat and ridden with life". The question that now faces us is how to delineate the elements of art in this work. Can we consider the lines that gave semblance to the imprints as having some artistic

Change Management Methods Essay Example | Topics and Well Written Essays - 2000 words

Change Management Methods - Essay Example When an organization changes its overall strategy for success, adds or removes a major portion of its management or changes its management practice, the effect can be felt. It also occurs when an organization evolves through various life cycles, just like people must successfully evolve through various life cycles. â€Å"For organizations to develop, they often must undergo significant change at various points in their development. That's why the topic of organizational change and development has become widespread in communications about business, organizations, leadership, and management†.There are different types of organizational change, including planned and unplanned. Change management involves a considerable amount of planning and requires insightful implementation. And above all, the people who are affected by the change must be consulted and involved in the entire process. If you want to enforce a change one can usually find a lot of people related problems arising out of it. One must remember that the change must be achievable, measurable and realistic. Organization-wide change in corporations should involve the Board of Directors. Whether the members are closely involved in the process of change or not; they should at least be aware of the change project and monitor if the results are being achieved.Changes in management can be divided into two categories. One is based on individual change while the other is based on the organization. There a re few principles of change management.

Tort Essay Example | Topics and Well Written Essays - 1500 words

Tort - Essay Example summary conviction to a fine not exceeding level 4 on the standard scale; and where an offence under this Section committed by a corporation has been committed with the consent or connivance of, or facilitated by any neglect on the part of, any director, manager, secretary or other officer of the corporation, he, as well as the corporation shall be deemed to be guilty of that offence and shall be liable to be proceeded against and punished accordingly". Therefore, Betty is obligated by law to obtain insurance for liability to employees. Employers are responsible for the health and safety of their employees while they are at work. Employees may be injured at work, or they may become ill as a result of their work while in employment and might face claims for compensation in this regard. The Employers Liability (Compulsory Insurance) Act 1969 ensures that employers have at least a minimum level of insurance cover against any such claims. Public Liability Insurance is designed to cover businesses from the threat that they will be sued from a member of the public. The basic concept of public liability is, it will cover one’s business in the event that it causes injury or death to a third party, it will also cover the business in the event that it damages a third parties property. Public liability insurance is not compulsory in the UK and therefore, Betty does not require it, though it might be recommended to protect Betty from future liability from third parties. Liability for land and premises differs depending on the question whether the injured person is a lawful visitor or a trespasser. While the former case is governed by the Occupiers’ Liability Act 1957, the latter is governed by the Occupiers’ Liability Act 1984. Under the Occupiers’ Liability Act 1957, an occupier must be prepared for children to be less careful than adults1 and where damage is caused to a visitor by a danger of which he had been warned by the occupier, the warning is not to be

The future role for rail freight in the uk Essay

The future role for rail freight in the uk - Essay Example Acknowledging this potential to provide the key role towards some of the economic and environmental goals of Britain, the government moved to take appropriate actions through the provision of platform policies that support the sustainability and growth of this sector. Yet, the achievement of the goals of the rail freight will be based on the delivered expectations of the other players of the industry namely those who avail of the services of the rail freight. They will be the indicators to sustain the potentials and push it towards the future role that is expected from the rail freight industry. As other studies and facts support the growth of the entire freight or transport industry, the main focus now are on the different modes that offer the same services. Consequently, the next point of consideration is the selection process of the customers of the freight industry. Naturally, they have to select the best mode to transport their goods with the most convenience and the best and cost efficient method. The needs and expectations of the players that utilise this service will be the important indicator for the growth and development of the particular sector. However, more importantly, it will also predict the future role of the mode of transport in relation to the delivery of the expected results. The purpose of this study then is to understand the future role of the rail freight industry in the United Kingdom through looking into the needs and expectations of the sectors that utilises this industry. As there are other modes of transporting goods, it is essential to understand the choice of rail over road, water and pipeline. Without this insight on the needs of the users and customer of the rail freight, it will be impossible to catch a glimpse of the future performance of rail freight. Further, understanding through

How Effective Korean Air Hr Strategy Is Management Essay

How Effective Korean Air Hr Strategy Is Management Essay This report discusses the details of suggested HR scorecard for Korean Air that shows how effective HR strategy is crucial for the successful achievement of its own strategic goals with appropriate measurement system HR Scorecard. Development process began with a clear statement of the companys strategy and operational goals with a strategy map showing the causal linkages in the value creation process. As next steps of process, workforce competencies and behaviors and strategically relevant HR system policies and activities are identified to create HR scorecard and the process concludes with presenting suggested HR scorecard with measurement. >During analyzing HR system and the organization, some points to be improved were emerged and these are mentioned with recommendation. If the HR concerns are solved, the company will be more resilient to face external environment with competitive workforce. HR Scorecard helps employees know and understand the organization strategic goals, encour age them to have skills and responsibilities in accordance with the goals, and guide them to achieve goals with measures. To make measurement system, the cooperation of HR managers and line managers for choosing proper metrics is very important. As strategies and goals are changed, the metrics and measurement system of HR Scorecard should be updated to be an effective and influential tool for strategic success. ii I. INTRODUCTION Many CEOs agree with the concept People are the most important assets and the fact that the companies with more effective HR management systems outperform their competitors, however, HR function and influence on companys performance are difficult to measure. Besides professionalism in Human resources are challenged to take a more strategic perspective and HR professionals are requested to prove Human resources are competitive advantages with measuring HRs performance corresponded with corporate strategy and its contribution to the company. Effective HR measurement system shows a clear and consistent view of how the company can implement its strategy in the organization and how HR can contribute to companys success with discovering and solving current HR problems. To start with defining corporate strategy of Korean Air, it will be evaluated how HRM play a strategic role, produce core values and interrelated with every level in the organization for achieving companys strategic goals using creating its own HR scorecard. II. BACKGROUND OF KOREAN AIR 1. Company overview Korean Air is an international airline headquartered in Seoul, Korea. As Koreas first private airline in 1962, it has grown into the worlds largest air cargo carrier and the thirteenth largest airline in the world. According to World Air Transport Statistics, Korean Air is the worlds largest commercial airline cargo operator since 20041. and was rated as the best airline in Asia for the third straight year, having the best business class on routes to Asia in 2009. 1 2. Corporate Vision and Mission Keeping with its vision To Be a Respected Leader in the World Airline Community, Korean Air is committed to provide best service that customers can value and trust and make a corporate culture that encourages innovation upon their mission Excellence in Flight 2). 3. Major Business Processes Passenger service takes the biggest part, however, cargo service gives the company considerable profits with a reputation as the largest international air cargo carrier. Korean Air has developed catering, maintenance, and unusually for an airline, an aerospace manufacturing business with researches and development programs for general aviation craft, military trainer and satellite since 1976 3). The aerospace division generated revenues of $470 million in 2008 and employs a little over 2,500 staff.4) 1) Business Review 2) (As of 2008) [Unit: Hundred Million Won, 1 US Dollar à ¢Ã¢â‚¬ °Ã¢â‚¬â„¢ 1,150 Won] 2) Operating Results 2) (based on 2008 IATA standards) 4. Structure Korean Air reorganized a corporate structure with new promotions for divisional responsibility management in 2003. It offers flexible management for planning, budget, recruiting and other key functions to all divisions. Every head of divisions would take a firm responsibility for outcomes and be appraised based on achievement.5) 2 a) Employees 2) (Total: 18,600, As of January 2009) b) Organization chart 2) 5. Business strategy Korean Air takes improved business strategies to implement corporate missions as below. 1) Globalization: To be ranked as global leading carrier with globalized manpower, service, and brand image. 2) Knowledge management : Encouraging learning and continuous improvement. 3)E-Business: Introducing more e-Commerce solutions and constructing upgraded Intranet for training and fast communication. 6. Relationship with external entities 1) International competitors : Business travelers who still consider Singapore Airlines with its young fleets and strong branding and Cathay Pacific which has a superior hub location due to its geographical proximity to China as superior in service and quality to Korean air.6) 2) Global airline alliance SkyTeam: Korean Air is a founding partner in SkyTeam, the worlds second largest airline alliance of eleven members and three associate carriers and expands its operations by code sharing and seat trading.7) Recently, Korean Air helped Uzbekistan airway and Garuda Indonesia to be joined.8) 3 III. HR SYSTEM AND THE STRATEGIC ROLE OF HR IN KOREAN AIR 1. HR system of Korean Air 1) Job Grade system Job Units are divided largely as Administration, Engineering, Cockpit crew and Cain crew. 9) Administration and engineering units operate a Course system for training and application purposes. Each unit has job grade scheme organized differently for every job unit and course to fortify expertise competencies. 2) Development training system à ¢-   Training organization Korean Air has developed and operated various training programs.10) Human resources development department and center take a charge of establishing training plans and integrated education. Professional training organization offer enriched education. As an implementation of Ubiquitous learning, Cyber campus is used. à ¢-   Training programs The training programs are prepared for each job grade and divided as Management development training, global competency training, job skills improvement training, and organization revitalization training. 4 3) Appraisal system 11) The appraisal system is based on measuring a contribution to company and individual work competency including performance, job aptitude and leadership. As Total analysis with giving feedback, they use appraised data for granting differential rewards or training and development. 4) Compensation and welfare system 12) Korean Air provide incentives, benefits (housing, medical and education support and culture leisure benefits) and favors such as discounted tickets and easier ticket purchase as a privilege of being with airline. 2. The Strategic Role of HR in Korean Air The long term strategies of Korean Air can be defined as follows; à ¢- ² To be ranked among top 10 international passenger airlines Developing new routes and reinforcing SkyTeam network Heighten global image awareness with excellent quality service and culture sponsorship 1) Korean Air will reopen the route to Saint Petersburg and launch Irkutsk, Russia this year. When Tunxi international airport in China opens this March, a route will be put on Huang Shan line. It is planned to expand a route network to Central Asia, Europe and Africa and extend the number of destination cities to 140 cities by 2019 through SkyTeam. To attract more customers, more investment for ordering A380 Airbus fleets and changing new luxury and upgraded seats for all classes is drawn from revenue. 13) 2) As global cultural sponsorship, Korean Air tries to cultivate different type of brand image. Korean Air sponsored the multimedia guide at the Louvre Museum in Paris and Russias State Hermitage Museum in St. Petersburg in 2008. It is spread out to the British Museums new set of handheld Multimedia Guides.14) 5 à ¢- ² To make China its biggest Market Korean air has strategic relationships with China Airlines and China Southern Airlines and makes an effort to expand it more with other Chinese airlines. Routes to Guangzhou, Dalian, Weihai, Yantai, Changsha and Shenzhen were added and its route network has covered 19 Chinese cities with more than 150 flights. It is one of the most expansive networks in the China among non-Chinese carriers and chosen as The best foreign airline in China. 15) Korean Air established a Chinese-only counter China Express in Incheon International Airport and began its operation to enhance convenience for a growing number of Chinese tourists.16) For brand awareness, outdoor billboards in Kunming, Wuhan, and Zhengzhou were built. Book donations to poverty schools and inviting children in earthquake damaged cities to Jeju island are one of its social responsibility activities in China.17) à ¢- ² To be a leading air cargo carrier Korean air made a contract to create Central Asian logistics hub with Uzbekistan government and Navoi airport in 2008 with cooperation from Hanjin Transportation Co., Ltd. (ground transport) and Korea Airport Service (airport ground handling). 18) By 2013, constructing an airport infrastructure and attracting investments from global logistics companies will be kept up. Whole project is planned to be finished by 2018. In China, cargo terminal in Tianjin will be completed until the end of 2010 for activating the market.19) HR Strategic roles for these major strategies All strategies are global related and to achieve these goals, it is necessary to recruit manpower with international competency and train its employees with various and differential programs per position as long term system. 1. Recruiting As the demand of international professional staffs for conferences with SkyTeam and developing Chinese market is increased, fluent English speakers, China regional experts and MBAs with proper educational backgrounds are highly needed to improve business competiveness. Common recruitment is by internet, headhunters, employment agencies, internal sources and college recruiting. 2. Training : Korean air operates Global online education system around 50 branches in the world. The systems handle the hands-on skills of reservation, ticketing, customer service, transportation, maintenance, and language study. Yet, it is needed to be more practical and wide ranged for employees to solve their problems encountered at work. 1) Foreign languages: New flight attendants take 4-week training included correcting pronunciation and aviation English and Japanese at cabin crew training center. Every employee depends on online education system afterwards. 6 2) Management knowledge: Customized MBA courses developed with Seoul National University for executives are offered. Manager level complete AMS courses which cover specialized knowledge of air transportation industry and management theories.20) 3) Overseas regional specialists: To enlarge global network, area specialists are indispensable. 1 year of Overseas services- short term international assignment for senior managers and managers is executed to send them to foreign branches for experiencing local languages, cultures and operating systems. New employees go to Mongolia as volunteering activities to plant trees for desertification for brand image and giving opportunities to look around the Mongolia as a next market. 3. Corporate culture: Korean air has reformed hierarchical culture which caused serious accidents as creating a central clearinghouse for monitoring and investigating safety reports and audit findings so that all divisions are ordered to share and coordinate data. In 2009, Koreas Ministry of Gender Equality signed an agreement with Korean Air to promote a women-friendly corporate culture and support career possibilities for women. 21) 7 IV. HR SCORECARD OF KOREAN AIR Step 1: Define Business strategy 21C leading global airline with globalized human resources, services, and brand image To be ranked among top 10 international passenger airlines To make China its biggest Market Leading air cargo carrier Step 2: Value chains of each division Step 3: Outline a strategy map and identify the strategically required organizational Outcomes Strategy map 8 Outcomes 1) More customers choose Korean air because of excellent service and flight convenience. 2) Korean air will leap to global brand not restricted to an airline in Korea. 3) Empowerment and teamwork will help to be a Learning organization. 4) Improved revenue is expected owing to transport increase of passengers and cargos Step 4: Identify the Required Workforce Competencies and Behaviors Speaking good level of English, Chinese or other languages to deal with foreign customers and doing business with international companies Fast operation based on participation and empowerment immediate feedback, open communication Service-oriented and committed employees for attracting and retaining customers Top management who educated with efficient and practical management knowledge Continuous trained maintenance and engineering manpower for safety Creating a powerful corporate brand with full understanding competitors and the future direction of company.22) Deepened knowledge about other countries to start or have projects with. Professional service training force for satisfying every needs of passenger service Step 5: Identify the Strategically Relevant HR system Policies and Activities 1. Inspiring allegiance to the company and raising morale 1) Setting up firm policies of compensation and benefits for motivation Specify pay per performance, rewards, recognition, retirement, family friendly benefits, time off with pay, maternity leave and safety health protection programs. 2) Rewarding individuals and teams, team development 3) Encouraging organizational commitment, job satisfaction and job security 2. Professional training schemes for cabin and customer services Reinforcing on-line and OJT programs, participation in related seminars of experts, comparison with those of competitors, refined grooming and etiquettes. 3. Provide segmented and enriched education for required job skills and the knowledge improvement of all level from in or outside. University-industry collaboration for academic programs Arrangement of related reputable institutes to short term education Job rotation for internal training by superiors Increasing overseas dispatch for studying languages and cultures Support to study abroad for highly performed employees. 4. Recruit right employees Select candidates with language proficiency, proper educational backgrounds and global experiences under conditions of detailed job description and specification for reduction training costs and fast adaptation to the organization. 9 Step 6: Design the HR Scorecard Measurement System Applied assessing measures for HR activities about workforce competencies and HR systems for HR scorecard are as follows; Assessing HR system 24) 10 Step 7: Periodically Evaluate the Measurement System It is hard to manage all of HR systems with interrelated metrics as the organization is bigger and its business is diversified. Currently Balanced scorecard, a computerized model, help top management track and monitor HR data with marketing and finance metrics for companys strategic success. With establishing customized software system (refer to http://www.activestrategy.com or http://senalosa.com), it is expected to have improved effectiveness for updating and evaluating HR information periodically. Yet, it should be implemented on the premise that creating Scorecard team to select and validate measures and collecting data with cooperation of all departments. 11 V. Conclusions and Recommendations 1. Conclusions Below suggested HR scorecard process of Korean Air shows how the scorecard measures the organizational outcomes, workforce competencies and behaviors and HR system policies and activities aimed at implementing the corporate strategy 21C leading global airline with globalized human resources, services, and brand image. Basic themes are 1. Create service-oriented workforce, 2. Provide enriched training for global competency, and 3.Raise morale and create positive corporate culture. For example, the theme Create service-oriented workforce is implemented from Recruiting and selection. The metrics for recruiting can be chosen among No. of applicants per sources; No. qualified applicant/position, proportion of employees selected based on validated selection methods. After selecting, the step would be moved to Training and appraisal with related metrics. Outcomes also can be measured upon 3 major tiers of customer responses, international corporate image, and inner communication derived from the strategy. 12 With metrics for each process combined with strategic goals, HR performances can be objectively and quantitatively. It is easier to see and check from the start to the final purpose of company increased revenue from the point of view of HR. The scorecards will be a more efficient tool to evaluate HR system when proper measures are added, refined and connected as the organizations strategic goals are achieved and developed. Besides, periodically revising the HR Scorecard help HR managers assess how well it supports the organizations strategy implement efforts. 2. Recommendations Despite aggressive strategies to grow, Korean air hasnt been identified as distinctive global airline. Among business travelers who still consider Singapore Airlines and Cathay Pacific China as superior in service and quality to Korean air. HR should play a pivotal role for reinforcing employee development one of an organizations competitive advantages more than ever because the competencies will be determined as Human resources with definite strategic goals ultimately. 1) Training Foreign languages and academic learning Company puts a huge energy to China market so speaking Chinese is another challenge. Furthermore their English proficiency is still rather below compared with Singapore airline, Cathay Pacific and Thai Airways as Asian airlines. It is important to create competitive environment with rewards or punishments through taking a test regularly and prepare for efficient language learning system with qualified teachers and teaching methods. Speaking languages with proper level is not accomplished within short period so it should be planned as long term schedule or to save relative costs, hiring international manpower at the first step should be considered. 2) Corporate culture: Chronic top down and secretive management style due to primogeniture and reluctance to outsiders is one of organizational factors in Korean Air to be improved. The solution of safety concerns and increasing customer expectation of broad and excellent services is satisfying employees as internal customers. Research has long shown that accidents and poor service quality are rooted primarily in social aspects not technology such as inferior management, decision making, teamwork, employee motivation or communication, can translate into loss of customers, market share, organization assets and, above of all, life. 26) High quality service is principal for differentiating among airlines and influential in customer choice. HR need to check whether the company has positive corporate culture encourages innovation, improvement and responsibility of each employee. Supervisors open door policy for communication, treating employees with respect and dignity can be a start. 3) Appraisal and compensation Fair compensation with appraisal will strengthen the organization. Regular in-house training for the system by HR department will be helpful for understanding and participation. Compensation should have its own schemes to prevent further grievances. Fairness of salaries and promotions should be kept because pay equity is connected to job satisfaction. 13 These three HR factors should be complemented with validated measures and implemented into HR scorecard soon for achieving strategies efficiently. HR managers need to cooperate with line managers to select effective measures for evaluating required HR activities and revise HR scorecard as the strategies are changed. It is important to have a comprehensive human resources measurement policy which enables to collect consistent information relevant with overall business strategy. With a solid HR metrics program, HR management can make business decisions that are based on facts and use the exact figures to support company performance. *Word count: 2,933. 14 Notes 1) International Air Transport Association (2008), World Air Transport Statistics. 52nd ed. Canada: IATA. Section 4: Airline ranking 2007. p.95-96. 2) http://www.koreanair.com/local/sg/gd/eng/au/ci/eng_au_ci_ov.jsp, accessed Feb 15, 2010. 3) http://www.globalsecurity.org/military/world/rok/kal.htm, accessed Feb 15, 2010. 4) http://www.flightglobal.com/articles/2009/06/18/328529/interview-korean-air-chief-executive-cho- yang-ho.html, accessed Feb 16, 2010. 5) http://www.airportal.co.kr/life/history/lee/LfLeeGu010.html, accessed Feb 16, 2010. 6)http://www.usatoday.com/money/companies/management/profile/2009-08-23-travel-airlines-korea_N.htm, accessed Feb 16, 2010. 7) http://www.skyunionvirtual.co.cc/about/carriers/koreanair.html, accessed Feb 16, 2010. 8) http://www.thefreelibrary.com/Indonesia%3a+Korean+Air+expands+codeshare+with+Garuda.- a0218567145, accessed Feb 16, 2010 9) http://recruit.koreanair.co.kr/personal/personal_b.asp, accessed Feb 15, 2010. 10) http://recruit.koreanair.co.kr/personal/personal_d.asp, accessed Feb 15, 2010. 11) http://recruit.koreanair.co.kr/personal/personal_e.asp, accessed Feb 15, 2010. 12) http://recruit.koreanair.co.kr/personal/personal_f.asp, accessed Feb 15, 2010. 13)http://www.etimes.net/service/etimes_2007/ShellView.asp?LinkID=6001ArticleID=201002041 8164103144, accessed Feb 17, 2010, The replacements will be in 32 B777s and A330s, which have recently been furnished with Kosmo Suites (First Class), Prestige Sleeper (Prestige Class) and New Economy (Economy Class) seats. 14) http://www.chosun.com/site/data/html_dir/2009/02/17/2009021700672.html, accessed Feb 17, 2010. 15) http://www.highbeam.com/doc/1P1-136897605.html, accessed Feb 18, 2010. 16)http://news.mk.co.kr/english/newsRead.php?rss=Ysc=30800011year=2009no=461130, Korean Air Puts Effort to Attract 1.3 billion Chinese Tourists, accessed Feb 18, 2010. 17) http://www.newswire.co.kr/newsRead.php?no=452353lmv=A02 , Korean air is the best foreign airline in China, accessed Feb 19, 2010. 18) http://www.airliners.net/aviation-forums/general_aviation/read.main/4128479/, Korean Air Builds A Logistics Hub In Central Asia, accessed Feb 19, 2010. 19) http://www.sgtusa.com/detail.php?number=7280thread=22r07, Interview with COO Lee Jong hee, accessed Feb 19, 2010. 20) http://www.hankyung.com/news/app/newsview.php?type=2aid=2009110446921nid=910sid =0001, accessed Feb 19, 2010. 21) http://joongangdaily.joins.com/article/view.asp?aid=2900768 On board, gender equality still up in the air, accessed Feb 19, 2010 22) Steven Howard, Corporate Image Management: A Marketing Discipline for the 21st Century 23) Gary Dessler (2008), Human Resource Management: 11th ed. Singapore: Prentice Hall. Chapter 2: Strategic HRM and the HR scorecard. p.62 24) Gary Dessler (2008), Human Resource Management: 11th ed. Singapore: Prentice Hall. Chapter 2: Strategic HRM and the HR scorecard. p.67 25) Brian E. Becker, Mark A. Huselid, Dave Ulrich (2001). The scorecard: Linking people, strategy, and performance. Boston: Harvard Business School Press. p.66. 26) Steven H. Appelbaum, Brenda M. Fewster (2003). Human resource management strategy in the global airline industry A focus on Organizational development. Equal opportunities International. Vol. 21. No.7. The International Civil Aviation Organisation (ICAO). p.70.

How to Read Body Languauge :: essays research papers

If the eyes are the windows of the soul, then the body is the mirror of our feelings. If we are feeling great it shows in how we hold and use our body. Conversely, if we look at someone else’s body we can often tell how they are feeling by the signals their body is giving. So when it comes to dating, using/reading body language signals is a great tool. You can observe this by watching a couple flirting with each other. In case you don’t think learning how to read and use body language is not important, here are some statistics about the messages we receive from someone we meet. †¢ 7% of the information we receive is from what they actually say. †¢ 38% of information we receive is from the tone, inflection and speed of their voice. †¢ A staggering 55% of the information we receive is from their body language. These non-verbal signals will help you in dealing with the person but stay focussed on what the person is saying. If you focus too much on their body language signals, you and/or the other person may feel uncomfortable. It is useful to be able to read people’s body language, but it is equally useful to learn how to get your body to send the right signals and eliminate the wrong signals. See below for some body language signals. Be warned: body language is very much open to interpretation. Many signals have different meanings depending on the person/situation. Keep this mind when you assess a body language signal. Note: Look for 3 or 4 signals that convey a similar message or the oneoff inconsistent signal. Also, consciously practise reading/doing some of the signals as much as you can. Learning, as you practise, what works and what doesn’t work for you will help you gain confidence to use body language techniques consciously. How to Read Body Language 3 Body Language Signals: †¢ Open arms: o Energetically open and possibly feeling vulnerable o A good way to show you are approachable, especially when combined with open palms †¢ Palms up/open hands: o Defences down o An open heart †¢ Palms on chest – When a person uses open palms that occasionally touch their chest, they are signalling honesty †¢ Outward, upward hand movements – This conveys an open and positive message †¢ Folded arms: o A defence mechanism that shows the person is not open to what is being said or done o May mean rejection o Physically cold o Stubborn in their outlook †¢ Hands closed – A closed heart †¢ Doodling – Bored †¢ Fist: o Anger and to be avoided o Physically cold o Very tense How to Read Body Languauge :: essays research papers If the eyes are the windows of the soul, then the body is the mirror of our feelings. If we are feeling great it shows in how we hold and use our body. Conversely, if we look at someone else’s body we can often tell how they are feeling by the signals their body is giving. So when it comes to dating, using/reading body language signals is a great tool. You can observe this by watching a couple flirting with each other. In case you don’t think learning how to read and use body language is not important, here are some statistics about the messages we receive from someone we meet. †¢ 7% of the information we receive is from what they actually say. †¢ 38% of information we receive is from the tone, inflection and speed of their voice. †¢ A staggering 55% of the information we receive is from their body language. These non-verbal signals will help you in dealing with the person but stay focussed on what the person is saying. If you focus too much on their body language signals, you and/or the other person may feel uncomfortable. It is useful to be able to read people’s body language, but it is equally useful to learn how to get your body to send the right signals and eliminate the wrong signals. See below for some body language signals. Be warned: body language is very much open to interpretation. Many signals have different meanings depending on the person/situation. Keep this mind when you assess a body language signal. Note: Look for 3 or 4 signals that convey a similar message or the oneoff inconsistent signal. Also, consciously practise reading/doing some of the signals as much as you can. Learning, as you practise, what works and what doesn’t work for you will help you gain confidence to use body language techniques consciously. How to Read Body Language 3 Body Language Signals: †¢ Open arms: o Energetically open and possibly feeling vulnerable o A good way to show you are approachable, especially when combined with open palms †¢ Palms up/open hands: o Defences down o An open heart †¢ Palms on chest – When a person uses open palms that occasionally touch their chest, they are signalling honesty †¢ Outward, upward hand movements – This conveys an open and positive message †¢ Folded arms: o A defence mechanism that shows the person is not open to what is being said or done o May mean rejection o Physically cold o Stubborn in their outlook †¢ Hands closed – A closed heart †¢ Doodling – Bored †¢ Fist: o Anger and to be avoided o Physically cold o Very tense

Relationships in a World without God Essay -- Philosophy Philosophical

Relationships in a World without God In a world in which lives are shaped by irreversible choices and by random events, a world in which everything occurs but once, existence seems to lose its substance. Life in this designless universe raises questions of identity and can cause turmoil between the relationships of the self to others, the self to history, and the self to God. Through the words of existentialist novelists and philosophers Milan Kundera and Jean-Paul Sartre, we witness the philosophical and psychological struggles for identity, existence, and ‘being’ of the characters in The Unbearable Lightness of Being, and Nausea. In connection with other philosophic writings of Heidegger, Kierkegaard, Tillich and Sartre the ideas of existentialism expressed in these two novels become more apparent, and the relationships of the characters in this world-without-God can be explored. Our principle readings rested in the argument of man’s existence and being. Sartre’s Nausea and Kundera’s Unbearable Lightness of Being both depicted the stories of humans struggling to accept their own realities in a state of what Heidegger referred to as â€Å"thrown-ness†. Heidegger’s existential thoughts are concerned with the question of the meaning of Being. Heidegger based his philosophy upon the science of existence. The scientific method was that of phenomenological reduction. Although Sà ¸ren Kierkegaard accepted the paradox of being defining itself, as a scientist, Heidegger could not accept this paradox. According to Heidegger, a concept must be defined without using itself as reference. The difficulty of definition was confronted by defining Being as a collection of concepts. In his essay â€Å"The Fundamental Question of Metaphysics†... ...r own histories, their struggles with purpose and meaning, and the plight of their thrownness create a compelling and emotionally engaging novel that resemble the insecurities and consciousness of our own lives. Heidegger states that time only reminds men of how insignificant they are, how endless the universe is, and how all they can really do is seek to accept themselves on their own terms in anticipation of death, to wonder at the meaning of it all. Kierkegaard and Miller address the loathing of the impasse that threatens their lives as a result of historicism (and the absence of God). And Nietzsche claims that we must use history to escape animal-ness, but not so far as to become further imprisoned within our consciousness. Throughout history, and in each man’s life, there is return: to the center, to the same errors, and to that danger and fear of nothingness.

Leda and the Swan Analysis Essay -- essays research papers

In William Butler Yeats poem â€Å"Leda and the Swan†, he uses the fourteen lines of the traditional sonnet form in a radical, modernist style. He calls up a series of unforgettable, bizarre images of an immediate physical event using abstract descriptions in brief language. Through structure and language Yeats is able to paint a powerful sexual image to his readers without directly giving the meaning of the poem. â€Å"Leda and the Swan† is a violent, sexually explicit poem with its plain diction, rhythmic vigor, and allusions to mystical ideas about the universe, the relationship of human and divine, and the cycles of history. It can be seen as a poem about the way a single event is to be understood as part of a larger scheme; the result of the god’s assault on Leda is the birth of Helen of Troy...

Biological Factors of Human Relationships

Biological factors are something that contributes hugely to the formation and maintenance of relationships- whether it is romantic, friendly or family related. Many researchers have conducted studies in which they have attempted to try and explain the link between biological factors and human relationships. I am going to specifically focus on Bowlby’s study on the role of hormones in bonding, Buss’ study on women jealousy and its relation to estrogen levels, Fishers study on the brain and its role in romantic relationships, and Marazziti who studied the effect of serotonin on love obsession.These studies will help me show the role that biological factors have in human relationships in both the development and maintenance of them. Serotonin. A neurotransmitter that may be involved in love, but is more commonly known as a chemical in the brain to change according to the moods of a person. A study conducted by Marazziti et al (1999) in Pisa (Italy) was to determine whether serotonin could perhaps explain the continuous focus on the beloved. The study mainly showed that the early stage of love really changes the way that people think.He used 60 participants; 20 who were in love, 20 who were OCD and 20 neutrals- who were not in love or OCD (controlled variable). He conducted the experiment by analyzing samples of blood from each of the participants. He found that the serotonin levels in the lovers were that of the same level as those participants who had OCD. This helps to show that there is a possible connection between the serotonin levels in the blood and the connection of romantic love.However some downfalls to this experiment could be the fact that Marazziti did not document or analyze and consider the serotonin activity in the specific brain regions may effect the validity and the reliability of the results from the study. This is because without having these factors being played into the study and research we are unsure of the exact role that se rotonin has in romantic love. Hence, the influence of this biological factor is not soundly connected with romantic relationships and has no definite tie to show how it affects or doesn’t affect it.The development of a relationship from the first and early stages of love to the more developed stages, couples tend to move from the passionate love to the more intimate relationship of relaxation, dependency, and security which all play into attachment. In 1969 Bowlby suggested, â€Å"Humans have an innate attachment system which consists of specific behaviours and psychological responses called attachment behaviours. † For his experiment it mainly was conducted for research on mother child relationships however many believe that the results are relatable to both mother child and romantic relationships.According to more modern research, it has been shown that both oxytocin- a powerful hormone which is released in men and women during touching and sex which helps to deepen and intensify the feelings of the select attachment- and vasopressin- a hormone released also during sex- help in increasing the bond that is between two lovers. Through this it helps the couples to feel closer and more bonded. One of the main criticisms of this experiment was the complexity of the researched relationships and how since they didn’t consider other factors that might affect the results, therefore resulting in the possibility that it could be unreliable.However if looking at just this one aspect, this biological factor can be considered to have an influence on human relationships both mother child and romantic, but it is unknown the influence when other factors are in play as well. In 1996, Buss suggested that jealousy may be something that is biologically based, and found that women’s patterns of jealousy vary throughout their menstrual cycle. So when oestrogen levels are low, women tend to be more sexually jealous where as when the oestrogen levels are relatively high women tend to be more emotionally jealous.This helped to set the base of his argument that â€Å"human sexual behaviour is grounded in the need to optimize the potential for reproduction, with the goal of the best genetic combination possible for the offspring, as well as maximizing parental care after a birth. † When he did his study in 1993 he found that women and men in regions of the world with high levels of pathogen stress rated the importance of physical attractiveness. For this study there was a huge amount of gender bias as he tends to favor men and only criticizes women†¦ This gives an uneven weighting and unreliable results from the research.Also he made generalizations that cant be made as different people have different personalities. Due to these criticisms, there can be hints at possibilities on his theories of this biological factors affect on human relationships however it is not something that has been proven. Finally, Fishers research i n 2001was a conducted study using FMRI (functioning magnetic resonance imaging) to analyze and examine the impact of the brain on romantic love. He took a large sample of young couples to test in this experiment.He took each person individually into the scanner and showed him or her a picture of their beloved and of an acquaintance in 6-second intervals. Throughout this process, Fisher got results that showed the brain in love. This is because the brain showed the â€Å"reward† system when the picture of their loved one came up however when the neutral or controlled picture showed, there was no activity. Interestingly, the more passionate people were- in accordance to the questionnaire they filled out of the â€Å"Passionate Love Scale† before the test- the more active the brains reward system was as well.All in all this shows that yes this biological factor does play a role in the overall outlook of human relationships. Overall, we can see that throughout the vast var iety of different studies done by a variety of different psychologists, there are quite a few things that a lot of them did not consider. Through this we can see that yes there are a lot of things that could play a role in the human relationships but due to the criticisms and downfalls of the studies we are yet to discover how much of a role they do actually play.

Abraham Maslow’s Motivation and Personality Theory Essay

Maslow felt as though conditioning theories did not adequately capture the complexity of human behaviour. Maslow therefore looked to determine what it is humans seek in life. After much theorizing, he concluded that we search for things that will fulfil our needs for survival, as well as our emotional happiness and self-satisfaction. He then went on to introduce his concept of a hierarchy of needs in his 1943 paper titled â€Å"A Theory of Human Motivation†. Thus presenting the idea that human actions are directed towards goal achievement, believing that people have certain needs which must be met before they can go on to fulfil their potential. This could be through any given behaviour which could satisfy several functions at the same time; for instance, once you’ve acquired a hobby that you’re exceptionally good at, i.e. football, dance, etc. you begin to meet one’s needs for self-esteem and social interaction. Maslow’s Hierarchy of Needs has often been represented in a hierarchical pyramid made up of five levels. The lowest levels of the pyramid represent the most basic needs, while the more complex needs are located at the top of the pyramid. The needs at the bottom of the pyramid are basic physical requirements including the need for food, water, sleep, and warmth. Once these lower-level needs have been met, people can move on to the next level of needs, which are for safety and security. As people progress up the pyramid, needs become increasingly psychological and social. Soon, the need for love, friendship, and intimacy become important. Further up the pyramid, the need for personal esteem and feelings of accomplishment take priority. Maslow emphasised the importance of self-actualization, which is a process of growing and developing as a person in order to achieve ones individual potential. Maslow believed that these needs are similar to instincts and play a major role in motivating behavior. Physiological, security, social, and esteem needs are deficiency needs, meaning that these needs arise due to deprivation. It is important to satisfy the lower-level needs in order to avoid unpleasant feelings or consequences. He termed the highest-level of the pyramid as growth needs. These are self-fulfillment needs and do not stem from a lack of something, but rather the desire to grow as a person. There are five different levels in Maslow’s hierarchy of needs: – Physiological Needs: These include the most basic needs that are vital to survival, such as the need for water, air, food, and sleep. These needs are the most basic and instinctive needs in the hierarchy because all needs become secondary until these physiological needs are met. – Security Needs: These include needs for safety and security. Security needs are important for survival, but they are not as demanding as the physiological needs. Safety needs are what we need to feel protected against external influences, i.e. the desire for steady employment, health care, safe neighborhoods, being secure and comfortable. – Social Needs: These include needs for belonging, love, and affection. These needs are considered to be less basic than physiological and security needs. Relationships such as friendships, romantic attachments, and families help fulfill this need for companionship and acceptance, as does the involvement in social, community, or religious groups. – Esteem Needs: After the first three needs have been satisfied, esteem needs becomes increasingly important. These include the need for things that reflect on self-esteem, personal worth, social recognition, and accomplishment . – Self-Actualization Needs: This is the highest level of Maslow’s hierarchy of needs. Self-actualizing people are self-aware, concerned with personal growth, less concerned with the opinions of others, and interested in fulfilling their potential. Maslow’s theory is relatable in my work as a nanny. I am considered a primary caregiver for the children I care for along with their parents. It is my job to make sure all their basic needs such as food, water, sleep etc are met; these needs are called Physiological needs on Maslow’s hierarchy of needs and are considered the most important. Once I, along with the parents meet these needs, we then continue on to the child’s need to feel safe and secure. The way in which we meet these needs is by providing consistent care to the child/children and for that care to  be given by the same few people i.e. parents, nanny, grandparents, and nursery. This allows the child/children to build a relationship with his/her primary caregivers whereby they trust them and feel safe with them. By being with the child for their first years, there is a bond that they develop through us meeting their needs and being a consistent figure in their life, they receive love and affection from those around them and this gives them a sense of belonging. As the child gets older I promote and encourage them to participate in activities that interest them such as dance or football, whereby they are building on their social skills by interacting with children of their age and who share similar interests. This is where we meet the social needs that Maslow states in his hierarchy. When I look at the fourth level in Maslow’s hierarchy of needs which he calls the ‘Esteem Needs’ I see this is based on how a child feels about themselves and also how they believe others see them. By meeting their social needs successfully the child/children will already have started to complete this level in their development because of the confidence and acceptance they have already achieved. This is where my encouragement and praise help the child/children in my care to recognise their achievements and this also helps to build their self-worth and self-esteem along with both mine and their parent’s recognition. All the previous levels lead up to us helping a child complete their final stage which Maslow calls ‘Self-Actualization’ however this level is where the child/young adult has to help themselves this could be achieved through a number of ways which could include continuing to further their education or going out into the world and finding a job but they will not be completely alone as they will have their parents and my support however by this stage I may no longer be with the family.

The Changing Role of Budget and Organizational Structure

1.1 BudgetBudget is one of common things that used in day-to-day life, but in accounting position, budget is one of managerial accounting tools to assist directors to pull off good companies through the manner of accounting itself. Based on day-to-day position, budget can be defined as figure of disbursals or addition that reserved by person, through calculating the possibility the sum of money. Through direction accounting position, Drury ( 2008 ) , define budget as elaborate programs for organizing and program of action for assorted activities in the hereafter. Harmonizing to Rajasekaran ( 2010 ) , budget is fiscal programs for the future actions, or it can be defined as future programs that expressed in pecuniary footings. Other than that, CIMA nomenclature ( 2005 ) defines budgeting as the procedure of create, implement and run the budget until the terminal of the budget period.Changing Role of Budget and Organizational StructureAs the changing of environment from industrial ages to information ages, the function of direction accounting was altering either. This means that budget as one of direction accounting tools is altering in return. Changing function of budget can be seen from the psychological science position. Budget was used non merely as planning and control tools for a company, but besides as motivational consequence for the workers, even from different organisational degree ( Parker D.L. , 2002, Hoque, 2003, Birnberg J. G. , Luft J. , Shields M. D. , 2007 ) . This motive might assist workers and company to run into the end congruity and the best public presentation of both workers and company. Some research workers besides link the so called relationship with another function, which is information sharing between superior and subsidiaries. Another function of budget in sharing the information to the subsidiaries might increase the public presentation of single worker ( Chong V. and Kar M. C. , 2002, Parker J. and Kyj L. , 2006, Leach-Lopez M. , Stammerjohan W. and McNair F. M. , 2007, Heath R. and Brown J. , 2007, Su J. T. and Lin W.L, 2007 ) , since they have adequate information related to the occupation itself. Besides, non merely function of budget, but besides the formation of organisational construction, that changed due to environmental alterations. Parker D. L. ( 2002 ) stated that most of companies are traveling to more flexible signifier of organisational construction. Decision-making and budgeting procedure within companies are developing with decentralized and participatory direction manner. This means that workers at different degree of organisational hierarchy can impact the determination in the company, although the power in engagement might be differ for each degree of hierarchy. This can be seen from the research of Majovski I.P. ( 2007 ) , about the direction manner in northern Europe. The consequence proven that most of companies in the part are implementing the flexible and decentralised direction manner.Budget Process ApproachThe alterations in direction manner might impact the degree of engagement of the budgeting procedure attack in return. Harmonizing to Drury ( 2008 ) , in puting up budget there are three ( 3 ) attack of engagement degree, there are top-down budget, bottom-up budget, and blended attack. Top-down budget is the budget scene that has no or less influence participatory by the subsidiaries or budgetees. Imposed budget is normally used to replace the name of top-down budget. Besides, the low degree directions besides have low power in the engagement and involved in the computations of budget for the top direction. Top-down budget has one chief advantage, which top direction can ever guarantee the end congruity and scheme alliance with the operation. Other than that, top-down budget can cut down the complexness and time-consuming of budgeting procedure. On contrary, it has disadvantages to the budgetee, for illustration, if the budget degree is excessively high and impossible to accomplish, the workers can be de-motivated and create inauspicious public presentation. Disadvantages might besides impact the organisation as a whole, for illustration if the budget degree is excessively easy to achieve, the worker can handle the budget as a box-ticking. Bottom-up budget is the budget scene procedure that allows full engagement from operational degree. Participatory budget is used for replacing the name of bottom-up budget. Normally, top direction give a general budget guideline for the lower director and subsidiaries, so the flows of budget scene development will be started from the lowest degree. Information will be gathered and grouped along the manner to the higher-level director until approved by both of top direction and budget commission. Bottom-up budget may incur extremely complexness and time-consuming for the overall budget scene procedure. Therefore, it might guarantee the committedness of all degree of company ‘s worker. The last attack is the blended attack, which is combination of both imposed budget and participatory budget. This blended attack normally called as negotiated budget. This attack starts with the puting up the fiscal public presentation aim by the top direction and it will be distributed down to lower-level workers. Then, runing directors might roll up informations and make the budget based on the aim every bit good as the lower-level workers. After the budget created, it will be reviewed by top direction to make up one's mind whether the budget is appropriate and approved. This attack might be insistent, if the budget disapproved by top direction until the concluding credence of budget is reached. Negotiated budget might give the budgetee to work hand in glove and within the end congruity of the company. Slack in budget besides can be reduced, due to the appropriate degree of the budget. This attack requires extremely engineering environment companies in puting up the budget.Problem StatementTraditional budgeting is a common pattern in the corporate universeResearch workers are reasoning about the rightness of budget in the current environment in information ages. Hope & A ; Fraser ( 2003 ) argue the utility of budget in the current environment state of affairs. They suggest that budget should be abolished and supersedes by another type of managerial accounting tools, viz. beyond budgeting. Thus, based on explorative surveies from several parts around the universe, traditional direction accounting tools are still adopted by bulk of companies. The grounds of the use of traditional tools like budgeting are due to the higher benefit, simpleness, exchanging cost, and so on ( Pavlatos O. & A ; Paggios I. , 2009, Libby T. , Lindsay M. R. , 2009, Uyar A. , Bilgin N. , 2010 ) . Due to the study of those research workers, it means that budgeting is still implemented and adopted in the current environment today, although the function of it could be changed. Problem arises within the organisation to in puting up the budget degree to the lower director until the operational degree in the hierarchy. Research workers and theoretician in direction accounting are reasoning each other about the engagement in puting up budgets in impacting motive of the workers every bit good as the sharing of information. Company ‘s directions are besides seeking the best attack in the execution of the budget to actuate and accomplish the best public presentation of all workers and directors in every degree of organisation.Most of research in engagement in budget scene with public presentation done in developed statesBased on one of literatures that have been reviewed, Leach-Lopez M. , Stammerjohan W. and Kyoo S.L. , ( 2007 ) , conclude that there is positive relationship between budget engagement on public presentation ( Brownell P. and McIness M. , 1986, Kren, 1992, Kennis I. , 1979, Searfoss A. and Monczka R. , 1973 ) . Leach-Lopez et Al. ( 2007 ) has done this research in different range and samples. The first research range on the Korean directors in US companies and the 2nd research range on the Mexican directors in US companies. In contrast, the former research merely uses the job-relevant information, whereas the latter research uses both job-relevant information and occupation satisfaction as intervening variables. Even though there were so many researches about the relationship between those two, Brownell P. and McIness M. , ( 1986 ) argue that there is no specific proving on this country, although most of the researches give the same relationship.Incompatibility found in the intervening function of motive between the relationship between budget engagement on public presentationSeveral research workers in the old surveies besides found the positive relationship between budget engagement on public presentation through motive ( Merchant K. 1981, Kennis I. , 1979, Searfoss A. and Monczka R. , 1973 ) . Other than that, Browne ll P. and McIness M. , ( 1986 ) did non happen any relationship between the budget engagement with public presentation through motive variable. Kren L. ( 1992 ) besides supports this statement through her research. After Kren ‘s survey, there are several research workers ( Parker J. and Kyj L. 2006, Wong B. , Guo L. and Lui G. 2010, Eker M. , 2006, Chong V. and Kar M. C. , 2002 ) , who try to concentrate on this relationship. The consequence from old researches found an incompatibility of the motive as step ining variable.Result spread in the relationship of job-relevant information as step ining function between budget engagement on public presentationIncompatibilities besides found in the function of information sharing through job-relevant information that found in several literatures. Some research workers based on their findings shows that the consequence on job-relevant information in the relation between budget engagement with public presentation is non excessively impo rtant. Thus, some said it might give bravery for the workers to execute good in the plants. Analyze on this country, motive and information sharing, might be required in order to see the cogency of the old surveies.Research QuestionMost of the researches have been done in the US, there is no important research about this country in Asia part. In order to see the old findings in this country, this research will scope in the Asiatic part, peculiarly South-East Asia part, although some factors are impacting in this surveies, for illustration the difference in civilization, life style, communicating, and so on. Therefore these are chief two inquiries driven from this survey: Is there any relationship between engagement of budget on public presentation within Asiatic workers? Is there any relationship between budget engagement with public presentation through motive? Is there any relationship between budget engagement with public presentation through information sharing? Make the consequence of past researches still valid for current environment?Aim of StudyTo cognize whether is at that place any relationship between budget engagement with public presentation within Asiatic workers. To find relationship between budget engagement on public presentation through motive. To find relationship between budget engagement on public presentation through information sharing. To compare the consequence of current research with past researches.Significance of StudyThis survey will give part to concern practicians, particularly top direction of company to put up whether to give power to lower-level workers in engagement on budget scene. Therefore, appropriate degree of engagement and budget degree can be met in the operation, so that company and workers could work in line with the end congruity of the company to accomplish better public presentation. Management will besides cognize the specific relationship of motive and information sharing as step ining variable in the significance with public presentation. Therefore, directors can take whether to use the budget engagement in budget scene or non. Other than that, this survey besides can convey part to academician on the country of behavioural accounting in pattern. Through this research, academicians can see whether the theories on books and other literatures can be applied in Asia part, with other factors impacting the human resource itself.Outline of DissertationThis thesis will be divided into five ( 5 ) chief chapters: Introduction, Literature Review, Methodology, Findings & A ; Analysis, in conclusion Conclusion and Recommendations.Chapter One – IntroductionIntroduction gives reader about overview of current issue in budgeting, the changing of environment that affect function of budgeting and organisational construction in the common concern pattern today. Problems that developed under new function of budgeting are assessed through some literatures. Research inquiries and aims of surveies built in this chapter besides. In the terminal, significance of surveies will be given, to guarantee that this survey contribut es for specific readers.Chapter Two – Literature ReappraisalIn this chapter, literatures from old researches will be assessed in order to give clear image about the specific issue that happened. The issue about the behavioral budget, motive, will be explained in item, along with the relationship with other independent variables. Each of literature will be reviewed in item from its methodological analysis, informations, analysis, consequence, and decisions.Chapter Three – MethodologyIn this chapter, elaborate method in developing this survey will be explained in item, from type of informations, population, samples, instrument, measuring, hypothesis and the informations analysis program.Chapter Four – Data Analysis, Results & A ; DiscussionData collected will be analyzed with the statistical bundle for societal scientific discipline ( SPSS ) . The consequence from analysis will be discussed exhaustively.Chapter Five – Conclusions & A ; RecommendationsThis l ast chapter will reason all the findings and treatment between the consequences that gathered in informations aggregation. Restriction of the survey will be given, along with the recommendation for other research workers. Future research countries, which non covered in this survey, will be given either.Chapter 2LITERATURE REVIEWThis chapter will depict all the literature gathered under the budget engagement, information sharing, motive and public presentation, along with its relationship from the past researches. Number of research under this country, budget engagement with public presentation has been done in the past clip, during the twentieth century ( Merchant K. 1981, Kennis I. , 1979, Searfoss A. and Monczka R. , 1973, Brownell P. and McIness M. , 1986 and Kren L. 1992 ) . But still, so many research workers replicates those surveies, but with different step ining variables, measuring every bit good as informations analysis. This literature reappraisal consists of three ( 2 ) sub-titles, viz. : Budget Participation on Performance through and Budget Participation on Motivation and Performance through Information Sharing. In the last portion of this chapter, decision and theoretical model of this survey will be provided.Relationship between Budget Participation on Performance through MotivationNumber of literatures found in this country is from the past old surveies and less figure of research worker that focal point in this country. Based on literature found, Searfoss D. and Monczka R. ( 1973 ) do this research to analyze the relationship of budget engagement with the motive of the budgetee to courage the public presentation, along with other step ining variables, need for independency and authorianism. This survey uses the primary informations based on questionnaire that distributed to 365 samples with different degrees of workers and directors. Result found that there is a positive relationship between budget engagement on motive. Positive relationship besides found in the organisational place or degree with the degree of budget engagement. But, there is no relationship between other two step ining variables from the findings of the research. Kennis I. ( 1979 ) supports the old research on this country, by keeping the research about the budget engagement, lucidity, feedback, attitudes, and self-rated public presentation between 169 operational directors through questionnaire. Result found that engagement in the budget scene could give the motivational consequence to the workers to accomplish better public presentation. Merchant K. ( 1981 ) has done research to analyze the difference in the budgeting system sing to corporate size, diverseness and decentalisation to be related with motive and attitude toward the budget. Sample size of 170 directors from the companies is collected and responded the questionnaire. Result found that size of corporate give different consequence for each of relationship of the variables. But, by and large positive relationship is found between the engagement toward the attitude of the budget. Eker M. ( 2006 ) established the extend survey of budget engagement on public presentation, with the step ining variable of organisational committedness. Convenience sampling is chosen to pick the samples of 150 companies between top 500 companies in Turkey. Companies were sent a questionnaire consist of three measuring of those variables. The informations were analyzed by utilizing correlativity analysis, factor analysis, multiple arrested development analysis and t-test. Result found that, organisational committedness is a important step ining variable between the relationships of budget engagement with the managerial public presentation. Chong V. and Kar M. C. ( 2002 ) conduct the survey within the directors in Australian companies to analyze the relationship between budget engagement and public presentation, with budget committedness and job-relevant information as intervening variables. Samples of 84 directors were asked to make full up the questionnaire and informations were collected. Result found that, budget engagement can heighten the motive in perpetrating the budget. It besides gives the informational consequence to heighten the job-relevant information to back up the public presentation in the terminal. It supports the past surveies about the double function of budget engagement. The former is motivational effects and the latter is informational consequence. Wong B. , Guo L. and Lui G. ( 2010 ) use the self-government theory ( SDT ) as their footing of research. SDT suggest that engagement needed in the budgeting procedure for the interest of motive, morale, public presentation and occupation satisfaction. In this survey, motive divided into several types, intrinsic, extrinsic, independent and controlled motive. Study has been done in Hongkong by sample size of 101 bank directors through voluntary seminar and questionnaire. Result found that through engagement in budgeting public presentation in the occupation can be increased. On contrary, Brown and McIness ( 1986 ) , did non happen the same thing like above. Through the empirical survey within 224 middle-level directors in Australia, they did non happen any strong relationship between these two variables. Kren L. ( 1992 ) examined the relationship about those variables with other step ining variables in the research. By carry oning interview 80 directors of 500 top companies in USA. She found that there was unobvious relationship between public presentations through motive of budget. Therefore, relationship between budget engagement has positive relationship with public presentation itself. Parker J. and Kyj L. ( 2006 ) develop the survey of the relationship between the budget engagement with public presentation, with the perpendicular information sharing theoretical account between supervisors with subsidiaries in the budgeting procedure. Other than information sharing, organisational committedness and function ambiguity were tested in this survey as step ining variables. Data aggregation within sample size of 70 directors with subsidiaries has been done through questionnaire. The informations were tested with the way analysis with a consequence of the important relationship between the budgetary engagement with public presentation, through step ining variable of information sharing. Other step ining variables were found non important with the chief variables.Relationship between Budget Participation on Performance through Information SharingChong V. and Kar M. C. ( 2002 ) in the same survey like explained in the old sub-chapter were reasoning that the budget engagemen t through information sharing of job-relevant information might assist the subsidiaries to work good and accomplish better public presentation. Parker J. and Kyj L. ( 2006 ) in the surveies like explained in the old sub-chapter besides examine the informational sharing consequence of job-relevant information in the budget engagement that could increase the public presentation of the worker that can non be found in the other intervening variables. Leach-Lopez M. , Stammerjohan W. and McNair F. M. ( 2007 ) follows and spread out Kren L. ( 1992 ) past surveies on this country. They distinguish the consequence of the budget engagement with public presentation straight and indirectly. Other than that, other step ining variables, occupation relevant information and occupation satisfaction, besides introduced here. The survey conducted within 143 Mexican and American mid-managers in US companies. The analysis was utilizing the past research workers theoretical account, like way theoretical account correlativity, t-test, robustness trial and p-value trial. Findingss show that, there is strong relationship between public presentations in budget engagement. The difference that the writers research than the past researches is the causal mechanism that associating those two variables. The intervening variables, job-relevant information that affects the relationship between independent and dependent variables is alterations with the degre e of bilingual ability of the Mexican directors. However, another step ining variable, occupation satisfaction did non give a important relation with those variables. Leach-Lopez M. , Stammerjohan W. and Kyoo S. L. ( 2007 ) survey is a reproduction of the surveies of old literature by Leach-Lopez M. , Stammerjohan W. and McNair F. M. ( 2007 ) with the same variables and informations analysis in the surveies. The difference in this survey is the samples, by utilizing Korean directors in the US companies, respondents of 71 directors respond for the questionnaire. The findings show the same things as old research, but causal mechanism in the intervening variables is different with the past samples. In this survey, consequence shows that there is important function of the occupation satisfaction as step ining variable between budget engagement with public presentation between Korean directors. Heath R. and Brown J. ( 2007 ) conducted an drawn-out survey from old research Kren L. ( 1992 ) within 259 workers through questionnaire to analyze the relationship between budget engagement with personal public presentation. But, they manage to associate other variables, job-relevant information and self-efficacy, as step ining variable. Arrested development analysis, coefficient analysis every bit good as t-test have been done for the analysis of the information gathered. Result found that, all those variables are related each other with positive relationship within all degrees of direction in the organisation. Su J. T. and Lin W.L ( 2007 ) clears the spread of the incompatibility in several accounting literatures about the consequence of public presentation in the budget engagement with step ining variable, information dissymmetry. This survey was held in Taiwan, with a sample size of 168 employees, through questionnaire. Path analysis and correlativity analysis used for analysing the information of the respondents. Based on the findings, the past surveies about the positive relationship between budget engagement on public presentation were proven. Information dissymmetry besides establishes positive relationship as an intervening variable. If the variable is present, public presentation will increase and frailty versa. Adler R. W. and Reid J. ( 2008 ) survey about the wider range of the consequence of non merely the budget engagement, but besides leading manner on occupation public presentation and satisfaction. Through questionnaire, 40 middle-level director in New-Zealand companies answer the inquiry. Consequence after the information analysis of dependability testing and stepwise arrested development shows that there is relationship between all variables that tested. However, the leading manner shows no relationship as chairing variable with the occupation public presentation of the worker.DecisionMajority of the past researches done by making cross-sectional surveies in this country, so causal relationship can non be found in all of the surveies. This is could be the unfavorable judgments that occur in the survey. Low generalizability besides being an restriction on the survey. Since most of the surveies about the relationship between engagement in budget scene on public presentation have been done in USA and give the same consequence, survey in the other part might be needed to research in other part. Other than that, information sharing and motive as an intervening variable could be needed answer the incompatibilities in the past surveies.Theoretical ModelBased on the past literatures, theoretical model between the variables in the survey can be developed as a diagram as follows: Engagement in budgeting procedure as independent variable will impact positively to public presentation as dependent variable. Motivation could work as step ining variable in this model. From the past findings, motive that related by engagement in budget procedure can impact positively to the public presentation. But still, some research workers found different consequence in the survey. Motivation in this survey can be in signifier of budget committedness. Other than that, function of budget engagement as information sharing could be in signifier of job-relevant information, merely like the old surveies. A spread was found in this function of engagement in budgeting, nevertheless most of research workers treat the job-relevant information as a positive related with the public presentation.

Leadership and Management Concepts for Health Professionals Essay

In this essay, leadership will be defined and analysed. A detailed leader profile from my workplace will be developed and described using transformational theory, as this is the most adequate theory to describe the performance, effectiveness and styles used by the leader to achieve the objectives and goals in my workplace. Moreover, the nature of the leader’s role and achievement utilising the theory will be analysed. In addition, transformational theory will be defined and analysed based on different explanations. Leadership is one of the most essential criteria of the nurse manager. It is the process of interaction between the leader and the other staff, influencing them toward workplace goals achievement (Yukl, 1998). Leadership is the ability to provide direction toward preferred future aspirations and aligns the followers toward goals achievement (Kelly-Heidenthal, 2004). Moreover, leadership is viewed as a dynamic interactive process that involves various dimensions, including planning, organising, directing and controlling. The activities of an organised group can be influenced by a process in which the efforts to achieve the goals and tasks are managed by leadership (Roussel, Russell & Swansburg, 2006). Leadership is also defined as inducing individuals or a group to take an action in accordance with the purpose of the leader. Moreover, Roussel, Russell and Swansburg (2006) correctly pointed out that leadership can be explained as a group of individuals who have been inspired by a person to work together toward achieving common goals and missions using appropriate means. A crowd can be transformed into a functioning and useful organisation, and this is a vital component of leadership. Leadership can be formal or informal. As Sullivan and Decker (2004) explain, it can be formal when a nurse manager demonstrates power and authority within a framework of legal approval by the organisation. Leadership can be informal when utilised by a staff member who does not have effective leadership skills, ideas and roles to promote the performance of the work outcomes. Leader’s Profile Mrs. Zahra is a nursing officer who has been working since 1996 in charge of a department in the Armed Forces Hospital, Sultanate of Oman. She is known to everybody in the department and all around the hospital as a friendly person who is intelligent, hardworking, and motivational, a good communicator and a person with a strong personality that inspires others to follow her. In addition, Mrs. Zahra has problem solving skills and extensive experience and knowledge in her speciality as well as in leadership and management. Further, she is a member of the Quality Assurance and Staff Development Committees. As she is in charge of the operating theatres department, she manages the planning and coordination of the operating rooms scheduling system. Moreover, she adjusts the staffing assignments of nursing and ancillary personnel to provide adequate room coverage. Motivation, direction, controlling and evaluation of the staff performance are some of the leader’s responsibilities. Transformational Leadership Transformational theory is the most appropriate theory to describe my leader’s role, nature and achievements. Transformational leadership focuses on how the followers can be motivated, guided and directed to achieve the goals of the work by the leaders (Sullivan & Decker, 2005). Sullivan and Decker (2005) emphasise that generating employees’ commitment to the vision is the goal of transformational leadership. According to Kelly-Heidenthal (2004), ‘transformational leadership is based on the idea of empowering others to engage in pursuing a collective purpose by working together to achieve a vision of a preferred future’. The work of Roussel, Russell and Swansburg (2006) reveals that there are four components of effective and dynamic transformational leadership: management of trust, attention, self and meaning. In management of trust and reliability, decisions based on fairness, honesty and equity that have been made by the transformational leaders will be respected, followed and executed by the nurses. A transformational leader’s judgment is usually consistent and sound. Having vision, goals or a sense of outcomes will lead to achieving the management of attention. Any health care organisation will be defined by how it serves the community and where it is headed in order to achieve its vision statement. Vision means the credible, attractive and realistic future stated for the organisation. Knowing the skills of the staff and how to utilise them effectively is defining the meaning of self. Leaders develop their leadership skills through continuing their education in leadership and management skills so that the burnout and stress facing them will be reduced and controlled. In management of meaning, leaders must inspire commitment in staff by communicating their vision and creating a standardised culture among the staff by using group discussions, meetings, agreements and consensus building in which individual innovation and creativity are well supported. The goals and objectives that are consistent with the vision must be related with the rewards and appraisals for the staff. Moreover, Roussel and Russell (2009) have made clear that in transformational leadership, the achievement of goals that benefits the organisation and the personnel themselves is achieved by empowering the personnel to have a vision about the organisation and to trust the leaders. Transformational leadership can be practiced in hospitals and emergency rooms, as they are unstable and rapidly changing environments. Therefore, leaders in this atmosphere will acknowledge uncertainty, be flexible, motivate, and consider the employees’ values and needs (Roussel & Russell, 2009). In transformational leadership, leaders empower and motivate the staff by involving them in decision-making, which inspires them to be a part of the vision and makes them feel that they are part of the team contributing to the success of the organisation. Leaders inspire the staff by rewarding them for the quality and excellence of the work carried out. As a result, leaders will have staff who demonstrate high quality performance, commitment and job satisfaction Roussel & Russell, 2009). Kelly-Heidenthal (2004) has pointed out that the empowerment and inspiration of the staff leads to high performance and commitment to the organisation through a good relationship between the leaders and the staff. In general, there are certain common characteristics that transformational leaders should have. These are the ability to: instil a sense of capability in staff; offer vision; inspire trust; perform all tasks on time; take risks; manage and take action appropriately during times of crises; and communicate effectively. In the context of a transformational leadership framework, Mrs.  Zahra treats all staff in a friendly way, equally and with perfect communication skills acceptable to all of them. This leads to building a trusting relationship between her and the staff. In addition, the leader involves all the staff in the organisation’s vision and treats each staff member as a part of it. As a result, the self-confidence of the staff is gained and restored. The leader is concerned about the values and needs of her staff as she routinely holds individual meetings with each staff member in her office, asking each one of them about their feelings, needs and problems and tries to address them. Further, she shares many responsibilities and power with the staff; therefore, the staff feel responsible to work harder and more effectively. This causes all staff to be more motivated and work hard to accomplish the goals and tasks of the organisation. The leader holds general meetings with all staff frequently sharing with them decision-making, work strategies and any other new ideas from the staff. Consequently, all staff are inspired to be a part of the team, working hard and effectively for the vision of the organisation. The leader inspires the staff by being a model of a hard working, responsible and motivational person. In doing so, she motivates and stimulates staff performance and commitment to achieve the goals of the organisation. As Mrs. Zahra is a trustworthy and reliable leader. All staff follow her decisions with a sense that she is doing the best for the achievement of the organisation’s tasks. She directs, guides and controls all operating theatres scheduling systems. She delegates and allocates staff to fulfil various functions as a motivation process, which increases the trusting relationship between her and the staff. This leads to increased staff commitment, goals’ achievement and job satisfaction. The leader develops staff knowledge and experience in collaboration with the staff development department by involving them in ongoing job training programs in the Armed Forces Hospital or by sending them for short courses in Oman or nearby countries. Thus, staff will be more knowledgeable, educated, and more capable to carry out the work and tasks effectively and on time. As an example of the leader’s motivation of the staff, she has assigned a monthly reward for one of the staff members who works hard and effectively with high performance. This creates competition amongst the staff to work harder with a high level of performance and commitment to achieve the goals of the organisation. Moreover, this process demonstrates the meaning of inspiration skills and how to motivate the staff positively within the organisation. After all, the organisation’s performance and productivity in general will be increased and delivered with high quality standards. Conclusion Leadership is one of the most important skills in nurse managers. It is a process of interaction between the leader and the staff, influencing them positively toward achieving the goals and tasks of the organisation. Transformational leadership is very effective and is commonly used in hospitals. It is based on ideas of empowering, inspiring and motivating the staff toward working together to achieve the organisation’s goals and vision. A transformational leader who acts as a role model can influence the staff and make them accountable for their own practice, work achievement and staff development (McNaron, 2009, pp. 89-560). Moreover, high levels of competency can be gained by using transformational leadership skills and the quality of patient care outcomes will be improved as a result. Staff development, commitment and job satisfaction can be improved by using transformational leadership skills. These are motivation, inspiration, empowerment, building a trusting relationship between the leader and the staff, sharing power and decision-making and rewarding staff for quality and excellence of job achievement. My leader’s profile has been discussed in detail. As well as her nature, goals and achievements, using transformational leadership theory has been recognised with many similarities between them. She applied transformational leadership skills very effectively and utilised them toward the improvement of staff and the organisation’s productivity in general. I enjoyed working in the operating theatres department with Mrs. Zahra’s leadership and I hope that I will continue working with her for many years to come. I wish the best for my leader and for her to continue in her current leadership style.