Dickinsons If I Can Stop One Heart From Breaking

Dickinson's 'On the off chance that I Can Stop One Heart From Breaking' Emily Dickinson is a transcending figure in American writing. This nineteenth century artist, however a productive author, stayed detached from the world for a large portion of her life. Emily Dickinsons verse has an uncommon nature of honest perception. Her words reverberation the pictures around her. She didn't adhere to a specific sort, as she composed whatever captivated her the most. The modest, contemplative artist composed in excess of 1800 sonnets during her lifetime. Notwithstanding, less than twelve got distributed while she was as yet alive. A large portion of her work was found by her sister Lavinia after Emilys demise. The main part of her sonnets were distributed by Thomas Higginson and Mabel Todd inâ 1890.â The Poem The greater part of Emily Dickinsons sonnets are short, without any titles. Her sonnets leave you longing for increasingly, needing to dig profound into the psyche of the writer. In the event that I can prevent one heart from breaking,I will not live in vain;If I can ease one life the aching,Or cool one pain,Or help one blacking out robinUnto his home again,I will not live futile. On the off chance that I Can Stop One Heart From Breaking Analysis To comprehend the sonnet, one needs to comprehend the writer and her life. Emily Dickinson was a hermit who had scarcely any collaboration with individuals outside of her home. The greater part of her grown-up life was spent closed away from the world, where she took care of her evil mother and the undertakings of her home. Emily Dickinson communicated her feelings through sonnets. Caring Love Is the Theme This sonnet can be sorted as an affection sonnet, however the adoration communicated is not really sentimental. It discusses an affection so profound that it places others before self. Sacrificial love is the genuine type of adoration. In this sonnet, the writer discusses how she would cheerfully consume her time on earth helping the individuals who experience the ill effects of awfulness, profound pity, and depression. By wishing to help a swooning robin once more into the home, she uncovers her powerless and delicate side. Her profound affectability for the government assistance of others, even before close to home self, is the message passed on in the sonnet. It is a message of generosity, empathy that one human ought to manage the cost of another human without the requirement for show or dramatization. A real existence that is given to anothers government assistance is an actual existence all around lived. Holy people Who Followed the Path of Selfless Love A striking case of the sort of individual Emily Dickinson discusses in this sonnet is Mother Teresa. She was a holy person for a large number of destitute, debilitated, and stranded individuals. She endeavored to carry bliss into the lives of the critically ill, the hopeless, and the dejected who had no spot in the public eye. Mother Teresa devoted as long as she can remember to take care of the ravenous, keep an eye on the wiped out, and wipe a tear from the essences of those hopelessly. Someone else who lived for the government assistance of others is Helen Keller. Having lost her capacity to hear and talk at an early age, Helen Keller needed to battle hard to teach herself. She proceeded to motivate, educate, and control many individuals who were genuinely tested. Her respectable work assisted with changing the lives of a great many individuals around the globe. Heavenly attendants in Your Life In the event that you glance around, you will find that you, as well, are encircled by holy messengers who have dealt with you previously. These blessed messengers could be your companions, guardians, educators, or friends and family. They bolster you when you need a comfort in times of dire need, assistance you skip back when you surrender, and facilitate your torment when you are experiencing a terrible stage. These great Samaritans are the explanation you are doing fine today. Discover the chance to thank these favored spirits. What's more, in the event that you need to offer back to the world, read this sonnet by Emily Dickinson again and ponder her words. Discover a chance to support someone else. Help someone else to recover their life, and that is the manner by which you can reclaim yours.

Ethics Finance Case studie

Question: Incorporate and convey information on morals and polished methodology in monetary administrations from corporate and singular points of view in national and worldwide settings. Answer: Discussion Topic Morals are the instruction of moral qualities and the choices. Because of the assorted assortment of administrative comforts and new advertisement disappointments, obligingness has stayed stressed to principled gauges recorded inside the accounting calling. Morals instruction and preparing will have practically no effect on lessening corporate crumples all around later on. Position Business ethics lessens the oppurtuinities for a corporate to make gigantic benefits. Focused on model, an overall enterprise can move its assembling ability to a creating country to diminish sums. Developments emerging utilized conditions, for instance pay and better reasonableness and assurance esteems decrease the degree of the sparing of the organization that it wants for. All things considered there is battling view that the limits on enterprise approval will support more extensive culture. With surveys and realities, moral arrogances by examiners negatively affects the general public whichj will bring about parcel of cheating, fraud, doubt and will lessen the currency market and capital market exchanges and will negatively affect them. In some cases morals has basically no end and isn't valuable for the general public and some negative and terrible things will keep on occurring. There has been visit shams, stings deceiving budgetary review, with defilement. Shielding the Position Battles emerge when a companys investors don't energetically contribute in the business and rather recruit master the executives to maiantain and run the partnership. One of the challenges of a moral dutifulness program is that it requires the wide-going arrangement of association to be real. Everyperson attempt to apply their own specific manners and standards which can create turmoil and ruin. For instance, an executive who will in general look the other way when his work force are submitting sexual irritation sets a model that can begin to debilitate the entire business theory (Macdonald, 2016) After such great virtues the examiner can't recognize trickiness and phoniness in the records of the association (The discussion, 2015) With great moral practices ordinarily there are tricks, defilement happening everywhere With great moral qualities and good gauges the organization can't show genuine announcement s of the money related books and doesn't convey appropriate bookkeeping data and simply center around sparing duties and not recording legitimate income age sources and legitimate costs. Business attitudewith the qualities and it fears may ruinously change a reviewer's or the bookkeepers execution . With respect to the instance of VW, 7-Eleven and Turing. gigantic network with broadcasting strife about their offensive and narcissistic exhibition. The ethics of corporate is mainly perceived as a substance of corporate self-guideline with the goal that irksome outsiders dont have their nose in the illicit relationships of the organization. The September shames suggest a totally divergent upright natures. This environment could bankroll to the hardship of moral morals. Morals to be consolidated in business partnerships being increasingly caught and progressively open hullabaloo ought to be there. To have usable morals they should be lashed onto organizations against their assurance. Business morals is self-administering, not business. Of late, Nestle has finished headings twice for getting in a compromising position listening in on Attic, a non-government affiliation. Settle has been all around requested to pay reward to the affiliation. The negative issue of incomparability and maintaining ethics are the leading group of administrations have obligatory duties to accomplish in the top notch thought of the company. Breaking those duties by not granting appropriate preparing can have a significant misfortune to the association (Capozzi, n.d) Fights climb when an enterprises investors don't vigorously give in the attractive and in its place employ talented association to keep up and maintain the business or foundation. We have s even that the companys association with its investors communicates and portrays its principled qualities. McDonalds, even its a fruitful brand around the world, remains the bulls-eye of a venomous civil repercussion inferable from what many recognize as awful expert upright natures in its relationship with workforces and different members and investors. Bunches of support are required like the investors meeting record, top managerial staff reports and other important archives. Loads of maintainece are required as they are the significant records of the organization and should be overseen appropriately. Due to such an extensive amount enterprise customs will prompt misusing and debasement. The executives will be upset. Defilement and grease up payment exist as certain states, chiefly like African countries, are acquainted with get grease up outpourings as a method of getting hierarchical errands achieved in less time or favor with local establishments. Extra difficulty of support of morals in overall business is the nonexistence of work for different ventures at whatever point the directions are been divided or broken. Mattel has gotten unsavoriness for making risky dolls. The partnership subcontracted work to China to let down the expense of creation, however the dolls that came back again were treated with debased lead conceal and contained multiple times the legitimate furthest reaches of lead content. The dolls made were unwell connected little lodestones that could cut the guts whenever ingested. The dolls built up a significant risk, and Mattel needed to recognition them, and face network anger for its corrupt corporate conduct. It is extravagant as creating, spreading and support a morals latency bundle inside the enterprise can be disagreeable and troublesome. Reasonable organization of an ethics list regularly needs the confirmation of a standards general and the capability of organization financial and staffs reserves. The set of accepted rules in some cases bring untrustworthy execution. Representatives are for the most part not permitted to talk on the point as they dread losing the employment and no top down methodology is there to tell the complaint and different things. Deciding to consume around $50 million on a unique separated plane later charming $45 billion in payer of duties stores to remain above water, as Citibank did is a great occasion of degenerate business ethics. Making substances second rate for Citibank, CEO Vikram Pundit leaned back to Congress that he set up a reward of one million every year when the genuine figure was $11 million (Nayab, 2014) Partnerships ruin inunprincipled business behaviorprincipally to misuse incomes. By the by, shoppers and investors had the mixed up route crucial adventure incomes can be a misfortune to the generosity. References Macdonald, L. (2016).Advantages and disservices of business morals. Recovered 09 December 2016 from https://smallbusiness.chron.com/points of interest burdens business-morals 10414.html Capozzi, C. (n.d). The disservices of International business morals. Recovered 09 December 2016 from https://www.ehow.com/info_7736609_disadvantages-universal business-ethics.html The discussion (2015). Volkswagen cases show why we should push back on corporate morals . Recovered 09 December 2016 from https://theconversation.com/7-eleven-volkswagen-cases-show-why-we-should-push-back-on-corporate-morals 48739 Nayab, N. (2014).Real world instances of terrible morals. Recovered 09 December 2016 from https://www.brighthub.com/office/business people/articles/115557.aspx

How to Recognize Someone With Covert Narcissism

How to Recognize Someone With Covert Narcissism Relationships Print How to Recognize Someone With Covert Narcissism They may be difficult to spot By Jodi Clarke, MA, LPC/MHSP twitter linkedin Jodi Clarke, LPC/MHSP is a licensed professional counselor and mental health service provider with over 20 years of experience in the field. Learn about our editorial policy Jodi Clarke, MA, LPC/MHSP Medically reviewed by Medically reviewed by Steven Gans, MD on April 05, 2019 Steven Gans, MD is board-certified in psychiatry and is an active supervisor, teacher, and mentor at Massachusetts General Hospital. Learn about our Medical Review Board Steven Gans, MD Updated on April 12, 2019 More in Relationships Spouses & Partners LGBTQ Violence and Abuse In This Article Table of Contents Expand What Is Narcissism? What Is a Covert Narcissist? Overt vs. Covert Signs to Look For What to Do View All Back To Top Most of the time, it is easy to spot the narcissist in the room. They are the ones who are working the crowd, loudly sharing fabulous stories that convey a sense of importance and accomplishment so that they can feel admired. Someone behaving like this tends to send out a clear signal to those around them that they are not approachable or compassionate. Could there be other people in the room with those same exaggerated motivations for admiration and importance, yet possibly harder to identify? Yes, in fact, there could be someone close to you who is a narcissist but shows up in less obvious ways. Illustration by JR Bee, Verywell     What Is Narcissism? The word narcissist is a term regularly used in common discussions to describe anyone who seems a bit self-involved. However, in terms of clinical mental health, someone needs to meet a specific criterion in order to be diagnosed with narcissistic personality disorder.?? Traits In general, people with narcissistic personality disorder are those who are preoccupied with their own success and with a grand sense of self-importance that influences their decision-making and interactions. Narcissists find it difficult to build or maintain connections with others because of their manipulative tendencies and lack of empathy. They often feel entitled and lack compassion, yet crave attention and admiration??. Elements of narcissism including things like: a sense of self-importance or grandiosityfantasies about being influential, famous, and/or importantexaggerating their abilities, talents, and accomplishmentscraving admiration and acknowledgmentpreoccupied with beauty, love, power, and/or successan exaggerated sense of being uniquebelieving that the world owes them somethingexploiting others to get what they want (no matter how it impacts others)lacking empathy toward others What Is a Covert Narcissist? In the field of psychology, behavior can be described as overt or covert. Overt behaviors are those that can be easily observed by others, such as those of the traditional narcissist described earlier. Covert behaviors, however, are those that are more subtle and a bit less obvious to others. A covert narcissist is someone who craves admiration and importance as well as lacks empathy toward others but can act in a different way than an overt narcissist. When considering the behavior of narcissists, it might be hard to imagine how someone could be a narcissist and be inhibited in their approach and behavior. A covert narcissist may be outwardly self-effacing or withdrawn in their approach, but the end goals are the same.?? This might be described as listening to your favorite song while blasting the volume, compared to listening to that same song on a low volume. The song itself hasnt changed, just the volume in which you are listening. Overt vs. Covert Covert narcissists are only different from overt (more obvious) narcissists in that they tend to be more introverted. The overt narcissist is easily identified because they tend to be loud, arrogant, and insensitive to the needs of others and always thirsty for compliments.?? Their behaviors can be easily observed by others and tend to show up as big in a room. When we think of an overt narcissist, we could say they demonstrate more extroverted behaviors in their interactions with others. Researcher and author Craig Malkin, Ph.D. suggests that the term covert can be misleading. In his work he states that the term covert is often used to suggest that the covert narcissist is sneaky or that their strive for importance is not as significant as an overt (more extroverted) narcissist. In fact, he reports, the traits of the overt narcissist and the covert narcissist are the same. Both covert and overt narcissists navigate the world with a sense of self-importance and fantasizing about success and grandeur. Both individuals need to meet the same clinical criteria to be diagnosed with narcissistic personality disorder, whether they are extroverted or introverted. Both have deficits in their capacity to regulate their self-esteem.?? Many people have fallen victim to the manipulative behaviors of a covert narcissist without realizing what has happened until they are already in emotional pain. It might be more accurate to suggest that the extroverted (overt) narcissist would be a lot easier to see coming than the introverted (covert) narcissist. It is not unusual for people to find themselves in long-term relationships with covert narcissists only to be hurt by a sense of a lack of partnership or reciprocity in the relationship. Signs to Look For Although there are some clinical criteria that need to be met in order for someone to be diagnosed with narcissistic personality disorder, there are some general traits and patterns to look for in everyday interactions if you suspect you might be dealing with a covert narcissist. Being aware of these traits can help empower those who are interacting with the covert narcissist, helping them to recognize and better navigate potentially unhealthy interactions. Passive Self-Importance Where the more overt, extroverted narcissist will be obvious in their elevated sense of self and their arrogance when interacting with others, the covert narcissist may be less obvious. The covert narcissist certainly craves importance and thirsts for admiration but it can look different to those around them. They might give back-handed compliments, or purposefully minimize their accomplishments or talents so that people will offer them reassurance of how talented they are.?? The reality for both the overt and covert narcissist is that they have a fragile sense of self. The overt narcissist will demand admiration and attention, where the covert narcissist will use softer tactics to meet those same goals. The covert narcissist will be much more likely to constantly seek reassurance about their talents, skills, and accomplishments, looking for others to feed that same need for self-importance. Blaming and Shaming Shaming others is a wonderful tactic of the narcissist in order to secure their sense of an elevated position in relation to others. The overt (extroverted) narcissist might be more obvious in their approach to gaining leverage, such as explicitly putting you down, being rude, criticizing you, and being sarcastic.?? The introverted, covert narcissist may have a more gentle approach to explain why something is your fault and they are not to blame. They might even pretend to be a victim of your behavior to put themselves in a position to receive reassurance and praise from you.?? At the end of these interactions, the goal of the narcissist is to make the other person feel small. Creating Confusion Although not always sneaky, some covert narcissists can take joy in creating confusion for someone they are interacting with. They may not engage in blaming or shaming, but instead, causing people to question their perceptions and second-guess themselves. Another way to create leverage between them and another person, the covert narcissist needs to use tactics like this to elevate themselves and maintain power in the interaction. If they can get you to question your perceptions, then this allows them the opportunity to manipulate and exploit you more. Procrastination and Disregard Because their need for self-importance reigns supreme, covert narcissists will do whatever they need to do in order to keep the focus on themselves. So, where an extroverted narcissist will blatantly push you aside or manipulate you to accomplish their goal, the covert narcissist is a professional at not acknowledging you at all. It is not a coincidence that narcissists, in general, tend to gravitate toward interacting with caring and compassionate people. The covert narcissist recognizes those opportunities for manipulation as well. They have no problem letting you know that you are not important. Rather than explicitly telling you that youre not important, they might stand you up on a date, wait until the last minute to respond to texts or emails, always show up late for events with you, or never make confirmed plans with you at all. There is no regard for your time or interests, leaving you feeling small, unimportant, and irrelevant. Emotionally Neglectful Narcissists are inept at building and nurturing emotional bonds with others. How could they know how to do maintain bonds with others if their energy is always focused on themselves? The covert narcissist is no different. So, although they may appear kinder and less obnoxious than their extroverted counterpart, they are not emotionally accessible or responsive either. You will likely not receive many compliments from a covert narcissist. Remembering that they are always focused on staying elevated to maintain their sense of self-importance, it is easy to understand how a covert narcissist would find it difficult to compliment you. There is usually little regard for your talents or abilitiesâ€"usually, the narcissist has no regard for these things at all. Just as with overt narcissists, you will likely find yourself doing most of the heavy emotional lifting in a relationship with the covert narcissists. Although the covert is more likely to appear emotionally accessible, it tends to be a performance and usually done with intent to exploit or eventually leave the person feeling small through disregard, blaming, or shaming. Since one of the hallmark traits of narcissistic personality disorder is lack of empathy, the covert narcissist is not going to be emotionally responsive to their partner in a healthy way.?? Giving With a Goal In general, narcissists are not givers. They find it difficult to put energy into anything that doesnt serve them in some way.?? A covert narcissist might present themselves in a way that looks like they are giving, but their giving behavior is only demonstrated with the intent of getting something in return. A simple, everyday example could be something like putting a tip in the jar at your local coffee shop. A covert narcissist would be much more likely to put their tip in the jar when they know the barista is looking, in order to help facilitate some kind of interaction that allows them to be praised for giving. The intent of giving for a covert narcissist is always more about them and less about those to whom they are giving. What to Do You may currently be in a personal relationship with a covert narcissist, whether it be a family member, a coworker, or your significant other. It may be helpful to note that although we cannot control with the narcissist does, we can take control of how we are behaving and interacting with them. There are certain steps that you can take to protect yourself if having to deal with a covert narcissist. Dont Take It Personally When we are dealing with a narcissist, whether covert or overt, their manipulative behavior can feel very personal. The lack of regard, sense of entitlement, patterns of manipulation, and deceptive behaviors of a narcissist can feel very personal when we are on the receiving end of their ways. No matter how painful the impact of the behaviors of a narcissist might feel in the moment, it is important to remember that it has nothing to do with you. The narcissist is behaving in negative ways because of something unhealthy within them, not because there is something unhealthy about you. It is okay to look at the situation and the interactions in regard to how you contribute to them. However, it is very important when dealing with a narcissist that you let them own their part. The narcissist wants you to take it personally because that is how they maintain leverage. Remember, a narcissist feels small, so they have to make themselves big somehow. Set Boundaries Narcissists do not have healthy boundaries.?? Because covert narcissists lack empathy, have a strong sense of entitlement and exploit others, boundaries are something that get in the way of their goals. The more you can practice setting boundaries with the narcissist, the more consistently you are conveying to them that their tactics are not working. Setting boundaries can be very difficult, especially if you have never done that before. Not only is it possibly unfamiliar to you, but setting boundaries with a covert narcissist can be pretty intimidating. Remember that boundaries are just a way for you to let someone else know what your values are. Consider what is important to you, what your values are, and work to create boundaries to support them. Understanding why you are setting particular boundaries can help you have more confidence in establishing them and can keep you on track if a narcissist attempts to violate or disregard your boundaries. Advocate for Yourself When interacting with a covert narcissist, it can be easy to lose your voice. Because the patterns of interaction are so manipulative, it may take time for you to realize that the relationship left you in this place of not knowing how to advocate for yourself. Take time to tune back in with yourself, who you are, what you are about, your values, your goals, and your talents. Strengthening your relationship with yourself is key in being able to speak up during interactions with a narcissist. When advocating for yourself, the narcissist gets a chance to meet the part of you that is aware and knowledgeable of their tactics, making it less appealing for them to keep trying those things with you. Create a Healthy Distance Being in a relationship with a covert narcissist can feel frustrating and overwhelming. There are times when it can be difficult to create distance between you and that person, such as with a family member or coworker. However, there might be opportunities for you to create some healthy distance between you and the narcissist. Limiting personal interactions, asking to be moved to a different location in your office, taking breaks at a different time, or simply cutting off contact might be what is necessary if you are feeling hurt by someones narcissism. Remember the goal of creating distance is not to hurt the person who is narcissistic. The goal is to protect yourself and create space for you to heal. What Is a Malignant Narcissist?

Since The Beginning And Founding Of Our Nation, There Has

Since the beginning and founding of our nation, there has always been the issue of race and class within our society. In Washington, A History of Our National City, the author Tom Lewis clearly describes the role of race and segregation throughout the development of Washington DC. Throughout the text Lewis illustrates the experience of African/Black Americans from slavery to living in the capital during the 20th century. While telling the story of Blacks and African Americans, he presents the idea that race and class has heavily shaped DC into the city that we are familiar with today. The author begins by addressing slavery in the district, he articulates that slavery was a part of the daily life in Washington and it defines the nation’s†¦show more content†¦The freemen and their families may have been helped with finding housing, but it was not good housing. A large amount of blacks in DC lived in the â€Å"alleys†, they were dirty, disease infested and they also did not have a sewer line or running water. Lewis suggest that this was because â€Å"White states had rewritten its constitution in 1900 to disenfranchise blacks† (239). In 1901 an Article about the reconstruction of state I the south contributed to the rise of Jim Crow laws and white supremacy. There was also an increase of segregation which was enforced by Woodrow Wilson and his administration, during his presidency he allowed federal departments to be segregated. Lewis states that â€Å"Segregation became the operative method of dealing with Black workers† (273). Wilson created an â€Å" Anti-Black Legislation†(Lewis 273), the policies that his administration created were devastating for almost 100,000 blacks across the nation. Before Wilsons administration Blacks believed that with skills and education they would be able to advance, now blacks could not even receive jobs as clerks or assistants and when they applied to jobs they were forced to send in pictures. The enforcement of segregation and Jim Crow laws and the showing of Birth of a Nation at the White House allowed for the Ku Klux Klan to gain power and violent attacks agains t black and other â€Å"un-Americans† (Lewis 312) becameShow MoreRelatedEssay On How Have We Fail1123 Words   |  5 PagesHow Have We Failed America has been failing to live up to the expectations of its founding fathers since the very beginning. Our founding fathers had envisioned a country that would ensure equality, justice, and liberty for all while carrying out general welfare and ensuring domestic tranquility. It should have been our first and foremost duty to make that vision a reality since these values are the very foundation of America. 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How to Advertise an Event in College

College campuses are legendary for the high number of programs that take place on campus every day. Whether its an internationally acclaimed speaker or a local film screening, theres nearly always something happening on campus. If youre the one planning an event, however, you know that getting people to come can be as much of a challenge as coordinating the program itself. So just how can you advertise your event in a way that inspires people to attend? Answer the Basics: Who, What, When, Where, and Why You could spend hours painting a poster advertising your event ... but if you forget to write down what date the program is, youll feel like a chump. Consequently, make sure the basic information is available on each and every piece of advertising you put out. Who is going to be at the event, and who is sponsoring it (or otherwise putting it on)? What will happen at the event, and what can attendees expect? When is the event? (Side note: Its helpful to write both the day and the date. Writing Tuesday, October 6th can make sure everyone is clear about when the event is happening.) How long will it last? Where is the event? Do people need to RSVP or buy tickets in advance? If so, how and where? And most important, why will people want to attend? What will they learn/experience/take away/gain from going? What will they miss out on if they dont go? Know the Best Places to Advertise Is social media big on your campus? Do people read emails announcing events -- or just delete them? Is the newspaper a good place to put an ad? Will a poster in the quad catch peoples attention, or will it just get lost amidst a sea of butcher paper? Know what will stand out on your campus and get creative. Know Your Audience If youre advertising something thats, for example, political in nature, make sure you reach out to people on campus who are more likely to be politically involved or interested. When youre planning a political event, posting a flyer in the politics department might be a particularly smart idea -- even if youre not posting flyers in any other academic department. Go to meetings of student clubs and talk to other student leaders to promote your program, too, so that you can personally get the word out and answer any questions people might have. Advertise Food if Youre Going to Have it Available Its no secret that providing food at a college event can drastically increase attendance. Having food, of course, can be a definite draw -- but it isnt an absolute necessity. If you are providing food, make sure its done in a way that encourages people to stay for the whole event and not just sneak in and grab a slice of pizza from the back of the room. You want event attendees, after all, not just moochers. Find Other Student Groups to Cosponsor Your Event Theres a pretty direct correlation between the number of people who know about your program and the number of people who show up. Consequently, if you can work with other student groups in the planning, you can outreach directly to each groups members. On many campuses, too, cosponsorship can lead to increased funding opportunities -- meaning youll have more resources to promote and advertise your event. Let Your Professors Know While it can be scary to figure out how to talk to your professors, its usually just fine once you try it. Remember: Faculty members were college students at one point, too! Theyll likely find your program interesting and may even advertise it in their other classes. They can also mention it to other professors and help get the word around. Let Administrators Know The hall director in your residence hall may know you by name, but she may not know that youre super involved in a certain club -- and planning a major event next week. Drop by and let her know whats going on so she can let other residents know when she interacts with them, too. You likely interact with lots of administrators throughout the day; feel free to promote your program to them (and anyone else who will listen) as much as possible!

Leadership, power, influence, director- it can defined in many ways Free Essays

Introduction Leadership, power, influence, director- it can defined in many ways, but most commonly Leader is a person who influences the thoughts and behaviors of others; a leader is one who establishes the direction for others to willingly follow. One person can serve as a leader or several persons might share leadership. A person may be appointed as leader or may be elected by people within his circle. We will write a custom essay sample on Leadership, power, influence, director- it can defined in many ways or any similar topic only for you Order Now Leaders play vital role in standardizing performance. Leaders can influence other to perform beyond the expectations. Managers plan, organize, lead and control so that â€Å"leading† and â€Å"managing† are inseparable, they are both integral part of each other. If one do not able to influence and inspire others to work willingly towards aims then all planning and organizing will be ineffective. Similarly setting direction is usually not enough, no matter how inspiring one can be, management skills are crucial. Leaders will simultaneously fill many roles interacting, motivating group members, solving conflicts as they arise. Leaders set vision, strategies, goals, and values in order to guide for desired action and behavior. Leaders are characterized by certain traits which distinguish leaders from non-leaders includes Drive, desire to lead, honesty, cognitive ability, self-confidence and knowledge. Effective leaders must have two major qualities: knowledge and communication competence. Leader needs knowledge of issue and the ways of effectively leading a team. This knowledge will enable leader to identify alternatives available. He also needs to be an effective communicator as equally listener and speaker. Leaders should acquire qualities of flexible, openness, empathetic, courage, interactive, and positive attitude. An effective leader generally values people, listen actively, gives credit to others, have consistent behaviors, admits mistakes, have a sense of humor and above all they set a good example for their followers. I have been working in refractory company called Magnezit in Russia. Magnezit LTD Company is one of the biggest Company in Europe which mine the product called magnezit. There I have developed three major departments of Production, Finance and Marketing. I have developed a seven-member team, which is headed by me. We usually came across discussing major issue related to finance, production and marketing. We made plans, had discussions, and generate ideas. My job out there was to design the agenda, set priorities, follow-up the discussions, and made our session meaningful. At the same time I performed simultaneously role of interacting, motivating group members, solving conflicts as they arise. During our sessions we set vision, developed strategies, and evaluated our past perf ormance in order to guide ourselves for desired action and behavior. Being a leader of the firm I had dual responsibilities to organize and develop a culture of selflessness. A failure of my team member was the failure of me. I had to do my work selflessly and biggest challenge for me was to get my team members also work selflessly for our firm. Each of our team members felt as he/she was the owner of the firm and we did our work for firm success, we should not to stick it for earning livelihood. That was the most admiring change, which I strove to bring about. The hardest job for me was to set myself as an example for my all fellows. I am not a leader based on how well I work with others or how admired I am. I am a leader based on my actions and how I affect the world around me. I try to never stray from this design because being a positive role model and doing the right thing is the best way to live your life. Being a leader is much more than just being the guy or girl with the ideas or plans. Being a leader is something much more than being the person with their act together and knowing what to do at a moment’s notice. â€Å"Management is doing things right; leadership is doing the right things.† By doing the right things I live my life as truthfully as I can. I keep my mind on the things that matter most to me: university, family, sport, my future and all the things that make me who I am as an individual. Conclusion All such exercises have made me able to actively contribute towards Master of Science in Management program. MSM program will provide me an opportunity to further develop a broader understanding of management/leadership and enhancing my analytical skills. This program will also provide me with the hands-on study and learn from varied backgrounds. My prior leadership experience will provide me a feedback while attending MSM program. This will provide me an opportunity to share my experiences with others. Also this program will enhance my leadership traits and enable me to learn and develop my capabilities as becoming successful leader. Moreover, it will improve my communication skills and gain more knowledge through the experiences of group members. These learning will help me to improve my attitude and behavior that would be helpful in my leadership career. I am fully confident that MSM program has the potential to make me able to achieve my challenge to bring an organizational cultu re of selflessness. How to cite Leadership, power, influence, director- it can defined in many ways, Essay examples

Analyse Organizational Citizenship Behaviour †Free Samples for Studen

Question: Discuss about the Organizational Citizenship Behaviour. Answer: Introduction In industrial and organizational psychology, organizational citizenship behaviour or organisational citizenship behaviour (OCB) is a person's voluntary commitment within an organization or company that is not part of his or her contractual tasks. The objective of this report is to discuss and analyse the three articles of organizational citizenship behaviour. The articles are: 1.Exploring the dark side of organizational citizenship behavior 2.Organizational citizenship behavior in work groups: A team cultural perspective The costs of exhibiting organizational citizenship behavior The paper would discuss the similarities and differences between the articles and the paper would also discuss the integrated and common view from the articles. The similarities between the articles can be discussed as: Similarities between the articles One of the similarities between these articles is the effective and efficient use of literature review. All the authors did a detailed literature review. Another similarity is the focus on employee development as part of organizational behavior. All the authors accepted that organizational development couldnt happen without employee development. Therefore, it is important that employees goals and objectives should match with the organizational goal and objectives. All the authors agreed that the idea of organizational citizenship behaviour are inherently positive. Authors agree upon the single point that the idea and notion of organizational citizenship behaviour does more positive and negative. Obviously there exist a negative or the dark side of organizational citizenship behaviour; however, it is not something that could not be avoided. All the authors also tend to agree on the part that organizational citizenship behaviour would have positive relationship with the performance of the employees and performance ratings given to them. It is expected that a healthy organizational citizenship behavior should have a positive impact on employee performance. There also exist some differences in these articles. The differences in these three articles can be discussed as: Differenced between the articles There are not much of the differences between these three articles. There is some difference in the approach of authors towards the research. In the article, Exploring the dark side of organizational citizenship behavior, authors did a detailed analysis of organizational citizenship behaviour and they based their research on three assumptions. In the article, Organizational citizenship behavior in work groups: A team cultural perspective, authors have taken a case study approach. The case study around organizational citizenship behavior is developed and an effective literature review is done. his study examines how OCB influences job performance ratings within different team cultures, as measured by team collectivism and individualism. Authors collected the data from 81 teams working for a multinational bank in Hong Kong. In the article, The costs of exhibiting organizational citizenship behavior, authors started the article with a hypothesis. In the article, authors did the hypothes is testing through literature review in the area of organizational citizenship behavior. In this article, authors were more focused to link organizational citizenship behavior with job performance. Reconciliation of opposing points in the articles One thing that can be reconciled from the articles is value creation for different stakeholders in the organization. To fully understand this definition of value creation it is important to understand what is known as capitals. In an organizational setting, capital can be defined as financial, manufactured, intellectual, human, social and relationship, and natural capital. It is from these capitals that value can be created or indeed destroyed. An organizations business model seeks to combine, transform and leverage on these capitals to create value for the organisation. Value can also be created for other stakeholders like customers, the general public etc. In the article, Exploring the dark side of organizational citizenship behavior authors made the statement that the organizational culture has to encourage knowledge sharing across the organization. In this context, the cycle of organizational learning can be observed, however, since it is based on repetitive tasks, the knowledge has been institutionalized in the organization and the role of the new employee is to learn already established knowledge ingrained into the department. Furthermore, the interest on both parties to convey the information is important, as this is a crucial stage of the employee to learn the organization; procedures, culture, etc. Organizational development through smooths knowledge acquisition and eventually transfer of learning between the same organisation employees and also between different borders and countries is made only possible by todays highly technological software.It is important to mention that intuition is an implicit part of organizational citizenship behavior exhibited by leaders. Intuiting: which is the process where organization individuals develop their own new insights and ideas. In this process, Line-of-business software can support by capturing the business daily transaction then extract patterns and trends and generate reports that are used to build insights about business operations and support new ideas generation. It is also important to mention that knowledge management is also and important part of organizational citizenship behavior. such process, knowledge management solution could be used to exploit existing knowledge and ingrate it with the new knowledge, performance managemen t solutions to capture and analyze the KPIs related to the application of learning outcomes, and project management solutions to plan and manage the implementation of the learning outcomes and related initiatives. Integration of the information All the authors agreed that trust is the key to establish a healthy organization. If there is no trust, organization cannot get an employee to share its knowledge. Trust paves way for employees to open up themselves to the organization growth of which knowledge sharing is one of them. Another useful information is the use of principles like job rotation. Rotationas a means of ingrained organizational knowledge seem to be very practical because every employee get the opportunity to understand each unit individually and how it interconnect with the mission of the department. Thus, increasing (possible) commitment. Rotation, however, may also create stagnation because the tasks are performed based on what is learned and there is no incentive or motivation to do it differently.Therefore, in relation to organizational learning and the 4i's framework, the department remains at a stage where the knowledge learned is institutionalized and there is no mean for the cycle of learning to be repe ated.Additionally, the responsibility of conveying or transferring the correct knowledge to the employee in the new unit is immense as not always the information is conveyed in a correct manner; interrupting organizational learning through this means to be inadequate. The observation is that some personnel may refuse to share knowledge (precisely) because it is interpreted that by sharing the knowledge he/she may release his/her power to the next individual. In so, in organizations where the nature of the job is repetitive is important to accompany job rotation (for organizational learning), which can be very beneficial to the organization, with other tools to ensure knowledge transfer is accurate. Another common point among the articles is that the leaders should be intuitive for effective organizational culture. In an organizational setting, the individual act need to have very clear vision on the environment the organization are operating, and aside of that the individual act which is the intuition also need to know what are acceptance level of staff in his team or organization in dealing with new opinion, because if the staff intuition will not be welcome among the team than staff intuition will not reach anywhere. One may be led to believe that Structural and leadership barriers can affect organizational learning based on organizational culture or the belief of individuals. For example women leadership. Male dominance is said to be the greatest obstacle encountered by women rising to top positions. The "gender role " issue based on societies belief is said to have prevented may women from climbing the corporate ladder, "the glass ceiling" has created limitations the old-boy network is said to create a barrier to prevent women from entering top management and another barrier is "sex discrimination" that may imply that women may not be aggressive enough to take on a particular position. Due to these barriers women are encouraged to have their own businesses in order to experience the leadership role. Hewlett-Packard had elected a female leader in 1999 that believed that this barrier was broken until after seven years it was stated that she admitted to being a victim of sexism. Organizations have mentioned that they are losing talent as women may leave and seek opportunities that will help the to break "the glass ceiling. The organizations must be cautious to use the integration of knowledge in an effective manner. It is important that organizational citizenship behavior should be established as a culture in the organization. The culture should be established from top down to bottom up manner. The leaders should take the responsibility to establish the organizational citizenship culture. Application of knowledge to organizational situation The key things learned from article are that organizational culture should be the key thing for senior management. In this era of globalization, employees often have work together with the employees of different regions. Lets apply the organizational citizenship and cultural perspective to an outsourcing example. For instance, in an organization, consultants are employed for a specific period of time, either in Information Technology department or other services. Within this period, they will share their knowledge and expertise on the particular area in which they are specialized and when they are done, they will leave and the employees of that department will have the knowledge of such task and how to go about it. It happened when the company wants to upgrade the flex-cube software for operations department, certain experts on (IT) from India were employed for the number of weeks and months the tasks lasted. It is important that organizations should have a thorough understanding of internal and external environment before making any decision. The concepts of organizational citizenship behavior could also be applied to small and large organizations. It is critical that the organizations should have the plan to make continuous improvement in the organization through organizational citizenship behavior. The organizations should also have a long term plan in place with respect to organizational citizenship behavior. The plan would ensure that organization is able to Conclusion A lot of learning can be made from these three articles. The subject of organizational citizenship behavior is particularly more important for contemporary environment in globalized environment. When we talk of Technology, we think of globalization with all the good things that came with it as the act of globalization has made the world to be a global village. One of the benefits of globalization to the world in general is the technology innovation which has made every economy a connecting village to the other, Wu, (2012) Said Globalization is an ongoing process of the flow of capital, information, labour, technology, and goods across national boundaries to form an interconnected global economy. Though as it has the advantage which it has brought to the world same also it has its bad side effects on some economies. Without the Information or communication technology, the access to organizational strategic alliance will not be visible and favorable as their will be much hindrance both in learning and communication thereby hinders the knowledge sharing. When its not shared among the employees for organizational usage and their own personal purpose it brings down a lot of organizational competitiveness. Finally, when it comes to visual employees, Information Technology has been their only source of easy and fast organizational learning including communication between them and their head office with other subsidiaries. For instance, in my organization, the invent of technology has been a tool that brought the entire subsidiaries in one umbrella, in the sense that it provided solution for video conference organizational training among the whole subsidiaries which makes it easy to reach all in one bit and saves costs, time and stress in travelling for the management and not only that it has improved in the competitive advantage of the company. It can be said that the organizations must use the new avenues of Information Technology to manage its operation and to ensur e high level of organization citizenship behavior. References Bolino, M.C., Klotz, A.C., Turnley, W.H. and Harvey, J., 2013. Exploring the dark side of organizational citizenship behavior.Journal of Organizational Behavior,34(4), pp.542-559. Deery, S., Rayton, B., Walsh, J. and Kinnie, N., 2016. The Costs of Exhibiting Organizational Citizenship Behavior.Human Resource Management. Lai, J.Y., Lam, L.W. and Lam, S.S., 2013. Organizational citizenship behavior in work groups: A team cultural perspective.Journal of Organizational Behavior,34(7), pp.1039-1056.

Skills Development free essay sample

1. Active listening through body language and minimal interventions; being physically and vocally attentive while being almost transparent in the interaction gives the client a space they rarely find available to them. Put simply, we are talking about a helper who is really listening, actually caring and not interrupting to project his or her own opinions. When I have combined this with empathic reflection the results have felt like a miracle to be part of. I have witnessed clients unravelling themselves and exploring deep and meaningful things about themselves that they somehow knew but had ‘covered over’ or ‘locked away’. I feel blessed to have been part of these instances and welcome more of the same into my future. 2. Drawing on your Reflective Journal and Skill Practice Evaluation Forms, explain how your skills have developed during the Skills Practices and / or in your personal and professional life.  Coming to this course from the ‘introduction to counselling skills’, I already had some awareness of the skills and my ability to use them, be that inconsistently. We will write a custom essay sample on Skills Development or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page At the start of this ‘certificate’ course I had a very rough toolkit of active listening, paraphrasing and empathic reflecting. I have always been a listener; I strongly suspect during my childhood my mother’s needs rewarded me for listening. However, my mother’s needs also called for validation and me having an answer that made her feel ok about herself. This need to validate people was still present at the start of the course, alongside my need to be validated as a ‘life’ expert having the answers people need; I wanted to ‘fix’ people with my views of life and the attainment of fulfilment from my years of self development and reading. Person Centered theories have totally changed my approach. I have been amazed and overjoyed to discover this approach and witnessed it first hand as a helper/counsellor in my own professional counselling clinical settings as a personal trainer. I have been blessed during my day job to be part of a client’s self-discovery while discussing family relationships and my client’s weight loss challenges. To help a person see their true self and the beliefs and behaviours that are locking them into a repeated pattern that is limiting their growth really gives me a deep feeling of satisfaction and pleasure. There have been instances of such great empathy within me that I have felt tears well up when a client is expressing some deep emotion or joyful moment. I don’t yet know whether this is my own inner story surfacing, transference from the client, or pure empathy at the client’s story. I have always been able to get in touch with other people’s stories; I could shed a tear at a happy emotional TV advert. During client sessions I have experienced that without my intervention or getting into a conversation containing my views, they held the answers within themselves and were partly relieved and tearful at seeing this. All I did was to listen, empathically reflect and summarise; leading the client to focus on the things they felt most strongly about. I have enjoyed pointing out the incongruence between their words and the feelings and reactions I see in their bodies and expressions; listening to a client think down through those layers of faà §ade to find themselves is a pleasure to witness. This may sound arrogant and a little colloquial, I feel as though I have been handed a super power that I must wield carefully. Feedback during class based skills sessions shows me I still have a way to go in terms of framing the counselling session; initially this feels tough to take, I want so much to be ‘seen’ as being great at this. I now see that as a need for external validation and continue to practice letting that desire pass. This has lead to taking recent feedback as a chance to grow; it pleases me; I am loving the journey.

Columbus, the Indians, and Hum essays

Columbus, the Indians, and Hum essays Howard Zinn, author of the article, thesis is that Columbus and the Spaniards that came to the new world found gullible people and used them for their personal gain. The major point the author is trying to make is that Columbus and the Spaniard, although they found the new world, they were not as good people as many make them out to be. They took advantage of the Native Americans upon arrival to the new world. They never helped the Native Americans instead they hurt them. Zinn reports many logs of Columbus? from this voyage as well as Las Casas? in forming his evidence to prove the article. He is somewhat convincing but then again we never will know. Lastly I have no arguments because I find no help in using sources that no really knows how realiable they are. This went on how many years ago and the only one that truly knows what went on is him and the people from then. Columbus and the Spaniards may have found the new world, but how they used the people was just not right. The only evidence in this article I have in showing this is that in a log Columbus once wrote he stated, 'they willingly traded everything they owned'they would make fine servants? we could subjugate them all and make them do whatever we want.? They also stated that some of the Spaniards got so conceited that they didn't even think they should have to walk on their own feet instead they had the Native Americans carry them on their backs. The new comers also treated the Native Americans so poorly. One log stated,As soon as I arrived in the Indies, on the first Island which I found, I took some of the natives by force in order that they might learn and might give me information of whatever there is in these parts.? Also in the article it was stated,When the Spainiard took prisoners they hanged them or burned them to dath. Among the Arawaks, mass suicides began, with cassaba poison. Infants were killed to save thim from the Spaniards. In two year...

Analysis of TOGAF to either DoDAF or FEAF Research Paper

Analysis of TOGAF to either DoDAF or FEAF - Research Paper Example These components are further implemented by the various widely used EA frameworks in organizations among which FEAF, TOGAF and ZACHMAN are prime examples (Bente, Bombosch & Langade, 2012). This study deals with the analysis of two vital EA frameworks i.e. FEAF and TOGAF. Similarity amid FEAF and TOGAF Both The Open Group Architectural Framework (TOGAF) and the Federal Enterprise Architecture Framework (FEAF) frameworks are framed with the intention to enhance the architectural efficiency of companies which would further enable efficient execution of organizational strategies. Another similarity between the two frameworks is that both of them share common EA features and terms within each other. Application of these two frameworks with certain similar concepts of EA will further ensure that there is an agreement among the decision makers in any business organization with regard to dealing with the objectives, requirements as well as processes of the business with the help of advanced technologies. Additionally, these similar EA features in the two frameworks would further assure that decisions related to the investments on technology in any business are taken efficiently. It has been noted that inefficient decision making in this aspect is viewed to harm various the objectives and priorities of organizations (TCRP, 2011). Furthermore, it has also been noted that both FEAF and TOGAF ascribed similar guidance in terms of architectural viewpoints. This aspect further addresses that both the frameworks provide similar directions to the organizations with regard to structuring their enterprise architecture (The Open Group, 2007). Moreover, it has also been analyzed that the rows of the FEAF framework more or less correlate with the rows of the matrix of the TOGAF framework. This similarity between the two frameworks further depicts that both are intended towards dividing architectural description into various crucial layers which are documented in the later stage in a more simplified manner (The Open Group, 2013). Difference between FEAF and TOGAF From the above analysis, it is apparent that both the frameworks i.e. FEAF and TOGAF share certain common features as well as targets between each other. However, it would also be vital to mention that both the frameworks (i.e. FEAF and TOGAF) are developed with diverse intentions which further depict certain inherent changes in their process of working, their ability to ascertain effective results along with their process of implementation among others. Contextually, one of the primary differences between the two frameworks is the aspect that both are controlled by different operators. The Open Group Architectural Framework (TOGAF) is operated under the framework of Department of Defense Architecture Framework (DODAF) while the Federal Enterprise Architecture Framework (FEAF) is developed by the Chief Information Officers (CIO) in the United States Federal Council. This difference in operational owne rship can be vindicated from the fact that FEAF is developed by the US Federal Council which maintains as well as facilitates incorporated systems of architectures within the federal agency. On the other hand, TOGAF focuses on ascertaining good and simplified principles instead of offering a set of complex architecture principles within diverse business units. Additionally, it has

Query letter and outline Assignment Example | Topics and Well Written Essays - 500 words

Query letter and outline - Assignment Example A modification of the guidelines, through the eighth Joint National Commission (JNC-8) suggested inefficiency of the previous guidelines and possible improvement in management of blood pressure. A majority of hypertension patients, however, fails to manage their blood pressure and this identifies significance of the hypertension as a health concern. The article investigates and reports on common practices in prevention of hypertension and management of blood pressure among hypertension patients and effects of the practices on quality of health, in a seminar set up. Using comparative analysis, effective practices are identified and are compared with provisions of JNC-8 guidelines with the aim of promoting awareness and use of JNC-8 guidelines among nurse practitioners. Publishing the article will, therefore educate nurses of best practices for management of hypertension and, through awareness, influence them to use the practices for better health. The publication will therefore achieve the journal’s objectives of promoting education and improving care practices. The Journal for Nurse Practitioners. (2015). Guide for authors. The Journal for Nurse Practitioners. Retrieved from:

Business Management: Small and Large Business Differences

Business Management: Small and Large Business Differences Small Large Management The purpose of this report is to review and provide a critical analysis (agree/disagree) if small businesses require different management style(s) compared to large businesses. In the contemporary business environment it is true that small business require different management styles compared to large ones. Therefore the report will start by outlining the differences between a small and large business and their characteristics. Moreover the report will look into different management styles and try to demonstrate their contributions to the small businesses compared to large ones, on top of that underpinning the strategic relationship which these style(s) have to the small businesses. 2.0 Introduction Before undertaking the discussion it’s important to know the meaning of a small and large business. What exactly is a small business and when does it become medium-sized or large, are the key questions whose answers will be portrayed in this report. The small business administration defined a small business as a firm with 500 or fewer employees with annual revenue under  £2500000 (www.delawarecountybrc.com `). However the legal definition of â€Å"small† varies from country and industry, a small business is the one with small number of employees generally under 100 employees in the United States while under 50 employees in the European Union (strorey, 2005). Some definitions focus on numerical parameters in order to differentiate between smaller and larger business types. The European commission (EC) initiated an important set of definitions of small and medium sized enterprises based on the headcount, turnover and balance sheet value. The committee of inquiry on small firms, set up in the UK (1971) proposed that a small firm has three essential characteristics. A small firm is managed by its owner(s) in a personalized way. It has a relatively small share of market in economic terms. It is independent, in the sense that it does not form part of a larger enterprise and its ownership is relatively free from outside control in its principal decisions (Longenecker et al, 2000). 3.0 Methodology A background reading and research was done in writing this report by consulting lecturer notes of this module and creating points. A list of recommended text books (from the library) were consulted for application of academic theories and models. The report outline being updated when suitable new points were found, internet sources were used to gather examples and further arguments for consideration. 4.0 Findings Small businesses do not conform to any neat parameters, much depends on the industry in which they operate and the personalities and aspirations of those that run them. The objective of this section is to understand the deference between the management role in a small firm and in a larger corporation. Griffins (2000) explain the meaning of management as a set of functions directed at efficient and effective utilization of resources in the pursuit of organizational goals. Efficient in the sense that the resources are used wisely in a cost effective manner, and effective in making the right decisions and successfully implementing them. The management challenge is to maintain control over the process of an organization while at the same time leading, inspiring, directing and making decisions on all sorts of matters. Hannagan (1998) points out that the challenges of modern mangers is to deal with this tension between operating the present systems, structures and processes and the need to change in order to survive. The larger an organization the more specialized management can become, and at the highest level an organization need convergence of skills (Hannagan, 1998). Managing in a small business is not like managing part of a large organization, however, (Stokes Wilson, 2006 ) argue that it is difficult to say precisely what the difference are other than having fewer resources to things. According to (Stokes Wilson, 2006), Small business management is different in several respects to management in larger organizations because of social structures, relationships and because of the level of resources available. While these differences are derived from the numbers of employees and the size of turnover, it is their management implications that are the primary concern of this report. For example a manager who has special department in a small business is facing situation typical of small challenge than large business manager. Coyle (2003) explains that businesses with les than 10 employees rarely need a middle management structure, but over that size there is often pressure on the owner-manager to delegate more of the decision making. Waynarczyk (2001) identifies three key aspects in which small and large firms differ: uncertainty, innovation and evolution. Uncertainty- is a persistent feature of small firms which tend to have small customer bases and limited resources Innovation of either very new products, or marginal differences to well established ones, is a key factor in the success or failure of new business start-ups. Evolution refers to the state of constant structural and market changes which small firms are likely to experience as they struggle to survive and develop. It could be argued that uncertainty, innovation and evolution are also crucial part of the business environment of large corporates in today’s fast changing world. Siropolis (1998) also emphasize that management in small firms differ from that of large firms due a number aspects. These include; Centrality of the owner-manager The formality of structure The level of resource constraints Vulnerability to external context and change Limited product range and market focus. The vulnerability of small business to their external context has a relation to their inability to deal adequately with change. The introduction of new regulations can have a disproportionate effect on the fortunes of small business, whose limited resources cannot easily be redeployed to deal with the new procedures. (Hall, 1995) points out that small business environment exerts some pressure that can be different to the influences on larger organizations. Problems of the availability, cost of finance, and the burden of government regulations and paper work are examples of the preoccupation that concern the manager of a small enterprise but possibly do not concern many corporate managers in large organization (Scarborough Zimmerer, 2000). Differences in the environment are probably as great between sectors defined by products or markets as they are between those delineated by size of company. Such differences in the business environment justify the need of different management styles between small and large business firms. Moreover the financial management of a small business is different from that of a large firm. In a study conducted by walker and Petty the financial difference between small and large firms were evaluated and saw that there are clearly some differences between them. The disparities in dividend politics, dividends as a percent of earning are approximately 3% and 40% for small and large business (Hall, 1995). The second difference is the liquidity; large firms have more liquidity which is reflected by the current ratio, the quick and current ratio increase as the firm size becomes larger. This difference exists because, small firms retain smaller amount of accounts receivable and inventory, second small firms rely heavily on current liabilities, thus small firms maintain less liquidity. The apparent difference in liquidity between large and small firms lends further support that small business require a different management style to large ones. If the managers of small businesses are willing to assume greater risk, their attitude may well be reflected in the small firm’s liquidity (Zimmerer and Scarborough, 2005) According to (Stokes Wilson, 2006), the internal structure of a small business creates the need for a different management approach. In a larger company, the chief executive is the head of the team of specialists in production, finance, marketing, personnel and other functions. There is a clear distinction between those planning the future of the business in the longer term and those implementing the strategy on day to day basis. On the other hand small business owner-managers have to do it all; they are generalists who will have to turn their hand to all functions from sales to production. They are the planners and implementors, responsible for deciding strategy and making it happen. 4.1 Types of management control The way in which an owner-manager exercise control over their workforce will depend not just on the personality of a manager, but also the deposition of power in the employer-employee relationship. Saini Dhameja (1998) points that some circumstance gives the owner –manager, as employer, relatively high levels of control over employees; in other situations employees may be able to call more of tune. To illustrate this relationship Goss identified four types of management control- fraternalism, paternalism, benevolent autocracy and sweating in small firms. Extent of employee potential economic independence Fraternalism This describes a situation where the owner-manager is heavily dependent on the skills of the employees(s) to get the job done. This management is style is also common in professional and high technology small business. Paternalism This occurs where alternatives for employees are more limited, and the employer is less dependent on specific workers. E.g. farming Benevolent autocracy This is the most common situation in a small firm; the manager-owner is less dependent on the employee and able to exercise their influence from the position of power as an employer. Sweating This occurs in circumstance by which the employer exercises all the power and the employee none. These four examples of types of management control are not meant to be exhaustive; there are many variations on the theme. In some small firms two different modes of relationship can exist side by side. What emerge from looking at these types is that there is a highly varied pattern of management of people in small firms. 5.0 Business growth models Small businesses vary widely in size and capacity for growth. They are characterized by independence of action, differing organizational structures and varies management styles. As growth occurs managerial capacity constraint (Jensen and meckling, 1976) imply that existing behaviors are further reduced in frequency as new behaviors are adopted to manage the growing firm. As small businesses undergo these changes, a differentiating factor between successful and unsuccessful firms is that successful firms act in â€Å"anticipation of bigness† (Hambrick and Crozier 1985). Hence growth stage theories provide a measure of predictability regarding what to expect in anticipation of getting bigger. As newly formed business becomes established and grows its organization structures and pattern of management change. Longenecker et al (2000) points out that management in any organization must adapt to the growth and change, however they explain that changes involved in the early growth stages of a new business are much more extensive than those that occur with the growth of a relatively mature business. A number of experts have proposed models related to the growth stages of a business firms. These models typically describe four or five stages of growth and identify various management issues related to each stage. Some of these models are; 5.1 Churchill and Lewis growth model Churchill and Lewis suggest 5 growth stages of small business which each have its own management style. These stages are; Existence-this is the initial stage, where a business has an aim of staying alive, at this stage a business needs to find and maintain customers. Survival- at this stage a business, establish customer and produce position, viability, maintenance of cash flow. Success- this is stage where a business makes a choice between growth and consolidation. Take off-this is the growth. Maturity- a mature stage. This model provides the linkage of growth stages to management style, organizational structure, systems and overall strategy. See fig below Stage Management style Extent of formal system Major strategy Existence Direct supervision Minimal to non existent Existence Survival Supervised supervision Minimal Survival Success (growth) Delegation/coordination Basic, developing Maintaining profitable status quo; get resources for growth Take-off Divisional Mature Growth Mature Decentralization Extensive Return on investment Source: lecture notes, 2007 Moreover Scott and Bruce (1987) also presented changes in a firm which are associated with growth. These changes are presented in a form of stage models. They infer that the small firm moves from inception (stage 1) through to maturity (stage 5). Inception-this is the stage of generating profit gaining customers limited, gaining customers. Survival- at this stage a business experience over trading, uncontrolled growth. Growth- at this there is adequate resourcing, organizational structure develop, system and control. Expansion- there is financing growth, focusing externally on environment and At each of these stages the top management, the management style, and organization of structure change. The table below summarizes this application of this model. Growth stage Top management Management style Organizational structure Inception Direct supervision Entrepreneurial/individualistic Unstructured Survival Supervised/supervision Entrepreneurial/ administration Simple Growth Delegation/ condition Entrepreneurial/co ordination Functional centralized Expansion Decentralization Professional administrative Functional decentralized Maturity decentralization Watchdog Decentralized/functional product Source: (Storey, 2002.pg 121) In addition Greiner model (1972) sees also the relationship between management style and growth stage. He categorized the growth of a small business in five different phase stages, from phase 1 to phase 5 as explained below. Phase 1- involves growth through creativity and followed by crisis of leadership Phase 2-involves growth through direction followed by crisis of autonomy. Phase 3- involves growth through delegation and followed by crisis and o control Phase4-involves growth through coordination followed by crisis of red tape Phase 5- involves growth through collaboration and followed by crisis. 6.0 Is Mall Business Management Fundamentally Different To A Large Enterprise? Burns (2003) agree stating that â€Å"of course there are other characteristics of small business that may be added to the list: perhaps the most obvious is the severe limitation of resources faced by small firms both in terms of management and power as well as money. This statement highlights the qualitative and quantitative elements of small business that makes them fundamentally different to large business and not small scale. He points out that small business have many characteristics that set them apart from larger ventures. Personalized management-it is expected that the owner of a small company should always be involved material decision and take an active role on all aspects of the management. Since one person has much overwhelming control over decision. Managers deal with their staff in different ways, some are strict with their staff and like to be in complete control, whilst others are more relaxed and allow workers to the freedom to run their own working lives. Whatever approach is used it will be vital to the success of the business (Boddy, 2005). The organization is good as the person running it, hence he outline that there are three main categories of management styles which are; autocratic, paternalistic and democratic. Autocratic style of management (o authorial) managers likes to make all the important decision and closely supervise and control workers. Managers do not trust workers and simply gives orders (one way communication). Longenecker (reference) points that total management of an autocratic style and the use of informal control system often arise from the very real pressure of time in small business environment. Paternalistic management gives more attention to the social needs and views of their workers. Managers are interested in how happy the workers are in many ways, they consult employees over issues and give feedback or opinions. The manager will however make the actual decision. Democratic style of management will put trust in employees and encourage them to make decisions. They will delegate to them the authority to do this and listen to their advice. Small market share-they can not dictate price or influence heavily on the numbers of goods sold. Their buying power is reduced since they do not buy in large quantities they must buy at a more expensive price. Small businesses must therefore sell at a more expensive price and become less competitive. Customer loyalty-small businesses especially those occupying the niche market often become reliant on small but loyal customer base. Should they only lose one or two of these customers the business may fail. Finance –small business often find it difficult to raise finance to grow, and are very dependant on customer prompt payment in order to survive. Small businesses are often family owned enterprises, Kets de Vries (1993) outline the following advantages and disadvantages of family owned enterprises. Advantages Long term perspective Dependable culture that encourages long lasting relationship with all business partners Strong identification/commitment and stability Knowing the business Family culture as a source of pride. Disadvantages Static thinking Managerial difficulties when family objective are in conflict. Less acceptable capital market Nepotism Succession problems 7.0 Conclusion Managing a small business is different to managing in a large company. Entrepreneurs need total management to jungle their many responsibility in running a small firm. Premises are key resources that require decisions on locations, physical and environmental features and types of lease or purchase. other operations resources to be managed include materials and equipment. People are the key resources in most enterprises,many entrepreneurs feel inadequate to deal with the legal issues and conformity to employment laws that are required today. Hence four management control have been identified in small business firms. Although small firms are frequently managed by solo owners some high growth firms are manged by an entrepreneur team. 8.0 References Boddy, D., 2005. Management: An Introduction. Pearson Education Limited: England Bridge S, O’Neil K and Cromie S, 1998. Understanding enterprise, Entrepreneurship and Small business. MacMillan Press Ltd, London. Burns P, 2001. Entrepreneurship and Small business. Palgrave, New York. Deakins, D., 1996. Entrepreneurship and Small Firms. McGraw-Hill Publishing Company, London. Hanna Longenecker, J., Moore, C., and Petty, J., 2000. Small Business Management: An Entrepreneurial Emphasis. 11th Edition. South-Western College Publishing, USA Mullins, L., 2005. Management and Organisation Behaviour. Pearson Education Limited, England Saini, J.S., 1998. Entrepreneurship and Small Business. Rawat Publications, New Delhi Scarborough, M.N. and Zimmerer, W.T., 2003. Effective Small business management: An entrepreneurial Approach. 7th Edition. Pearson Education, Inc: New Jersey. Siropolis, N., 1998. Entrepreneurship and Small Business management. 6th Edition. Houghton Mifflin Company, New York. Stokes, D. and Wilson, N., 2006. Small Business Management and Storey, D (2002), understanding small business sector , Thompson Learning, London http://en.wikipedia.org/wiki/Small_business Accessed on 29th October 2007. (http://www.delawarecountybrc.com/glossaryterms.htm Accessed on 29th October 2007.

Promote Children’s Welfare and Well Being in the Early Years

EYMP 3: Promote children’s welfare and well being in the early years 1. Welfare requirements were bought in, in September 2008 as part of the EYFS welfare requirements and are compulsory. Theses are split into 5 groups, which our operational planning covers. Safeguarding and promoting children’s welfare has legal and statutory guidance general legal requirements cover and the provider must take necessary steps to safeguard and promote the welfare of children.The provider must promote the good health of children and take necessary steps to prevent cross infections, and take appropriate action when they are ill. Children’s behaviour must be managed effectively and in a manner appropriate for their stage of development and particular individual needs. Specific legal requirements and statutory guidance covers safeguarding, information and complaints, premises and security, outings, equality of opportunities. Medicines, illness and injuries, food and drink, smoking, b ehaviour management. 2.The lines of reporting and responsibility in the work setting. In my staff handbook has how to report and my responsibility in my setting. Attached to this document. 2. 2 Explain systems for supporting children’s safety when: ? When receiving children into the setting we make sure they come in with a parent/carer. We ensure every child has the correct clothing and footwear for the appropriate weather. When receiving new children to join the setting all the correct paperwork is filled in the parents and child have settling in sessions.If a child has certain people that cannot pick them up we ensure people picking up that child are checked at the gate and I. D is checked we have passwords and photos of parents and carers. ? When a child leaves nursery at the end of the day we ensure they leave with a parent/carer if another person is picking up the nursery make sure everyone’s seen a photo of that person and a password is given at the gate their I. D is also checked, this all has to be confirmed with a parent/carer before pick up. Each child is then signed out by a parent/carer and signed ut by staff on a register. ? During offsite visits each child is either in a buggy or were a high visibility jacket with the teddies number on the back and each child wears a wrist strap attached to a member of staff. The ratio on a walk is 1. 2 on each walk there needs to be a head of unit, first aider, first aid bag, evacuation bag, water and phones. A register is taken every 15mins on a outing and a walks form is filled out of who is going on a walk, the ratio, time of departure and returning and were the walk is. . 4 Explain giving examples, why minimum requirements for space and staff ratios and necessary for children’s safety. ? The space in each room in nursery is necessary for children’s safety. In all the rooms below the age of three have a capacity of 12 children to four members of staff. In a room above three years o ld is a capacity of 20 children with for members of staff. If there is to many children in a room it would become unsafe for the children as there wouldn’t be enough room to play and take part in activities.If a room is over crowded for the amount of children it can cause more accidents, staff may not be able to care to a high standard. ? Staff ratio is very important for a child’s safety. The ratio for 0 – 2 years is 1:3, 2 – 3 is 1:4 and 3 years above is 1:8 this is set by the government and ofsted. This is to allow each practitioner to look after a correct amount of children at a safe level to ensure each child’s needs are met and not put in danger.

Secession of the South: Causes for Tension

Throughout the 1840’s and 1850’s a growing tension developed between the Northern and Southern states of America. That tension was primarily focused on the existence of slavery in the Southern states. Most Northern states had abolished slavery by 1850 and made a promise to the people to end slavery completely. They wanted the South to begin to become similar to the North, and to live under the concept of free labor, and not rely on slavery for productivity. The resentment for the interference of the North angered southerners because they felt that it was not the place of the federal government to interfere.Ever since the American Revolution sectional differences arose, the first being those favoring greater states rights and those favoring greater federal rights. Ever since the Revolution more and more dissimilarities arose between the North and the South due to differences in modernization and societal development. These different ideals caused tensions between the two sections and difficulties in staying together as a single union. The Southern ways of life were being targeted and altered by the North’s inconsiderate decisions of their societies foundation, though the North had a strong basis.The southern secession in 1860 was in direct result of the inability for the North and South to cooperate and coexist, and was the only possible alternative, in the minds of the southerners, for the different methods of living to remain. There were many aspects that varied among the North and South states that lead to the Civil War and among these were economic, social and political differences. Economic and social divergences between the North and the South were one of the most prominent factors leading to Southern secession.The Southern economy was heavily supported on cotton, due to Eli Whitney’s invention of the Cotton Gin, which made cotton extraordinarily profitable for most southern plantation owners. The southerner’s focus shift ed from all other previous crops to cotton, but cotton still required labor to be taken from the fields. Slavery became an institution that, in a sense, was the foundation for southern economy because of the fact that it was an inexpensive and vastly available labor source. Completely opposing southern society was that of the North, which was an industrial based economy instead of an agricultural one.The North utilized the raw materials and turned them into finish goods, making slavery neither an immediate necessity nor a foundation for their economy. The economic attitudes that differentiated the North and the South were exceedingly dissimilar and there was not a great deal flexibility for change. The southern reliance on slavery for labor and the northern perception of the institution as cruel and inhumane, were conflicts that challenged the southerners’ way of life and arose much tension between the two.Social differences between the North and the South coincided with thei r economic differences. The South, being agriculturally based could not relate and could not be related to by the North. The North experienced industrialization and drastically modernized, but the South continued with the traditional plantation system and strict social order it had began with, creating the lack of connection between the two due to two completely polar opposite societies. The North’s attitude towards the South was perceived as the attacking of another societies lifestyle and existence.With the limitations on the expansion of slavery, the growing abolitionist movement in the north and the election of Abraham Lincoln, secession was the only way to escape the North’s condemnation of the South as a whole. States rights versus federal rights, was a problem that arose from the time of the Revolution, a problem that undermined the union of the north and the south. After independence from Great Britain was acquired, the issue of states rights versus federal rig hts was in need of a solution.The Articles of Confederation was the first government succeeding the Revolution, in which states rights were favored, and states were united under a weak confederation. Ultimately failing due to conflicts that developed within the nation, the United States Constitution was established which put power primarily in the hands of the federal government. The new form of government was not popular among many states because they felt that their own individual states rights were being disregarded and lost the ability to act autonomously.The Nullification Crisis, being one of the biggest conflicts, occurred when South Carolina attempted to void and not follow laws implemented by Congress if they were deemed unconstitutional by the state. This problem arose from the Tariff of Abominations, which taxed goods from Great Britain and disrupted the trade of cotton in exchange for manufactured goods. The southern economy was being threatened by the new ideas of the no rth, enraging southerners that the north was abusing the power they had over the country as a whole.The Fugitive Slave Act of 1850 was an addition to the compromise of 1850, stating that if a slave escapes and flees into another state, being free or slave, the return of said slaves was mandatory. The North, being for the most part anti-slavery, defied the Fugitive Slave Act and harbored escaped slaves without returning them (Northern Sate Defies Fugitive State Act, 1). The inability for the North to understand the situation of the South and the South to understand the northern way of thinking added more and more tension to the already unstable union of the two.Western territorial expansion was a major problem among pro-slavery and anti-slavery proponents. The immense amount of land attained from the Mexican war and the Louisiana Purchase was beneficial for the completion of the United States but the slavery issue was only worsened. In 1820, to lessen the tension without creating any hasty conflicts, the Missouri Compromise was passed to decide whether new states added to the Union from the Louisiana Purchase would be slave or free states. The agreement stated, frankly, that states that were admitted to the south were slave states and those of the north were free states.In 1850, after the Mexican war the question arose again whether states would be free or slave states and this time solution was different than the Missouri compromise. The Compromise of 1850 was a bill that clarified the controversies that came with the New Mexico territory and did not follow the aforementioned Missouri compromise. James C. Calhoun, in reaction to the Compromise stated, â€Å"that the agitation of the subject of slavery would, if not prevented†¦ end in disunion† (A Dying Statesman Speaks out Against the Compromise of 1850, 1).The southern pride in their societal and economic structure openly accepted from the beginning that if slavery remains the issue, then secessio n remains the solution. In 1854 the Kansas-Nebraska Act was passed, which repealed the Missouri Compromise and stated that to decide whether these new territories would be free or slave, popular sovereignty among the settlers would be the ultimate decision. The passing of the law was to settle all unfairness and let the people decide, but the law was taken advantage of by pro-slavery Missourians.Kansas immediately was filled with Missourians who wanted to ensure that Kansas was in favor of slavery and intended to do so by increasing the pro-slavery concentration there. Northerners, desiring slavery to be banned and abolished, did the same to ensure that the pro-slavery Missourians did not make Kansas a slave state (Free State Convention, 1). The accumulation of angry pro-slavery southerners and anti-slavery northerners in Kansas resulted in open warfare in the city of Lawrence, Kansas (Kansas Begins to Bleed, 3).This physical conflict, â€Å"Bleeding Kansas†, over the section al differences of the North and South defined the division of the United States as a whole. The Election of Abraham Lincoln in 1860 resulted in the immediate secession of the many southern states, and the formation of the Confederate states of America. Lincoln’s statement â€Å" I believe this government cannot endure permanently half-slave and half-free. I do not expect the Union to be dissolved – I do not expect the house to fall – but I do expect it will cease to be divided. It will become all one thing or all of the other.Either the opponents of slavery will arrest the further spread of it†¦ or its advocates will push it forward, till it shall become alike lawful states, old as well new – North as well as South† (Abraham Lincoln, A House Divided, 1). Stated straightforwardly by the president, Lincoln addressed the issue of slavery and sectional differences by stating that either slavery will be abolished and put into extinction or will be an institution in the North and the South, because â€Å" a house divided against it self cannot stand† (Abraham Lincoln, A House Divided, 1).Abraham Lincoln was perceived by the south as a Republican that would further limit states rights and therefore, acting as the final catalyst, forced South Carolina to secede from the Union. Slavery was not the reason that the American Civil War was fought, but it was an underlying area of focus. Slavery was an institution that was much less appealing to northerners but crucially essential for southerners. The northern intent was to completely abolish slavery but could not completely do so immediately due to the southern dependence on the institution.Southerners knew that if slavery was not permitted to expand with the countries borders then the institution could not progress and would fade away and taking along with it the southern way of life. The tensions arose from the belief that the northerners were dominating the South, and the l ast resort of the southern states, after countless attempts to coexist, was to disaffiliate and form an independent union in which they could live as they leased with no repercussions. The initial and overall conflict for the actual war between the North and the South were the issue of federalism versus anti-federalism and the lacking of a strong connection between the two, making them act as if they were separate entities. The Civil War was fought to keep the southern states from seceding and a consequence of the North’s winning was the abolition of the institution of slavery